Save a million dollars on your restaurant franchisee with these five easy steps

Welcome to a game-changing perspective in hiring where innovative hiring practices can not only streamline your processes but also significantly boost your bottom line.

Take Southern Rock, a prominent restaurant group that owns more than 150 McAlister’s Delis in the US, for example. They achieved a remarkable cost saving of $840,000.!

How? Turns out, once you have the right technology in place to serve as your copilot, you can set your hiring to cruise control and coast; more candidates, less work, less money.

And the thing is, pretty much anyone can do it, too. 

By embracing a simple yet revolutionary tool – a Conversational Applicant Tracking System (ATS). This isn’t complex science; it's about enhancing the basics for better efficiency and cost-effectiveness.

What does this actually look like, step by step? Let’s get into it.

Step 1: Embrace AI for Candidate Screening and Interview Scheduling

Picture this scenario: Over 150 franchise locations managed by just one recruiter. It’s a recipe for a logistical nightmare, leading to poor candidate experiences and inefficient hiring. 

Southern Rock faced this exact challenge and turned it around with a Conversational ATS. This technology took over routine tasks like screening and scheduling interviews through text messages, drastically simplifying the process.

Candidates now enjoy a seamless application process, starting with a QR code scan or a text message. This approach transforms the entire application journey into a smooth, text-based conversation, eliminating the cumbersome forms and delays. 

The result? A happier applicant, who enjoys a hassle-free, round-the-clock communication experience, and even instant interview scheduling.

For the lone recruiter at Southern Rock, this was a game-changer. The time saved from manual tasks was redirected towards more impactful activities that AI can't replace, like preparing for interviews, managing staff, and enhancing customer service.

Step 2: Streamline the Process to Reduce Candidate Drop-off

With automation in place, Southern Rock witnessed a significant improvement in their hiring process. Southern’s Rock conversational AI — an assistant they named Savannah — helped decrease interview no-shows by 30%. The once sluggish response times were now immediate, and the communication about crucial interview details became swift and efficient. 

Rescheduling, often a drop off point during the hiring process, became a breeze, handled effortlessly via text.  Once a candidate has texted to apply or scanned a QR code, Savannah is there instantly to say hi and make the application process as seamless as possible. Everything is fast and available 24/7 — even rescheduling!

Southern Rock also simplified their application form to just three core questions and set a target of 36 hours for time-to-hire, urging store managers to conduct interviews within a day. This strategic move not only accelerated the hiring process but also ensured a larger, more qualified candidate pool for each role.

Step 3: Cut Costs on Job Advertising

As the hiring process speeds up and conversion rates soar, it's time to reassess your advertising spend. Traditional approaches often involve pouring funds into job ads to compensate for low conversion rates. However, with a more effective hiring process, the need for extensive advertising diminishes.

Southern Rock's experience is a testament to this. Their refined, automated hiring system led to a significant drop in dependence on job boards, saving them an impressive $70,000 monthly. 

Add that up over the course of a year and you get $840,000. 

Add that up over two years. Five years — that’s $4.2 million!

Step 4: Inadvertently Reduce Employee Turnover

Here's an unexpected yet welcome outcome: a reduction in employee turnover. Happy candidates often translate into satisfied employees. Southern Rock noticed a 60% drop in turnover rates. 

With a more robust hiring system, they were hiring content employees from a wider talent pool. Moreover, the reduced burden on store managers allowed them to focus more on employee satisfaction.

Traditionally, getting a new hourly worker, including the business loss from being understaffed, can be quite substantial. Hiring a new hourly worker can cost about $10,000 including how long it takes to get one and how much business you lose every day by being understaffed. 

Hiring just one new employee every month over the course of the year already costs around $120,000. But with this new technology of conversational ATS, you can see significant savings. 

Step 5: Reap the Rewards

By simplifying your hiring process, you're not just saving time and money; you're transforming your Talent Acquisition function into a major revenue generator. This isn't just about smart hiring; it's about smart business. Congratulations, you're on your way to potentially saving a million dollars!

In summary, this approach isn't rocket science; it's about leveraging the right technology to make your hiring process faster, simpler, and more cost-effective. It's a journey worth embarking on for any restaurant franchisor looking to make significant strides in their business efficiency and profitability.

How To Get Started

Visit Paradox now and get to learn more about how you can use conversational AI and automation to improve your hiring efficiency, cost-effectiveness, and overall experience. You can also read the original version of this article here. Embrace the future of hiring with Paradox.