The Franchise Hiring Challenge—and How to Fix It with the Right Tech

Franchise hiring. The phrase alone is enough to send shivers down the spines of business owners and hiring managers everywhere. It’s a daunting task, one that feels like a never-ending cycle of posting job ads, sifting through stacks of resumes, and crossing fingers that the right candidate actually shows up on day one—and then sticks around.

For franchisors and franchisees alike, the struggle to find and retain employees is very real. In an industry where high turnover rates are practically a given, where franchise owners are balancing recruitment with day-to-day operations, and where job seekers now have more choices than ever, the hiring landscape can feel like an uphill battle.

But here’s the thing—recruiting doesn’t have to be this hard. Not when there’s technology available that can help make the process smoother, more efficient, and, dare I say, even effective. Enter applicant tracking systems (ATS), the unsung heroes of modern hiring.

A customized ATS tailored for franchise hiring isn’t just a helpful tool; it’s a game-changer. It’s the difference between hours wasted on manual processes and a seamless, automated approach that brings in higher-quality applicants faster. It’s a bridge between hiring managers and job seekers that ensures that every step of the process—from job posting to interview scheduling to offer acceptance—is streamlined, organized, and legally compliant.

And if you’re a franchisor looking to help your franchisees succeed, recommending (but not requiring!) an ATS could be one of the most valuable pieces of advice you can offer. Because at the end of the day, the strength of a franchise is built on its workforce, and the right hiring strategy can make or break success.

So, what exactly makes an ATS the ultimate hiring solution for franchises? Let’s break it down.

1. Finding Better Candidates, Faster

Let’s be honest: the traditional hiring process is a slog. Franchisees spend hours—sometimes days—wading through applications, trying to determine which candidates are actually worth calling. They go through the painstaking process of scheduling interviews, making offers, and waiting with bated breath to see if the new hire will even show up.

And then, after all that effort? Many franchisees find themselves ghosted, stuck back at square one, repeating the process over and over.

It doesn’t have to be this way.

A franchise-friendly ATS introduces automation into the equation, ensuring that only the most qualified candidates make it to the interview stage. Features like:

• Pre-screening questions filter out unqualified candidates right away, so franchisees aren’t wasting time on applicants who don’t meet basic job requirements.
• Knockout questions instantly remove applicants who don’t meet legal or company standards.
• Automated "Thanks, but no thanks" emails ensure that unqualified applicants are notified quickly, freeing up hiring managers from having to personally handle every rejection.

More importantly, an ATS helps franchisees identify candidates with the right cognitive abilities, work skills, and long-term potential—leading to lower turnover rates and higher retention. And in an industry where turnover is a constant battle, that alone is worth its weight in gold.

Actionable Takeaways:
✔ Use pre-screening questions to filter out unqualified candidates.
✔ Set up automated rejection emails to keep the process moving.
✔ Utilize an ATS with assessment tools to evaluate cognitive and technical skills.

2. Saving Time With Hiring Automation

Franchise hiring managers are busy—sometimes too busy. They’re juggling schedules, managing employees, overseeing customer service, handling day-to-day operations, and trying to stay afloat in an ever-competitive market.

Recruiting shouldn’t be an added full-time job.

A robust applicant tracking system eliminates tedious, manual hiring tasks, ensuring that franchisees can focus on their business instead of being buried in paperwork.

With an ATS, franchisees can:

• Post a job in minutes, not hours. With one click, they can push their listings to multiple job boards.
• Automatically schedule interviews without endless back-and-forth emails.
• Easily track applicants and manage communication with built-in messaging tools.

Instead of sorting through a sea of resumes and manually coordinating schedules, hiring managers can focus on what actually matters—interviewing the best candidates and making smart hiring decisions.

And let’s not forget: speed matters in hiring. The best candidates aren’t waiting around. An ATS helps franchisees act fast, ensuring they don’t lose top talent to competitors simply because they couldn’t schedule an interview quickly enough.

Actionable Takeaways:
✔ Use an ATS to automate job postings across multiple platforms.
✔ Implement automated interview scheduling to streamline the process.
✔ Take advantage of applicant tracking to avoid losing strong candidates in the shuffle.

3. Creating a Company-Wide Hiring Strategy

One of the biggest challenges in franchise hiring? Consistency.

When you have multiple locations, different hiring managers, and a variety of approaches to recruitment, things can quickly become chaotic. Some locations might be thriving, while others struggle to fill key positions. Some hiring managers might have a strong grasp on best practices, while others are just winging it.

An ATS ensures a consistent hiring process across all locations.

With a centralized hiring system, franchisees can:

• Ensure a uniform approach to recruitment—so every candidate has the same experience, regardless of location.
• Standardize job descriptions and interview questions to maintain brand consistency.
• Track hiring performance across locations and identify problem areas before they become major issues.

For multi-location businesses, a feature like applicant pooling is a game-changer. If one franchise location has an excellent candidate but no current openings, they can easily share that applicant with other locations. That means no great candidate goes to waste.

And in an era where job seekers expect mobile-friendly applications, SMS messaging features let applicants apply via text—no desktop required.

Actionable Takeaways:
✔ Implement a standardized hiring process across all franchise locations.
✔ Utilize applicant pooling to share strong candidates between locations.
✔ Offer text-to-apply options to attract more mobile job seekers.

4. Ensuring Legal Compliance and Reducing Hiring Risks

Hiring isn’t just about filling positions—it’s about doing it right.

Franchisees must navigate a minefield of labor laws, from fair hiring practices to discrimination regulations to background check compliance. And when mistakes happen? Lawsuits aren’t far behind.

An ATS helps eliminate legal risk by standardizing and automating compliance-friendly hiring practices.

Here’s how:

• Consistent, legally compliant job applications ensure that every candidate is treated fairly.
• Built-in background check integrations help ensure safe hiring practices.
• Automated record-keeping provides a digital trail in case of disputes.

With a franchise-tailored ATS, franchisees can rest easy knowing they’re following federal, state, and local hiring laws—without having to become legal experts themselves.

Actionable Takeaways:
✔ Use an ATS to ensure all hiring practices align with labor laws.
✔ Automate background checks for safer hiring.
✔ Keep digital records of all hiring decisions to protect against legal disputes.

Why the Right Hiring Software Makes All the Difference

For franchises, hiring is one of the biggest challenges—and one of the most important factors in long-term success. A strategic, tech-driven approach to recruitment isn’t a luxury; it’s a necessity.

By implementing applicant tracking software, franchisees can:

✅ Find better candidates faster.
✅ Save time with automated hiring processes.
✅ Create a consistent, company-wide hiring strategy.
✅ Reduce legal risks and ensure hiring compliance.

And let’s be clear: this isn’t just about convenience. It’s about building a stronger, more resilient workforce—one that keeps businesses running smoothly, improves customer service, and increases profitability.

The best franchise operations aren’t just selling products; they’re building great teams. And the right hiring software? It’s how they do it.

About HiringThing

HiringThing is a modern recruiting and employee onboarding platform as a service that creates seamless talent experiences. Our white label solutions and open API enable HR technology and service providers to offer hiring and onboarding to their clients. Approachable and adaptable, the HiringThing HR platform empowers anyone, anywhere to build their dream team.

HiringThing’s centralized recruiting platform will help your franchisees increase their applicant tracking. Your franchisees can take advantage of centralized hiring with our suite of solutions without taking on joint liability.