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The workforce as a whole is shrinking, but the percentage of older adults who continue to work is on the rise. Some attribute this trend to improved healthcare, saying that new developments have supported older adults in continuing to do what they love. Others say it’s inflation — older adults just cannot afford not to work. Either way, there is a clear opportunity for recruiters to support both clients and candidates in filling these gaps.In April, the labor force participation rate (the percentage of people either working or actively seeking work) was&nbsp;<a href="https://www.bls.gov/news.release/pdf/empsit.pdf?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">about 62%</a>, a&nbsp;<a href="https://www.census.gov/library/stories/2021/06/why-did-labor-force-participation-rate-decline-when-economy-was-good.html?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338#:~:text=The%20national%20labor%20force%20participation,%3A%2077.5%25%20to%2078.3%25." target="_blank" rel="nofollow">slight decrease</a> from both the 2010 and 2019 rates. However, the number of people traditionally considered “retirement-aged” is growing. In 2023,&nbsp;<a href="https://www.pewresearch.org/social-trends/2023/12/14/older-workers-are-growing-in-number-and-earning-higher-wages/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">19% of Americans ages 65 and older were employed</a>, an almost-twofold increase compared to 35 years ago. Further, people aged 75 and up are the&nbsp;<a href="https://www.pewresearch.org/social-trends/2023/12/14/the-growth-of-the-older-workforce/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">fastest-growing segment</a> in the workforce today.“In the Group of Seven countries — Canada, France, Germany, Italy, Japan, UK, and the U.S. — 150 million jobs will shift to workers over the age of 55 by 2030 and workers age 55 and older will exceed more than one-fourth of the workforce by 2031, according to a&nbsp;<a href="https://www.bain.com/insights/better-with-age-the-rising-importance-of-older-workers/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">global study from Bain &amp; Company</a>,”&nbsp;<a href="https://www.linkedin.com/in/kathygurchiek/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">Kathy Gurchiek</a> wrote for&nbsp;<a href="https://www.shrm.org/topics-tools/news/organizational-employee-development/new-to-the-workforce---attitude-trumps-experience-?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">SHRM</a>.While some truly passionate professionals are choosing to work past retirement age due to a genuine love for what they do, many are driven by fear and uncertainty. A recent&nbsp;<a href="https://www.voya.com/sites/www/files/2023-01/Voya_Cares_Employment_Extenders.pdf?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">Voya Financial survey</a> found that 92% of respondents said they needed or wanted more money for retirement, and 13% of respondents noted this as the primary reason for their continued employment.As this trend continues, it is important that employers recognize the value older employees can bring to the workforce while adjusting to the ever-changing demands of employees. Recruiting franchise&nbsp;<a href="https://patriceandassociatesfranchising.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">Patrice &amp; Associates</a> has always supported a more open-minded approach to support both clients and candidates in securing mutually beneficial employment agreements, even if it means shifting away from long-held workplace expectations.Most notably,&nbsp;<a href="https://1851franchise.com/patriceandassociates/info">Patrice &amp; Associates</a> helps older candidates position themselves as valuable additions to a team, focusing on the industry expertise, skills and qualifications along with the life experience they can bring. Rather than see their age as a hurdle, candidates should be able to confidently embrace it as an asset.While this is an important aspect of supporting the aging workforce, there are paradigm shifts that must happen within hiring organizations to present truly attractive opportunities to candidates. Yes, many candidates find themselves needing or wanting to work later in life, but it is the need to have&nbsp;a job, rather than the need to have a&nbsp;specific job, that is driving their search. Because the labor force participation rate appears to be on a slow but steady decline, more jobs are available, and employees have more leverage.“Companies must be willing to take steps to retain their top talent, including open discussions, job-sharing options and flexible work opportunities,” said&nbsp;<a href="https://www.linkedin.com/in/briankmillercfe/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=patrice-associates-supports-efficient-recruitment-for-older-employees-2726338" target="_blank" rel="nofollow">Brian Miller,</a> CEO of Patrice &amp; Associates. “And they also need to be ready to make truly attractive offers should they find themselves hiring. With rising costs, money is a key player in the hiring process, but leaders should not underestimate the importance of culture, diversity, inclusion, professional development opportunities and, of course, workplace flexibility.”Some of the key adjustments employers must make to appeal to the evolving workforce include the introduction of more flexible schedules, assignment flexibility and a more open-ended time-off policy. Embracing this type of flexibility allows employers to maintain strong relationships with employees of all ages, including established leaders who want or need to continue working as they age but prefer a less rigid environment.??To find out more information on costs to buy this franchise, please visit<a href="https://1851franchise.com/patriceandassociates"> https://1851franchise.com/patriceandassociates</a>.

??Patrice & Associates Franchise Grows Older Workforce

1851 Franchise

The recruiting franchise supports older candidates in securing their ideal positions while helping clients navigate changing demands from the workforce.

