Improve your hiring outcomes by improving your job requisition process.
Let’s discuss how.
What’s a Job Requisition?
When a department manager needs to hire a new employee, they submit a job requisition.
A job requisition starts the hiring process. With the requisition, the department manager asks for approval for the new employee. If the requisition is denied, the process doesn’t go any further. The denied requisition is stored in the HR software.
The job requisition standardizes the process of filling a position. Applicant tracking systems (ATS) have templates for creating job requisitions. Plus tools to manage the approval process.
A job requisition includes the following:
- Requisition reference number
- Job title
- Type of employment (full-time, temporary, contract, etc.)
- Name of hiring manager making the request
- Job description
- Department or team the employee will be a part of
- Salary, hourly wage, or pay grade, benefits
- Type of position: new hire or replacement
- Hiring budget approval
- Fill/start date
- Whether the job description is new or existing
Why Is It Important To Have a Formal Job Requisition Process?
Human Resources professionals understand the importance of standardization. Formalizing and documenting is vital for end-to-end processes and all the sub-steps.
The job requisition process is no different. And the fact that it comes first is not insignificant. Any multi-step operation needs to start on the right foot. Otherwise, it will need to be corrected down the line. At that point, you’ve wasted time and money.
Few things are as important as the quality of the employees on your team. Formalization ensures the process is done correctly. It sets expectations for everyone involved. And you can’t improve a process until you identify exactly what is going on.
Let’s talk about best practices for creating job requisitions.
How Do I Write a Job Requisition?
1. Follow The Approval Process
Job requisitions may need to be approved by Human Resources. In some companies, upper management needs to sign off on new positions. Follow your company policies before proceeding.
2. Justify The Need
Why do you need a new employee? Is it a new position? Is it because someone quit or was promoted? How is the position tied to KPIs? Make a timeline for the job responsibilities. Define exactly what is expected.
3. Write a Good Job Description
A job description is a detailed listing of required qualifications and experience, job duties, and other necessary information about the position. It also includes the salary range, benefits, and information about the company.
Will the requisition be filled by an outside recruiting agency? Remember that they don’t have your institutional knowledge. Include all the necessary details.
We cover how to create a job description thoroughly in our How To Hire Your Perfect Employee Series. Follow the steps to write a spot-on description for your requisition.
Job Requisition Glossary
If you are new to the hiring process, it’s helpful to understand the HR-speak as it relates to job requisitions.
Open Requisition: An active requisition that hasn’t been filled or closed.
Closed Requisition: A requisition that has been filled or closed for other reasons.
Core Competencies: The knowledge and skills that are essential to the job role.
Hard Skills: Skills, experience, or qualifications that are easily quantified. Examples; Certified Public Accountant, Python programming expertise, licensed EMT.
Soft Skills: Behavioral traits necessary to perform the job responsibilities. Examples; leadership, creative problem solving, conflict resolution.
ApplicantStack Manages Job Requisitions
Yes, we have a tool for that, too! The job requisition workflow automates the approval process. Assign tasks to the appropriate members of the hiring team. Complete and document each step in a centralized location. ApplicantStack brings transparency and accountability to your requisition process. When a requisition is approved, the open position seamlessly transitions to the next workflow in the hiring stage.
You can try out the ApplicantStack job requisition function (and all the integrated hiring workflows) free for 15 days.
By Liz Strikwerda
One of the most challenging parts of recruitment is the endless search for talent. Since the current market favors the job-seeker, it’s more difficult than ever to attract top applicants to your company. That’s why the idea of two prime candidates competing for a position sounds unlikely – but it does happen.
Getting your pick of the litter sounds like a nice problem to have, but the pressure can be nerve-wracking. In the end, you’ll have to turn away an applicant that you would’ve hired under any other circumstance. And there’s a chance you end up rejecting the better option of the two.
