Franchisee Selection

Selecting The Best Franchise Candidates

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One of the biggest challenge you face when selecting the best franchisee for your chain is... do they have the "right stuff".

There are a lot of tools and services readily available that will help you:

Do background checks,
Find out if the applicant can read a balance sheet and
Understands the basics of running a business.

But just because a candidate knows these things doesn't necessarily mean they do what's needed to be successful.

De-selecting Unsuitable Franchise Applicants

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Why waste your time interviewing applicants that simply don't have what it takes to be a franchisee? You know what I mean. Those that:

Resist the advice of the franchisor.
Act in an insensitive or uncaring manner, or avoids tasks and situations involving interpersonal interaction.
Won't work consistently and intensely, even in the face of adversities that he/she may encounter as a franchisee.
Engage in unlawful, unethical or otherwise dysfunctional ways while managing their franchise.

Employee Selection

Selecting Great Retail Store/Restaurant Managers

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You own a retail store but can't be there every hour it's open.
Employee morale is lower than it should be and you have higher turnover than you should. When you walk through the door, there's a feeling of doom and gloom in the air.
There's no "hustle" displayed by staff.
Sales are down.

Do any of these sound familiar? If you've chosen the wrong person to run the store as a retail manager, you'll be experiencing at least one of these symptoms.

Serv-Staff Assessor

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“It was a set-up. You know how it goes. A friend of a friend thought that we would be perfect for each other. And we were…at first.

When we met, we hit it off right away. He knew what I wanted to hear; he had all the right answers. He knew what I was looking for.

In the beginning of our relationship, he was perfection. Anyone who met him was instantly taken with his charm and was quick to tell me how attentive he was. No glass was left empty; every wish was fulfilled. I was thrilled. “Finally!’ I thought. “I´ve found the server of my dreams!’

Measure Trustworthiness, Work Ethic and Attitudes to Drugs & Drinking

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Dishonest employees are devastating to businesses; a Department of Commerce study revealed that one-third of employees steal from employers.

All told, American businesses lose more than $200 billion annually to employee theft. This does not include additional losses caused by illegal drug use, poor work ethic, behavior problems or poor performers on the job.

Measure Trustworthiness, Work Ethic and Attitudes to Drugs & Drinking

Dishonest employees are devastating to businesses; a Department of Commerce study revealed that one-third of employees steal from employers.

All told, American businesses lose more than $200 billion annually to employee theft. This does not include additional losses caused by illegal drug use, poor work ethic, behavior problems or poor performers on the job.

Employers need a reliable method for reducing the potential for employee dishonesty and for selecting trustworthy, dependable employees.

PASS III Profile The P.A.S.S. III® - (Personnel Assessment Selection System® - Drug, Alienation, Trustworthiness Attitudes®) Survey will help you hire top quality candidates and increase profits by cutting theft, reducing turnover and minimizing personnel problems. The P.A.S.S. III® Survey is an extremely valuable addition to your screening process.

It is extensively validated, field proven, and has been used for more than 30 years to select retail sales associates.

The Survey is not meant to be an "honesty test". Rather, it is a character assessment that seeks to measure the relative positive and negative risk levels an applicant may pose on the job, based on the applicant's attitudes toward various situations. It will help you uncover hidden behavior tendencies in applicants and, used in interviews , will enhance the effectiveness of your selection process and ultimately improve your bottom line.

It is our belief that attitudes are measurable; that attitudes and behavior are inseparable; and that knowing an applicant's attitude is a window into the future. In order to predict how job applicants will perform, it is necessary to find out what their attitudes are. If they have negative, alienated attitudes and if the attitudes towards trustworthiness are negative, these candidates can be potential trust risks as well as behavior problems. This simple concept of attitudes, and specifically negative, alienated attitudes being the cause of anti-social behavior has lead to the breakthrough and development of the P.A.S.S. III Survey system.

The PASS III Survey™ is an untimed Survey consisting of 100 statements that evaluate 3 important job related issues:

Trustworthiness
Alienation/Work Ethic
Drugs & Drinking

The "PASS III Survey™" has been designed to not only measure job-related attitudes accurately, but to accomplish this mission quickly, easily and with the need and wants of test administrators in mind. Additionally, applicants will not feel intimidated because the content of the statement seeks

opinions

about basic and relevant issues and does not elicit admissions concerning any past behavior. At the same time, the P.A.S.S. III zeroes in on risk factors you need to know. It is the original low cost, non-invasive character attitude survey designed to evaluate your employment applicants with instant self-contained grading for immediate results and interview follow-up.

"Thanks for the follow-up. I have been able to make extensive use of PASS III over the past few weeks. I feel that I am getting much better utilizing the data it presents to me. I think it has opened windows with prospective employees not seen before. I can therefore make a more calculated hiring decision."
Gary Phillips, Hobbytown USA

With the "PASS III" you can:

Hire top quality applicants
Reduce employee turnover
Enhance employee morale
Reduce theft
Minimize personnel problems
Improve profits by reducing hiring costs

Why the "PASS III"?

Brevity
100 items that are answered "Yes", "?", or "No".
Quickness
Only 10-15 minutes required to complete the survey.
Convenient
On-site, simple form.
Ease of Administration
One large sheet, no page turning and no separate answer sheet or complicated codes.
Instant Scoring
Can be completed on-line or offline. Using NCR-type (No Carbon Required) paper, the scoring template is simultaneously completed as the applicant completes the survey.
Validity & Reliability
Years of research went into establishing the validity and reliability of the Survey.
Reliability, validation and test development have been in compliance with U.S. federal guidelines. The Surveys are non-discriminatory, do not invade privacy, and do not require the applicant's self-report of past wrong-doings or negative behavior.

We are truly amazed at how accurate and predictive this survey is. I have used other similar tests and none can compare with the results from the PASS III Survey. We definitley feel the quality of our workforce is mainly due to the PASS III.
Mario Morini, Mario's Giant Eagle

Pricing
Only US$11.50 each plus shipping! Sold in packs of 25. Shipping within 48 hours by 2nd day air to U.S.A. and Canada. Outside U.S.A. and Canada by USPS Air Parcel Post.

For more information please e-mail Fred Berni or call 800-719-9993 (+1-416-201-0202).

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Who's online

Franchisee Selection

Selecting The Best Franchise Candidates

De-selecting Unsuitable Franchise Applicants

Employee Selection

Selecting Great Retail Store/Restaurant Managers

Serv-Staff Assessor

Measure Trustworthiness, Work Ethic and Attitudes to Drugs & Drinking

Miscellaneous

Measure Trustworthiness, Work Ethic and Attitudes to Drugs & Drinking

Why the "PASS III"?

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