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Are You the Employer of Choice in Your Community?

Distinguish yourself from the competition.

You may not realize it, but the little things you do to set your business apart from the competition actually do help attract new employees. People want to work for a successful employer, one who projects a good image.

Jim Roark, owner of a Mr. Appliance franchise in Tampa, Florida, says that the Mr. Appliance franchise systems taught him how to present his employees in a professional manner. He makes sure his technicians are neatly dressed in a uniform, keep their trucks washed to project a clean image, and wear footies over their shoes whenever entering a home.

“If you portray a good image and have a good personality to those you interview, along with honesty and integrity, they know you will expect these traits from them,” explains Ernie Fletcher, owner of a Mr. Electric franchise in Flemington, New Jersey.
Both Roark and Fletcher are also confident that having a recognized business name adds credibility when it’s time to hire new employees.

“We are basically a cut above other contractors out there,” says Fletcher. “The uniforms and the vehicles all look the same from one state to another and they are very professional-looking. I think technicians want to work for us because we have a nationally recognized company name, which means security to them because we have the know-how that comes from being associated with a larger organization.”

When Roark hires new technicians, he wants to retain them, so he makes sure a new employee will fit in as part of the team. He also manages his workforce with an upbeat style, one he’s learned through the system Mr. Appliance provides to help recruit, train, and retain employees.

“We try to communicate that they are in a family-oriented, quality job. We want to project to them that we want to keep them long-term,” he explains. “We also provide training with all major manufacturers and pair them with another tech until they’re ready to go out on their own.”

Mr. Appliance also teaches a customer delivery system that ensures that the prospective employee gets to experience what working with the company would be like. “An interviewee can ride with one of our techs for a day or two before deciding if this is a job he wants to pursue,” says Roark.

Don’t overlook the small things that can make you stand out from the crowd and attract employees. Being a part of a nationally known franchise can help do that.

Don’t Hire the Best, Recruit Them
Recruiting technicians is the No. 1 issue all franchisees face. Executive vice president of The Dwyer Group, Robert E. Tunmire, emphasizes a few valuable tools for attracting quality employees. Here are his seven keys to recruiting:

1. Do not prejudge people. We have this little box that we want everyone to fit into. The reality is very few people fit into our box. The first key to recruiting people is learning to see people as they can be, not as they are.
2. Recruiting is active, not passive. The more you follow up and work with people, the more it communicates the message, “There must be something here.” You may have to speak with someone several times over a period of several months to recruit them.
3. Recruiting has to be done every single day. You need to be talking to people about joining your organization because you will always be in need of people. If you don’t need them today, you will need them tomorrow.
4. Would you work for you? Ask yourself these questions: What do you value as a person? Are you a people builder, or are you a people user?
5. Would you work for your organization? Again, think about these questions: Is your business the place of choice to work in your industry and your community? What’s the attitude of the organization?
6. You can recruit anyone you want if you can show them they can accomplish their personal and financial goals by being on your team. It takes time to find out what someone else’s goals are. Show them how they can accomplish their goals by being on your team.
7. Tell the whole story. Share your personal background. Share your business background. When recruiting people, we expect them to magically want to be on our team. When you want the best people, show them why they should want to be on your team.

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