So, how do you ensure your pick is the right one? Here are four strategies:
1. Determine their desire
While the interview process helps you determine who you want at your company, it might distract you from an equally important question: Who wants your company?
The more promising a candidate is, the more potential they have. It’s very likely they’re looking at multiple companies, not just yours. Sadly, a candidate might not stick around for long if your company’s at the bottom of their list. They might not even accept the job offer to begin with.
An applicant tracking software (ATS) solution can help you find out who’s more committed to your company. This software keeps track of who’s opening your emails and clicking on your links. It also records the amount of time candidates take to respond to emails and complete application materials.
Candidate engagement translates to a candidate’s desire to work at your company. Prompt responses imply that the candidate will be just as eager in the workplace. And they’ll be less likely to jump ship without reason. Having an idea of where you rank on each candidate’s list of options can help streamline a difficult decision process.
2. Consider cultural fit
Don’t let a candidate’s stellar qualifications distract you from other relevant considerations, like their alignment with your corporate culture. Remember: A good worker isn’t always a good teammate.
Both candidates may have perfect interviewing skills and brilliant credentials, but that doesn’t mean they’ll get along with your staff. A better cultural fit can be the distinguishing factor that elevates one qualified candidate over the other.
Get the team involved in the hiring process. This could take the form of a lunch, happy hour or just a simple meet and greet with the candidates. These social gatherings help bring out the personality traits each candidate would be adding to the office dynamic. As a bonus, you can ask your employees who they prefer.
An alternative is to look up each candidate’s social media accounts. A candidate’s social media can reveal a number of behavioral warning signs that you might’ve missed otherwise.
3. Put those skills to the test
You already know that both candidates have the necessary skills, but maybe one uses them more effectively.
So, let them prove themselves to you with a skills test. Have each candidate try their hand at some essential job duties. Or run them through some real work scenarios and compare their responses with how your existing employees have handled similar situations in the past.
When you put two equally qualified candidates to the test, you might get different outcomes, which can help set apart one candidate just enough for you to decide.
4. Look for holes in your workforce
With two ideal candidates, you get the luxury of probing deeper than just a few interview questions. One way to take advantage of this opportunity is to size up the candidates in reference to your existing staff. A few questions to consider:
- Is the workforce lacking, even a little, in any area?
- Is there any overlap in qualifications that aren’t required for the job?
- Could the employees benefit from a certain type of person?
These questions can help you pick one candidate over the other based on the differences. Perhaps your staff needs a leader – pick the candidate with more higher-level experience. Maybe every single employee has leadership skills. Your company probably won’t benefit from another employee with the same qualities – hiring someone with a different strength would enhance the staff more.
Looking for these gaps in your team can help you decide on the candidate that’ll be the best asset to the team.
About the Author: Amanda Wright is a content writer for Better Buys, helping companies to find the right b2b software solutions. She enjoys writing about the intersection of business and technology.
Does your company currently hire on an as-needed basis? For example, when the workload becomes unsustainable, you begin a candidate search. When someone quits, you dust off the job description and start posting.
With a de facto reactive system, you are always playing catch up. It slows production. It lowers the quality of onboarding and job training.
If this is the case for your organization, we encourage you to create a yearly hiring plan.
What Is A Yearly Hiring Plan?
A hiring plan is a comprehensive strategy. It aligns hiring resources with business goals and long-term staffing needs.
How Will A Yearly Hiring Help My Company?
A good hiring plan ensures continuous business operations. When you anticipate talent needs, you can take the time to find the perfect employee for each position. You can plan better for onboarding, training, and mentoring. A carefully sourced hire adds value sooner than a panic hire.
Filling positions quickly prevents existing employees from being buried with extra work. Team members are less likely to become burned out. This protects you from overworked employees quitting.
Let’s recap the benefits of a yearly hiring plan:
- Prevent lapses in production
- Ensure steady business growth
- Unhurried recruitment results in higher quality hires
- Prevent burnout and turnover due to understaffing
- Anticipate onboarding and training needs
- Reduce stress on the hiring team
- Stay within your hiring budget
How Do I Create A Yearly Hiring Plan?
