The top franchises you could own right now - Summer 2015

The top franchises you could own right now - Summer 2015 by Michael Cheary Want to work for one of the world’s biggest businesses? Why not own one?For anyone looking to own their own business, franchising might be one of the best options available. Not only is it a great way to branch out on your own, it’s also an opportunity to work in a sector you’re passionate about, with added backing from one of the UK’s biggest brands.We’ve already covered how to get started with your own franchise, but if you’re still lacking inspiration, here are five of our favourites that you could own right now:Papa John’sFollowing in the footsteps of other food-based franchising giants like McDonalds and KFC, Papa Johns have plans for huge international expansion.In fact, although the Kentucky-based pizza chain have a staggering 4,500 restaurants worldwide, only 283 of these currently operate in the UK. And it’s about time that changed.Benefits of starting a Papa John’s franchise include owning an established and proven brand, realisti c initial investment amounts and world-class franchise support and business consulting.So if you have a passion for quality and want to be on a winning team, Papa John’s may be right for you.Still not sold? Just think of the garlic dipping sauce…Perfect for: Anyone who loves large profit potential (also, large pizzas)Bang OlufsenNot much of a foodie? No problem.Bang Olufsen is the world’s leading audio-visual brand. Their products are synonymous with quality, style and performance â€" no small feat for a business that started life in a relatively humble Danish loft.Owning your own Bang Olufsen franchise is a unique opportunity to share in the success of the continuously growing demand for premium quality home entertainment, as well as being on the forefront of technical innovation when it comes to audio-visuals.They’re particularly looking for practical people with plenty of enthusiasm, who can help bring passion to their products and help maintain their high standard.And yes, discounts are availablePerfect for: Anyone who doesn’t put up with poor AV qualityBarking MadContrary to popular belief, owning your own franchise doesn’t limit you to working in the retail sector or running your own restaurant. Consider Barking Mad the perfect example.Described as the ultimate ‘dog holiday’, Barking Mad franchisees are basically babysitters for your border collies*, providing your pooch with a home-away-from-home whilst you’re out of town.All you need to get started (aside from fees) is your own vehicle, access to a computer and plenty of patience. And with 70% of franchisees citing Barking Mad as their main source of income, taking care of your four-legged friends for a living can be just as rewarding financially as it is fun.Ready for your career to go walkies? Fill out an online prospectus now.Perfect for: Anyone who thinks cats are overrated.KumonKumon Educational is the UK’s largest supplementary education provider, offering a range of maths and English study programmes for children of all ages and abilities.Developed back in 1954 by renowned teacher Toru Kumon (yes, that one), to help his son make more of his education, their innovative techniques aim to uncover the untapped potential all children have.As a Kumon instructor, you’ll not only have to support your students, but also raise awareness in your area and garner interest from new recruits. In return, you’ll receive dedicated training from your Area Manager, as well as in-depth help with your personal and professional development.What’s more, you’ll also become part of a truly global brand. There are currently over 70,000 Kumon students learning at more than 680 study centres across the UK, and a staggering 4 million students worldwide.Own your own business, and make a real difference to children’s lives? It’s win-win.Perfect for: Anyone who’s always wanted the opportunity to teach.Anytime FitnessIf you’re a fitness fanatic, we may have found the right franchise for you.Despite being established in 2010, Anytime Fitness has had already built up some impressive accolades. Not content with being one of Franchise Direct’s top 500 franchises, the 24 hour health club has also been ranked number one in their category and number two overall on Entrepreneur Magazine’s prestigious Franchise 500 list, ahead of well-known brands like McDonalds and Pizza Hut.In terms of growth, there are now almost 2.5 million Anytime Fitness members worldwide, and 50 clubs located in the UK alone. But why stop there?Anytime Fitness franchise opportunities provide the opportunity to own your own gym, be your own boss and enjoy a great work-life balance.Although, bear in mind, that there will be no more legitimate excuses for you to skip leg day.Perfect for: Anyone who’s looking to get pumped…mainly about their job.Honourable mentions: Harry Ramsden’s, Auditel, Caremark, Driving Miss Daisy, Subway.*other dogs also acceptedThink franchising is f or you? View all available franchises now.!Still searching for the right franchise for you? Visit Reed Commercial nowFind a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to the terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Features

