A franchise opportunity can be hard to come by, and once you have finally filled out the necessary forms and background checks, you might be exhausted. However, your work does not stop once you have secured franchising rights - as the owner/manager, you still must find quality employees to man the registers and other aspects of your branch.

Most of the time, you'll need to conduct the interviews yourself, so consider the following tips when searching to hire an employee base to get you off the ground.

Screening

You are likely to receive a lot of applications when advertising a small business opportunity, so you can save yourself time and effort by screening out applicants beforehand. Resumes should be read with the utmost scrutiny - any typos or laziness in the language of the document is a bad sign, and these candidates should be tossed out unless highly-recommended.

You'll also want to establish a range of experience you require for employees. For example, you might seek a worker with three years of experience in an industry. Your employment window should be between two and four years of field knowledge - any over- or under-qualified individuals should be dismissed.

Interviewing

Candidates who get to meet you face-to-face should display the same enthusiasm you have for your respective franchise. If your staff are not behind your corporate mission or are passionate about their industry, there is no reason to hire them. Do not hesitate to directly ask interviewees why they want to work at your franchise - any nervousness or uncertainty will show in their response.

The second most important factor in franchise employees is adaptability - any start-up company is going to encounter many challenges and unexpected situations, so workers must be able to switch gears at a moment's notice. This is going to require teamwork and trust - even if candidates have an extensive background, if they are irritable or stubborn, they will hurt the dynamics of your workforce.

You might be able to determine adaptability with a curveball question, which is essentially something that alters the course of an interview immediately and requires candidates to think on their feet. The question can be either humorous or serious - for example, a phrase like "How many tennis balls do you think an airplane can hold?" might give a person an opportunity for a creative answer while at the same time breaking the ice a bit.