- Assess current workforce
- Outline business growth goals
- Identify talent needs
- Evaluate current hiring processes
- Create a timeline for hiring
- Align hiring practices and resources with needs
1. Interview Stakeholders
First, gather information from everyone. This means the executive team, managers, and several rank and file employees. Be methodical and thorough.
Interview each manager about each position in depth. This is how you can identify skills gaps. Find out if the current hires are a good fit. If they aren’t, you need to improve your hiring process. Consult our series How To Hire Your Perfect Next Employee.
Talk to members of the executive team about the business strategy. Which new job roles will be necessary? Once you have finished your plan, you will need to circle back if the hiring budget is too low. At that point, you will have justification for requesting an increase.
If your company is too large to talk to everyone in person, create a survey. If you use an HR portal, post a link to a questionnaire on the HR interface.
Talk to current employees about the quality of onboarding and training. Take a pulse on workforce morale. Find out if the day-to-day work has met their expectations.
2. Assess Your Workforce
- What skills does your team possess?
- What skills will you need?
- Are there positions you want to fill internally with promotions or additional training?
- How many new employees will you need?
- What is the overall turnover rate? What is the rate per team and/or job role?
- Will changing dynamics affect turnover?
3. Evaluate Your Hiring Process
- Is it working?
- Are you hiring quality employees?
- Are you filling positions in a timely manner?
4. Hiring Resources
- What is your hiring budget?
- Will it be adequate for upcoming hiring needs?
- What is your cost-per-hire?
- Can you reduce cost-per-hire without lowering hiring outcomes?
- Do you need to upgrade your recruiting software?
You can’t chart a course without knowing where you are right now. The first step in creating a plan is identifying your current situation. Interview as necessary and answer the questions outlined previously. Identify actionable steps. Now you will document your findings.
Your Yearly Hiring Plan
- Positions to be filled
- Detailed timeline
- Hiring operations: designate tasks for hiring team members, managers, and HR
- Adjust onboarding and training programs based on needs
Use ApplicantStack To Meet Your Hiring Goals
Do you have capable recruiting software? Pairing a top applicant tracking system with a long-term hiring plan is the solution.
Are you a new hiring manager or HR director? Has your company never had a formal hiring plan?
Follow the steps outlined to create a yearly plan. Use ApplicantStack to execute it. ApplicantStack helps you recruit quality candidates in the shortest time possible. Secure yourself a place at the decision-making table. Pat yourself on the back.
By Liz Strikwerda
Professional recruiters understand the importance of reference checking. Let’s talk about the ins and outs of this common vetting process.
Why do you check an applicant’s references? An obvious answer is ‘To find out if they lied on their application.’
While this is one reason to check references, the practice has broader purposes.
3 Reasons to Check References
- To confirm a hiring decision after an applicant is chosen
- To help differentiate between two seemingly equally-qualified applicants
- To narrow the candidate pool early in the hiring process
What Information Can a Reference Check Provide?
- Verification of hard and soft skills
- Verification of resume integrity
- Red flags that disqualify the candidate
Laws and Policies That Affect Reference Checking
Federal law prevents an employer from giving a negative or false employment reference (or refuse to give a reference) because of
- sex (including gender identity, sexual orientation, and pregnancy)
- age (40 or older)
- genetic information
Why Many Employers Limit the Information They Disclose
A common misconception is that federal law prohibits an employer from disclosing anything beyond the basics. Namely, job title, dates of employment, and salary. In the past several decades, these policies have become very common. The goal is to protect the company from being sued for defamation.
Defamation vs. Negligent Referral
But here’s the flip side: what if the former employee is a significant risk to any future employer? What if they were violent? In the healthcare industry, gross incompetence could endanger patients.
