|OR SIGN IN USING|
Proven Match is pleased to announce that Mike Herrera, CFE has joined the organization as it's VP of Sales & Strategic Development. Herrera, a seasoned franchise sales and operations professional, assumes a key leadership role within the organization in terms of forging strategic alliances with franchisors, franchise solutions providers and other prospective partners.
“Mike's 20 years in Franchise development and operations management will provide many opportunities for our company to expand aggressively into the Franchise industry,” says Proven Match, Founder and CEO Rebecca Monet.
Proven Match -- a premier provider of top performer reports, business builder profiles, franchisee assessments, risk and resource index and franchisee training tools -- has been the exclusive provider for FranNet consultants for 15 years.
According to Herrara, “With over 20 years of experience in franchise sales, I would have paid for this service out of my own pocket. I figure I would have earned another $500,000 in commissions.”
Please Join Us in Welcoming Mike Aboard!
With the annual Franchise Leadership and Development Conference just a couple of days away, the sales team at Proven Match is busy gearing up for the event. At Proven Match, our goal is to help franchise companies select a better quality candidate, increase validation, retain top producers, reduce costs and increase profitability.
The 13th Annual “must-attend” Conference – which is to be held at the InterContinental Buckhead in Atlanta -- offers an unparalleled opportunity to network with other franchise sales and development executives. In fact, attendance to the event is exclusively limited to franchisors only.
Not only that, but the Conference offers an array of professional development opportunities for attendees to exchange information and best practice solutions, to help them improve their standing and gain a competitive advantage in the marketplace.
With that in mind, Proven Match is extending special introductory offers to conference attendees. Unlike other predictive analysis tools, Proven Match assessment tools were developed exclusively for franchise executives. Our assessments are proven tools that allow you to recruit, select and qualify prospective franchisees.
Do You Know What Your Top Performer Looks Like?
At Proven Match, we help you discover what sets a top performing franchisee apart from a low performer. We offer assessments and reports on your Top Performers, individual comparisons to Top Performers, as well as franchise development and training plans. These comprehensive reports offer the kind of intelligence to help the Franchisor make more educated business decisions that can ultimately mean the difference between franchisee success and failure.
Are You Using an Employee Profiling Tool When Selecting A Franchise?A franchisee is not an employee. Thus, it’s not surprising that what makes for a successful franchisee is determined using a very different set of criteria – and is a greater indicator of behavior and performance. Our reports allow you to see instantly which candidates have the greatest potential for success.
Is Your Training Designed with Franchisee Performance In Mind?Imagine being able to replicate the skills of your Top Performer. The Top Performer Report delineates the precise skills and competencies your franchise needs to succeed within your system – providing a basis to compare, train and support current and incoming franchisees.
Special Introductory OffersWe are extending special introductory offers to attendees of the Conference. Through these special offers, franchise executives may gain access to a vital tool that will enable them to better determine compatibility and predict franchisee performance.
If the answer to any of the aforementioned questions is no, reach out to Mike or Rebecca at Proven Match while at the Leadership Conference to learn more about how take advantage of this unprecedented opportunity.
Mike C: 949-278-0052 email@example.com
Rebecca Monet C: 760-207-2214 firstname.lastname@example.org
We look forward to seeing you at the show!
Proven Match profiling tools are designed exclusively for franchise companies – we have a 17-year history of predicting franchisee performance. Our assessments have been market validated by over 60,000 business owners in all major industries. These assessments are based on statistical analysis with a high degree of accuracy.
Lately, I have been collaborating with another trainer and speaker who is located in Australia. I met her while speaking in Singapore. Interestingly enough, she is originally from Austin,Texas. Since I live in Houston and knew she was visiting Austin, I decided to call and see if she had a few minutes free to talk.
To my surprise, what I learned is that it was actually easier and cheaper for me to call her in Australia than to call when we were only 160 miles apart. If you use Skype it could even be free.
HR INSIGHTS, RECRUITING AND STAFFING
Hiring Wisdom: How to Develop Some Great Interview Questions
by Mel Kleiman
This exercise was adapted from an ice breaker published on the Dr. Clue website.
Materials & Set Up: A classroom with seats and/or tables.
Process: Pose this question to the group:
“If you could ask just one question to discover a person’s suitability for <job title/position>, what would your question be?”
Issue one situation for the whole group or allocate a different job/position to each team member or pair/team to work on.
Ask people to work individually or in small teams to devise their questions. Then have people work in paris or threes to test, reflect on, refine, and role play the questions.
Give a time limit for question preparation and a separate time limit for testing/role playing.
Are there advantages in preparing questions in advance, rather than relying on instinct or invention at the time?
What else happens while we ask questions, aside from the words between us? (Explore body language and non-verbal communications.)
What sort of questions are least effective and should be avoided? (Try to identify characteristics of ineffective questions.)
What sort of questions are most effective? (Try to identify characteristics of effective questions.)
How do we feel when being asked effective/ineffective questions?
To what extent and how should questions be tailored for the particular listener and for the questioner’s needs?
What crucial questions do we ask (at work/in life) which we could prepare more carefully?
The Point: There are no absolute “right” or best questions. There are, however, many effective questions, depending on the situation and people’s needs. Likewise, there are certainly questions which do not work well and which should be avoided.
Questioning is powerful and helpful when prepared well, but wastes everyone’s time and creates problems when it is not.
This was originally published on Mel Kleiman’s Humetrics blog.
Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at email@example.com.