3 Answers To Describe Yourself Interview Question - Algrim.co

3 Answers To Describe Yourself Interview Question - Algrim.co Related Hiring Resources Answering Describe Yourself In A Job Interview

Why Will Some Job Hunters be Hungry for Zero Hours Contracts in 2019

Why Will Some Job Hunters be Hungry for Zero Hours Contracts in 2019 Zero hours contracts have quite rightly attracted a lot of criticism, for the extent to which they’ve been abused by businesses to the detriment of employees’ rights. But might jobseekers actually start to demand them in 2019? And what does this mean for recruiters and the industry as a whole as more workers potentially look into different employment models to suit their need for flexibility rather than opt for full-time positions? Oliver Shaw of Cascade HR, offers his thoughts… They’ve been hailed as exploitative, have featured heavily in employment tribunals and have been a topic of focus on the picket line â€" it’s no wonder zero hours contracts have attracted a bad reputation! And rightly so â€" in many cases they’re abused by employers in a blasé act of stripping staff of some arguably extremely basic entitlements. As a recruiter, that’s not exactly the kind of fit that you want when you are looking for the very best talent. Whilst the very nature of these casual arrangements makes statistics difficult to ascertain, an article in The Guardian in October 2018 suggested that almost 1 million people in the UK are employed on this basis â€" around a fifth of the 2000 figure. Despite the Labour Government’s attempts to have them ruled as illegal, they therefore show no sign of disappearing from the employment landscape just yet. But is this a bad thing? Of course, their exploitation cannot be condoned in any way, but abuse of zero hours contracts is arguably a cultural and/or ethical issue on the part of the employer, rather than a direct fault of the model itself. Because let’s make an important recap â€" these contracts are supposed to provide flexibility on the part of both the employing organisation and the worker. And as a recruiter, you want to keep that kind of relationship going. So, whilst there are undoubtedly people who would rather have more security and regular hours â€" almost half of the people on such contracts according to the Guardian article â€" there will also be some who welcome the fluidity that comes with zero hours arrangements. A very similar debate in fact surrounds the gig economy too â€" this model is also advantageous to certain people. And recruiters should be reactive to this when finding the right kind of role for jobseekers. If someone is hired as an independent contractor or freelancer â€" instead of being a full-time employee â€" it may afford them a level of flexibility they would otherwise struggle to achieve. Many nurses are now choosing to work for the NHS on a locum basis for instance. Designers are delivering their services on specific projects, before they use their creativity elsewhere. In truth, the examples are endless. So, providing these models empower people to choose when and where they work, or how they use their skills, its growing prevalence in the world of work should not be sighed at. This isn’t to say that, if employers don’t intentionally exploit people, it will be all plain sailing. Many HR leaders and recruiters will argue we could risk all organisations turning into Charles Handy’s Shamrock. This tripart theory accommodates peripheral workers and contract workers employed for a specific task on an outsourced basis. So, a multi-layered world of work is not a new notion, nor a bad thing. But what if, at the age of 21, an individual has not found themselves in a position to be considered a high-value core worker â€" the third element? If zero hours contracts continue to grow in popularity, they might automatically default to one of the other groups and struggle to ever emerge. This will do nothing in the battle for a mobile and equitable working population, where vulnerable people have a chance to better themselves. As always, this topic is multi-layered. And it will undoubtedly be a challenge for the next 10 years. But flexible working models are becoming more common and are here to stay. They certainly feature within our annual research findings from the HR landscape. So, with some thought, and determination, we could ensure it works for all rather than holding anyone back. About the author: Oliver Shaw began his career as a process and business analyst, responsible for re-engineering organizational procedures and driving change.  Oliver joined IRIS Software Group in 2009 to run the SME division providing payroll to over 40,000 UK organizations. He took responsibility for combining IRIS’ human capital assets in HR software and Payroll in May 2016, and fast forward to 2019, he is Chief Commercial Officer of IRIS Software Group.