Courts are ruling that an employer can’t only be concerned about their own legal exposure. Negligent referral judgments affirm an employer’s ethical responsibility to protect innocent third parties and public safety in general.
What does this mean for you when you check references? Hopefully, nothing truly egregious will be withheld.
State and Local Laws
Before writing your reference check questions, make sure you understand state laws that limit what employers can disclose. In the past few years, several states and some cities have enacted new laws that affect what companies can disclose during an employment reference check.
Don’t eliminate reference checks just because a law or policy limits what you can ask or what a referral can answer. Think like a prosecutor in a legal trial. An astute litigator can uncover critical information regardless of who brought the witness. In a similar way, a skilled recruiter can elicit helpful information from any reference.
At What Point in the Recruiting Process Should I Check References?
The job role and industry practices influence the timing. If you do high-volume hiring and field hundreds of applications, there are advantages to checking references before the interview stage. It will help you whittle down the applicant pool early in the process.
It may be more helpful to check references after first round interviews. If the interview reveals a potential issue, the recruiter can seek clarification when they talk to the candidate’s references.
For higher level positions, it’s customary in most industries to delay reference checks until the final stages. This could be immediately prior to the formal job offer. Some companies don’t check references until after a conditional offer has been extended.
Examples of Reference Check Questions
Here are questions used by many employers. As mentioned previously, some state laws and company policies affect whether or not any specific question can be asked or answered. With that caveat, a good rule of thumb is to start general and get more specific with each question.
1. What Is Your Relationship With The Job Applicant?
You have to establish the overall context in the beginning. The reference is not always a former employer. It might be a former colleague, manager, or business owner. Applicants just out of college may use professors and intern supervisors.
2. What Was The Applicant’s Job Title And Responsibilities?
This is basic information on which everything else is based.
3. What Was It Like To Work With The Applicant?
This open-ended question can reveal positive and negative qualities not listed on the resume.
4. How Can I Help The Candidate Be Successful?
5. What Are The Candidate’s Strengths And Weaknesses?
6. Would You Re-Hire this Employee If You Had The Chance?
7. Is This Applicant A Good Fit For The Job Position?
8. What Skills Would Help The Applicant Progress To Higher Positions?
9. Is There Anything Else I Need To Know?
Do’s and Don’ts of Reference Checking
- Do speak to the referral with a telephone call if possible.
- Do set a positive tone from the outset.
- Do follow local, state, and federal laws.
- Do ask the same reference questions for all job applicants.
- Do notify the applicant that you will be contacting the references.
- Do document who you talked with and what information was provided.
- Do be upfront with the reference about why you are contacting them.
- Do understand your state or local laws about salary history questions.
- Don’t rush the call.
- Don’t ask leading questions.
- Don’t ask for protected class information (race, religion, gender, etc.)
- Don’t contact people without the candidate’s consent.
- Don’t assign reference checking to a hiring team member who doesn’t understand the job role.
Asking About Reference Checking in the Interview
Some recruiters ask the applicant what they believe a referral would say during the interview. The interviewer would say something like this: ‘If I talked to your former supervisor and asked them how you performed, what would they say?’
This type of question can prompt a candidate to be more candid about their work history and skills. It can also help the interviewer know what to pay attention to when they talk to the referral.
Reference Checks In ApplicantStack
ApplicantStack hiring software simplifies the reference check process. Add reference fields to the application so you don’t have to ask for references separately. If you use reference checks to narrow the pool early in the process, collecting them in the application allows you to start them without delay.
Some referrals prefer responding through email instead of a phone call. ApplicantStack has reference email templates that make this process quick and easy. Tailor your referral questions to local laws, company policies, and the job position.
The thriving hospitality industry includes hotels, casinos, resorts, and restaurants. Recruitment has never been more important in this sector.
