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How to Identify the Right People to Lead Your Franchises

You’re at the head of a franchise model. The concept is strong, profits are buoyant, and you’re looking to bring on more people to further the brand’s ambition. So how do you go about the ideal franchising recruitment drive? What should you search for, and which traits determine how well someone may perform and uphold your values?

From an executive headhunter’s perspective, there are certainly things to measure, analyse and query. We’re laying them out here. Franchise candidates need to exhibit the following skills…

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5 Ways to Show You Have a Firm Handle on Your Industry

Vying for a top position in a hospitality, retail or private equity-backed business relies on solid commercial awareness. In light of Brexit, this has become even more necessary. SPE Resourcing’s clientele – or any company owners with leadership offers for that matter – want to be confident in your interest in (and aptitude within) your market.

The question stands of how exactly to show this during the hiring process… There are plenty of ways to demonstrate your commercial decision-making and help yourself rise to the top of any shortlist.

Here are five to inspire your preparation.

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Logic vs. Creativity: The Twin Sides to Your CV

What does greatness look like? Is it one or two skills that are so distinctive they edge others aside? Or more of an equilibrium: the fine balance between facts and imaginative qualities?

In our experience, you should show two sides to your application: logic and creativity. You should demonstrate how both halves of your brain work to lead a team, recognise their success, and then measure and improve upon the results.

Creative thinkers need an actionable plan. Likewise, an atypical strategy can be better than ploughing the same, reliable ground. Our clients want a balance in your CV. This is how to show it…

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Where Fault Lines Lie in the Recruitment Tech of Tomorrow

We’re often told that technology is everywhere, blazing a radical trail that’s too strong to deny.

To an extent, that’s true – delivery, private car hire, security and manufacturing businesses have undergone huge changes, for instance, bearing little resemblance to what they were a decade ago.

However, other services still rely on people more than anything. Specialist recruitment is one area in which tech is more of an added benefit than the central value. Executive headhunters can do their job better with technology, but it will not replace them.

Here’s why people come first in the brave new world we’re heading towards.

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What You Must Know about Joining a PE-Backed Firm

One of our specialisms is in hiring teams for private equity-backed businesses. Along with retail and hospitality, it’s an area we love to work in. But more so than those two sectors, private equity businesses can throw a lot of risk at new senior leaders. Sometimes, it doesn’t work out.

Then again, every role has a risk – it’s just that key investors can be extremely discerning with who they trust and rely on.

Know what you’re getting in for; private equity stakes are a high bar to clear. But if you do so, the rewards can be tremendous. Let’s bust some myths about this role.

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How to Tell When It’s the Right Time to Hire

Some executive headhunters will say whatever they think you want to hear when your business is poised for growth. They can push for a hire now, on the merits of saving time later. They’ll draw up a shortlist of countless candidates with little thought for quality and only for ticking boxes.

Or, instead, they will be patient. They can look for the perfect hiring window, when it really matters to your business.

Is there a right time to hire? Every case is different, but there are ways to determine you’re ready…

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