Every manager hiring their own way

Each hiring manager advertises, sorts and interviews differently, and nobody can see what works.

In many organisations there isn't one hiring process but dozens. One manager posts on a job board and reads every application; another relies on word of mouth; a third asks the staff they have for friends. Each learns something about what works, and none of it travels.

That costs you twice. Applicants meet a different version of your brand depending on which site they apply to, and you have no way to tell which sites hire well or why. Hiring well across the organisation cuts what you lose to turnover, and it shows in the same standard of service at every site.

What applicants and managers see, and what you get

A careers site in your brand, applications screened and ranked as they arrive, and a shortlist for each vacancy.

The screening questionnaires behind our retail and hospitality screening can run inside the platform. That changes what a hiring standard is. It stops being something managers have to remember to use and becomes the way applications arrive: every applicant for the same role assessed consistently before anyone reads a CV.

One process across your organisation

Hiring managers see the applicants for their vacancies. Your recruitment team can see the wider picture.

Access is set by role, so each hiring manager sees and manages only their own applicants, and your recruitment team can see the organisation as a whole. Messages to applicants — acknowledgements, progress updates, invitations to interview — go out automatically in your brand's name, so every applicant gets the same experience wherever they applied.

For the first time, you can see how your organisation hires: which job boards bring in your best candidates, which sites fill roles fastest, and how long each role takes to fill. That turns hiring from something each manager does alone into something the whole organisation can get better at.

Moving applications, screening and interviewing onto one platform can cut time to hire by up to 70%.

What happens once it is running

Managers hire faster from better shortlists, and you see where the organisation needs help.

Day to day, the hiring manager works from a ranked shortlist rather than an inbox, and can interview on video before anyone travels. Across the organisation, the reporting shows where hiring is working and where it isn't. A site that takes far longer than others to fill the same role is worth a conversation, and the platform shows you where to start.

For management and specialist roles, our selection reports and assessments are available inside it when a role calls for them.

The evidence behind it

Research on what fast, consistent hiring gains you, and a platform built by psychologists.

Speed is more than a convenience. A study of more than 3,000 candidates at one large employer found that people who received job offers sooner were more likely to accept them — and that those quicker hires performed just as well and stayed just as long. (Becker, Connolly and Slaughter, Personnel Psychology, 2010.)

Consistency matters even more. The most thorough recent review of selection research found that methods built around the specific job, with structured interviews first among them, predict performance best. (Sackett and colleagues, Journal of Applied Psychology, 2022; Industrial and Organizational Psychology, 2023.) A platform that asks applicants for the same role consistent, job-based questions builds that approach into the organisation by default.

Psych Press has developed and published psychometric instruments since 1995, and the platform gives your organisation access to our library of screening and assessment tools.

Who it suits, and who it doesn't

Organisations that want a consistent recruitment process across the people who hire.

The platform works alongside our retail and hospitality screening, the Customer Service Predictor and sales screening, and with selection reports for senior and specialist roles.

Frequently asked questions

Every location hiring its own way

Each franchisee advertises, sorts and interviews differently, and nobody can see what works.

In many franchise networks there isn't one hiring process but dozens. One franchisee posts on a job board and reads every application; another relies on a sign in the window; a third asks the staff they have for friends. Each learns something about what works, and none of it travels.

That costs you twice. Applicants meet a different version of your brand depending on which location they apply to, and you have no way to tell which locations hire well or why. Hiring well across the network cuts what you lose to turnover, and it shows in the same standard of service at every location.

What applicants and franchisees see, and what you get

A careers site in your brand, applications screened and ranked as they arrive, and a shortlist for each location.

The screening questionnaires behind our retail and hospitality screening can run inside the platform. That changes what a network hiring standard is. It stops being something franchisees have to remember to use and becomes the way applications arrive: every applicant, at every location, measured the same way before anyone reads a CV.

One process, every location

Each franchisee sees their own applicants. Head office sees the whole network.

Access is set by role, so each franchisee sees and manages only their own locations' applicants, and head office sees the network as a whole. Messages to applicants — acknowledgements, progress updates, invitations to interview — go out automatically in your brand's name, so every applicant gets the same experience wherever they applied.

For the first time, you can see how your network hires: which job boards bring in your best candidates, which locations fill roles fastest, and how long each role takes to fill. That turns hiring from something each franchisee does alone into something the whole network can get better at.

Moving applications, screening and interviewing onto one platform can cut time to hire by up to 70%.

What happens once it is running

Franchisees hire faster from better shortlists, and you see where the network needs help.

Day to day, the franchisee works from a ranked shortlist rather than an inbox, and can interview on video before anyone travels. Across the network, the reporting shows where hiring is working and where it isn't. A location that takes far longer than its neighbours to fill the same role is a conversation for your field team, and the platform shows them where to start.

Your own hiring runs on the same platform. For head office and field roles, our selection reports and assessments are available inside it when a role calls for them.

The evidence behind it

Research on what fast, consistent hiring gains you, and a platform built by psychologists.

Speed is more than a convenience. A study of more than 3,000 candidates at one large employer found that people who received job offers sooner were more likely to accept them — and that those quicker hires performed just as well and stayed just as long. (Becker, Connolly and Slaughter, Personnel Psychology, 2010.)

Consistency matters even more. The most thorough recent review of selection research found that methods built around the specific job, with structured interviews first among them, predict performance best. (Sackett and colleagues, Journal of Applied Psychology, 2022; Industrial and Organizational Psychology, 2023.) A platform that puts every applicant, at every location, through the same job-based questions builds that consistency into the network by default.

Psych Press has developed and published psychometric instruments since 1995, and the platform gives your network access to our library of screening and assessment tools.

Who it suits, and who it doesn't

Networks where every location hires, and the franchisor wants them all to hire the same way.

The platform works alongside our retail and hospitality screening, the Customer Service Predictor and sales screening, and with selection reports for the roles you hire yourself.

Frequently asked questions