Here are some critical facts about the hospitality industry:
- Hospitality has an employee turnover rate of over 70%
- Brand loyalty has disappeared
- Technology has made it easier for small companies to compete
What implications does this have for hospitality recruitment?
- There is a huge opportunity to decrease overhead by retaining employees longer.
- To attract quality candidates, you must provide an exceptional employee experience. This means you need to focus on the employee experience as much as you focus on the guest experience. They are interdependent.
- Small companies who find and retain high performing employees can elevate the guest experience. This will improve online reviews, strengthen the company brand, and increase bookings.
Strategic hospitality recruitment has never been more important. But there are significant challenges.
The Challenges of Hospitality Hiring
- Ultra-competitive hiring market
- Significant employee shortage
- Employees need multiple hard and soft skills
- High level of transience and job-hopping
Recruitment and Onboarding Software for Hospitality Hiring
Online reviews and booking software have transformed the industry from the guest perspective. In a similar way, applicant tracking systems (ATS) have transformed hospitality recruitment from both the candidate’s and recruiter’s perspective.
Hospitality employers who don’t use recruitment software will struggle in several respects. Manual hospitality hiring processes can’t meet the needs of hospitality hiring in 2019.
- Manual hiring is slow (the best candidates are hired by your competitor before you can make an offer)
- Manual hiring can’t reach a wide candidate pool
- Manual hiring doesn’t create an exceptional applicant experience (which is essential for attracting top performers)
How Does Recruitment Software Improve Hospitality Hiring?
From job description to background checks, ATSs improve every aspect of the hospitality hiring process.
Reach More Potential Applicants
Hospitality hiring software allows recruiters to reach more applicants faster and cheaper. You can quickly advertise your jobs to thousands of job seekers on all of your favorite job boards. You won’t need to manage a separate account and password for each website.
Track Thousands of Applications
A large resort has to hire constantly to stay in business. There are multiple departments and dozens of job roles. Hiring software helps you collect and manage a large volume of applications efficiently. Search tools give you searching capability unheard of with a paper-based system.
Successful hospitality employers maintain a large pool of passive candidates. An ATS can work like a CRM for your candidate pool. Every company can benefit from targeting passive candidates.
Hospitality hiring software has tools for structured interviewing. With structured interviewing, you ask all applicants the same questions in the same order. Structured interviewing reduces confirmation bias (when the interviewer seeks to validate an initial bias or ‘gut feeling’).
Top performing hospitality employees need multiple soft skills. This type of interviewing is especially effective for evaluating the type of soft skills essential for hospitality work.
Structured interviewing allows you to maintain efficiency and consistency when doing high-volume interviewing. And it helps you comply with anti-discrimination laws. When your interviewers are instructed to use a uniform script for each position, they are less likely to ask an illegal interview question.
Hospitality Onboarding Software
A proven way to decrease hospitality turnover is to improve onboarding processes. Hiring and onboarding are interdependent. It doesn’t make sense to invest in hiring software without adding the onboarding tools. Is your onboarding process structured, lengthy, and employee-centered? If not, you risk losing your best employees.
What Makes a Great Hospitality Employee?
Veteran hospitality employers know that you ‘can’t teach personality.’ They place the most value on an employee’s demeanor, interpersonal skills, and being able to empathize with a guest. It’s easier to train someone on how to run the booking software than teach them how to deal positively with a rude customer.
When evaluating candidates, look for the following qualities:
- Creative problem solving
- ‘Hospitality’ personality—enthusiastic, positive, and attentive
- Self-starter and hard worker
- Ability to maintain composure in high-pressure situations
- Attention to detail
- Ability to work effectively with a team
See our Structured Interviewing: The Ultimate Guide to learn how to write interview questions to measure these behavioral skills.
How Do Top-Rated Hospitality Employers Retain Employees?
To attract higher quality employees, you need to improve your employer brand. A good wage and popular benefits are essential. But the underlying employer values create the foundation for everything else.
