Is a franchise your best choice in starting a personnel services business?

Many avenues exist to enter the fast growth profession of personnel services. From "throwing up your shingle" and roughing it out in a noble and courageous plan to learn it as you go; to a formalized personal training program, conducted one-on-one by an industry expert who will remain your close mentor and advisor.

A franchise seems to be available for any business you want to start. Many recruiting franchisees are quite happy with their decision to buy a franchise and speak highly of their investment of between $45K and $120K. As a former operational officer of an international franchiser in the recruiting industry, I have seen many happy franchise buyers. Their motives range from the intent to "buy a job" to the entrepreneurial individual seeking a proven methodology. Out of every three franchise buyers; one succeeds because of the training and support the franchiser provides, another fails in spite of that training and support. The third succeeds in their own right outside of the "model" provided. This latter example of a franchisee is not often a "happy camper".

Franchising requires the creation of a unique business model and a formulated training program combined with ongoing support. In order for this to "sell" it must be created for the average franchise customer. New franchisees are very dependent on this support. At first, an inordinate amount of time is invested in propping up and assisting the new franchisee's efforts to gain momentum in their new business. Little remuneration is realized by the franchiser from that new franchisee in terms of royalties until that franchisee is able to operate with minimal support. Once that independent capacity to operate is created, the royalties, hopefully, increase exponentially.

The major rub in all this is often a "divorce waiting on a date" from the beginning. A franchisee who is writing substantial royalty checks and gaining minimal support can be very dissatisfied with the mutual benefit of that future relationship. This is not a major obstacle for either party if the franchisee has a limited expectation of growth. It is very often the reason for rather draconian separation clauses in franchise agreements. Some franchisers are well intended and try very hard to provide added value for the sophomore franchisee. If you intend to go this route, seek strong evidence of these programs and do your diligence in investigating their effectiveness with current and successful franchisees. Be aware though, many franchisers offer incentives to franchisee references who are "helpful in closing the deal".

Another option is seeking a recruiting firm who will hire you, pay you a draw against future commissions, or salary plus incentives. In this you may be able to learn how their recruiting process works, master it for yourself and eventually leave on good terms to open your own enterprise in recruiting services. The downside of this is that your exposure to "learning" is limited to what near colleagues are willing to share and perhaps the internal training process output. No question, many have tried this, some have succeeded, most do not.

Finally, you could consider opening your own independent recruiting firm. This approach is best planned with assistance and training by a deeply experienced, practicing recruiter who has considerable, hands-on experience in establishing independent firm with others. You should be able to learn a proven process of relationship-focused recruiting services and client development. Tested criteria of what constitutes a high potential search project and associated candidate must be a component of that training. Close mentoring and situational advice is key to the success of your new recruiting enterprise. Seek out an individual whose references support these prerequisite amenities to your relationship with this trainer/mentor. If you really want to join the field of recruiters, this is your best option. Few of these individuals really exist who meet the criteria. After all, if you want to be a recruiter, you ought to be able to find one!

For more information about Doug Beabout's background and track record in opening over 400 recruiting firms worldwide, check out his website at http://www.dougbeabout.com/ or call him at 850.424.6933

What background is required to run a recruiting firm?

Successful recruiting firm owners come from a wide variety of occupations, backgrounds and age groups. The recruiting business is in its most fertile period. With massive demand for candidates combined with a shrinking candidate pool, hiring companies are increasingly unable to find the people they must to grow and take advantage of this robust economy.

People rarely seek a career in recruiting early in their life. Many of the most successful recruiting firm owners have a previous career and seek an opportunity to truly take advantage of their acquired insights and "street sense".

Starting up a recruiting firm requires a strong willingness to learn, work smart and create solutions.

Individuals with a desire to work in an independent and flexible environment will excel in recruiting. Unlike an employment situation, your success and future are entirely up to your design, not that of others who may not share your goals.

This business requires a minimal cash investment with none of he long-term financial obligations of a franchise.

If you feel you have these personal characteristics and a desire for a professional and independent career, call me directly at 850.424.6933