Let’s discuss two hospitality employers who are consistently recognized for being great places to work.
Hilton has been high on the list of Fortune’s best companies to work for several years. Hilton CEO Christopher Nasetta is committed to the company’s 60,000 employees. He has redesigned employee work environments, offered a free GED program, and created advancement opportunities.
Both Fortune magazine and Glassdoor have recognized this boutique hotel chain as one of the best places to work. Kimpton offers amazing benefits to all its employees. These include PTO, full medical, 401(k) matching, back-up child and elder care, tuition reimbursement, and employee discounts at hotels.
One Kimpton employee explained it this way: “The difference here is that Kimpton truly creates a culture where every person feels like family. For me, this is not about some poster in the back of the house stating that ‘you belong,’ it is about how people make you feel.”
ApplicantStack for Hospitality Hiring
ApplicantStack has the most popular tools for effective hospitality hiring. These include the features discussed in this post and many more.
Our How To Hire Your Perfect Next Employee Series contains additional valuable guidance for hospitality hiring.
Let’s talk about hiring franchise employees. Establishing a profitable franchise doesn’t happen by chance. You have to carefully follow the proven business model. Recruiting is an essential component.
Here are three critical tips for hiring franchise employees.
1. Learn Recruitment Best Practices
Forget gut instincts. You can’t wing it when it comes to hiring. Learn from experts. Avoid recruiting mistakes that could threaten the survival of your business.
Your franchisor probably has resources to help you. Read the hiring information carefully. If they don’t have hiring resources, consult other franchise owners. Take advantage of the collective wisdom of fellow franchisees who have built successful franchise businesses.
A common reason franchises fail is because the franchisee doesn’t follow the formula. Recruiting best practices are part of the formula!
Pay special attention to your manager position. This is your most important employee. You can’t operate without an effective manager. Fill this position first with a seasoned manager. Your manager can then help you evaluate applicants for the other positions.
All of your employees should have experience with your type of business. If you can find people who have worked at your specific franchise, you will save time on training.
Offer a wage a bit higher than your competition if necessary. One experienced, competent employee can often do the work of two entry-level employees.
For guidance on every aspect of hiring, consult our How To Hire Your Perfect Next Employee series. It includes articles and graphics to help any franchise owner find the employees who will ensure success.
2. Educate Yourself on EEOC Laws
In 2018, the Equal Employment Opportunity Commission received over 76,000 charges of employer discrimination. Many of these involved franchises. (Note that this doesn’t include any state or local cases.)
For example, here is a Kentucky Fried Chicken franchisee who was fined $30,000 for discrimination.
EEOC laws are periodically updated on both the federal and local level. Don’t assume the franchisor’s compliance guidelines are current.
In addition to understanding the laws yourself, make sure your manager and anyone else on your hiring team agree to follow them. Include them in your employee handbook and use e-signature for verification.
In the first section, we mentioned structured interviewing. Creating a compliant script will help you avoid illegal interview questions.
3. Use Advanced Recruiting Technology
An applicant tracking system (ATS) automates franchise hiring processes. It’s never been more important to leverage technology. You simply can’t compete for the top franchise talent in the current labor market.
If your franchisor offers an applicant tracking system—use it. If not, get your own. You’ve got to staff an entire business before you can start turning a profit. You need the best tech tools. They will allow you to move multiple applicants through the process simultaneously.
Onboarding software is also important for franchise employees. The first few weeks and months are critical for long-term success.
Turnkey Software for Effective Franchise Hiring
Let’s elaborate on Tip 3: Use Advanced Recruiting Technology.
You’ve invested a lot of money. You want to get up and running quickly. Turnkey business software saves time for franchise owners while providing all the tools you need.
Franchise Employee Applicant Tracking
ApplicantStack is the applicant tracking system of choice for franchises. It’s ideally suited to staff an entire franchise business as quickly as possible.
- Food and Beverage
- Home Service
- Fitness Centers
- Pet Stores
- Real Estate
Let’s explore the ApplicantStack tools that streamline hiring franchise employees.
Where To Advertise Franchise Positions
Job applicants search for franchise jobs on Monster, Indeed, Craigslist and college job boards. Franchise owners also find job applicants on company social media sites and the careers page of their website. Depending on the type of franchise, there are also niche sites that target specific industries.
It’s tedious and time consuming to post one job position to each site manually. Posting all the positions for an entire franchise launch is exponentially more time consuming. As a new franchise owner, you have to staff your entire company while dealing with all the other stuff. Like learning how to run the business.
Without ApplicantStack, you have to remember your account passwords for each job board. After taking the time to post to each site manually, you start receiving applications and resumes from the various sites. Without applicant tracking software, it’s an organizational nightmare.
Job Description Templates
ApplicantStack works like a busy franchisee’s capable hiring assistant. Create job description templates for each position. ApplicantStack stores them for you so they are ready when you need them. If you have multiple locations, you can create a template for each one. Include the geographic keywords to attract online searchers. ApplicantStack’s job posting tools make franchise hiring a breeze.
Single Signon Job Posting
You will need to post to multiple job boards simultaneously to build your team. With ApplicantStack, you can post to several job boards using a single signon. Remember, you are competing with the other businesses in your area. You need a large pool of applicants because you will filter many of them out. That leads us to our next section.
Let’s talk about the importance of filtering. ApplicantStack automates this process as well. Create custom screening questionnaires in ApplicantStack. Applicants complete the questionnaire online when they apply. This quickly isolates the candidates who have the necessary experience, skills, and availability.
This ensures that you won’t waste time reviewing an application for a candidate who can’t work the necessary shifts. Pinpoint necessary job skills or certifications. Don’t take time away from marketing your business to review an application for a high school student who is too young to serve alcohol, for example.
Franchise experts use automatic filtering because there is no better way to find qualified employees quickly. With manual filtering, you might have to postpone your grand opening because you haven’t staffed your business in time.
Franchise Job Applicants Prefer Texting
ApplicantStack allows you to communicate with job applicants by email or text messaging. With the increasing popularity of texting, franchise experts take advantage of this immediate, highly personalized channel of communication. It not only speeds up the hiring process, it demonstrates that your business is on the cutting edge of technology.
Franchise Workforce Management
Once you’ve hired your team, you need to manage them efficiently with advanced software. Employee time and attendance software handles shift clock in/out, franchise employee scheduling, and PTO tracking.
TimeWorksExpress is a turnkey employee timekeeping system from SwipeClock. It only takes a couple minutes to create an account. Enter your franchise team in a few minutes. They can start clocking in and out today using a smartphone, work computer, or tablet.
Franchise Employee Self-Service HR
TimeWorksExpress allows franchise employees to check their schedule, request time off, and monitor their PTO balances. One of the keys to franchise employee job satisfaction is hassle-free Human Resources.
Give Your Manager Advanced Tools
Franchise managers love TimeWorksExpress as well. They can approve time cards and time off requests from their smartphone whether or not they are at work.
Previously, we discussed how critical it is to have a competent manager. Managers need smartly-designed tools to perform well. TimeWorksExpress will help your manager efficiently run your business and your staff, both of which are equally important.
Franchise Shift Scheduling
Franchise shift scheduling can get complicated. Many businesses need multiple part-time shifts of varying lengths. Spreadsheets don’t cut it anymore. TimeWorksExpress can handle complex team scheduling with employee shift drag-and-drop and schedule templates.
ApplicantStack and TimeWorksExpress
You don’t need to reinvent the wheel or spend hours researching software. ApplicantStack and TimeWorksExpress will help you find quality, experienced employees for your team and manage them efficiently going forward. (Click the links to try either product for free.)
Franchise experts know this is the key to recouping your investment and achieving long-term profitability.