This brand page has been paid for by 1851. Content within this page that is paid will showcase a Sponsored icon. This means the brand has engaged 1851 FRANCHISE to write the content. Content without the Sponsored Icon is aggregated media placements the brand earned. Questions can be sent to editorial@1851franchise.com

As Workforce Dynamics Shift and More Older Americans Continue To Work, Patrice & Associates Supports a More Efficient Recruitment Model

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How much can franchisees make? It’s a question many prospective owners ask before investing in a franchise. While earnings tend to be driven by variables such as industry, location and general management skills, a proper understanding of the key factors driving profitability can help franchise owners develop expectations that are realistic.&nbsp;Multi-unit franchisee&nbsp;<a href="https://www.linkedin.com/in/mangesh-patel-9368569/">Mangesh Patel</a>, who’s readying the launch of six&nbsp;<a href="https://www.beefobradysfranchise.com/">Beef ‘O’ Brady’s</a> restaurant locations in the Macon, Georgia area, shares insights from his franchising experience.<h2>Understanding Franchise Income</h2>Keeping operational costs in check can have a major impact on overall earnings. Taking a proactive approach to expenses such as food and labor, as well as payroll and scheduling, can help align actual franchise income with general expectations for the business.“I just had a meeting with a couple of people, and they said, ‘You talked about a 25% profit margin, but I’m only doing 12%.’ So, I looked at the figures they sent me,” Patel said. “Their&nbsp;<a href="https://1851franchise.com/calculate-restaurant-franchise-profit-2730476">restaurant</a> food cost was running at 37%, which should be around 30%. The national average is about 32%. If I do things correctly, my average food cost needs to be at or below 30%. And payroll should run around 18%. But many people run 25 to 28%.”So,&nbsp;<a href="https://1851franchise.com/unraveling-franchise-earnings-how-much-can-you-really-make-2723935">how much can franchisees make</a>? Here are five areas to consider.<h2>Practical Tips for Prospective Franchisees</h2><ol><li>Control Costs From Day One:&nbsp;It’s important to monitor payroll, food and supply costs closely. Overstaffing and inefficiencies can quickly reduce profits.</li><li>Plan For The Opening Surge:&nbsp;Traffic within the first few months of opening is likely to be higher. It’s important to adjust staffing and inventory accordingly, and pay close attention to how those levels change as time goes on.</li><li>Invest In Training:&nbsp;Properly trained workers can help reduce waste and improve overall service, which has a direct effect on net income.</li><li>Understand Your Market:&nbsp;Each market is unique and revenue potential will vary depending upon location, demographics and competition.</li><li>Track Metrics Regularly:&nbsp;Food cost percentages, labor ratios and weekly sales data act as key indicators operations may need to be adjusted.</li></ol><h2>What Profitability Really Comes Down To</h2>Patel notes that if franchise owners manage labor and costs properly, it’s not impossible to achieve strong cash flow even in the first year, bucking some franchising trends.So,&nbsp;<a href="https://1851franchise.com/how-much-can-you-make-as-a-franchise-owner-2724761">how much can franchisees make</a>? While results tend to vary, careful planning, disciplined operations and a proactive approach to assessing initial costs are essential. But by grasping and guiding the elements that drive franchise profitability, franchise owners can maximize overall business earnings, scaling a business that’s sustainable financially over the long term.Want to learn more about franchise opportunities on 1851 Franchise? Be sure to visit our&nbsp;<a href="https://1851franchise.com/power-rankings">Power Rankings</a> to read more on brands making moves.

How much can franchisees make? This guide explains what drives franchise earnings and how to manage costs, with expert tips from multi-unit owner Mangesh Patel on maximizing your franchise income.

How Much Can Franchisees Make? A Guide for Prospective Franchise Owners

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Family has always been at the heart of everything for sisters&nbsp;<a href="https://1851franchise.com/griswold-franchise-oklahoma-city-north-manar-landis-maha-zirn-kashoor-2730454">Manar Landis and Maha Zirn-Kashoor,</a> so when they began looking for a new business venture, it only made sense that they’d do it together. Today, the pair are proud&nbsp;<a href="https://griswoldhomecarefranchise.com/">Griswold</a> franchisees, combining their complementary skills and shared compassion to make a difference in the lives of seniors and&nbsp; families in their community. For Zirn-Kashoor and Landis, the decision to go into business together was as natural as their lifelong connection.“The short answer,” Zirn-Kashoor said, “is that it’s always the right time as a family to be together. We were both in the right place to start that one.”Though life had taken them in different directions — with families, careers and homes of their own — the sisters never lost touch. “We were always in contact,” Zirn-Kashoor said. “Almost every year we saw each other. So when the idea of the business came, it was only natural that we were both ready for it and said, ‘Let’s go for it.’”That shared readiness made the decision simple: it was time to&nbsp;<a href="https://1851franchise.com/griswold/how-griswold-home-care-provided-a-more-meaningful-career-for-these-franchisees-amid-the-pandemic-2715838">build something meaningful together</a>.<h2>From Sisters to Business Partners</h2>Transitioning from family members to business partners came smoothly for the pair. “Because we know each other quite well, it came very naturally,” Zirn-Kashoor said. “We recognized my strength, her strength, where we can complement each other — and it’s working so far.”The two sisters developed a natural division of responsibilities, allowing each to focus on what she does best. That balance has only strengthened their bond. “It brought us even closer to each other,” Zirn-Kashoor said. “Usually, when you have family, each one goes to their business or work and then maybe you meet at dinner or on weekends. Now we are combining all this — we see each other even more now. It added positively to the dynamic.”<h2>Why Griswold?</h2>When it came time to choose a brand, Landis led the research — and&nbsp;<a href="https://1851franchise.com/griswold/info">Griswold</a> quickly stood out. “She asked around, looked into different franchises, and it was the reputation of Griswold,” Zirn-Kashoor said. “From the first moment we spoke with them, it felt like we were joining a family.”That sense of belonging only deepened as they met other franchisees. “They are very professional, but there is also a warm environment,” Zirn-Kashoor said. “When we met other franchisees at a couple of events, it felt like family. It just enhanced our feeling that this is the right company we want to join.”<h2>A Family-Owned Business With a Human Mission</h2>As sisters and co-owners, Zirn-Kashoor and Landis believe their family connection adds real value to how they lead their business and care for their clients. “It’s an added value to be family working together,” Zirn-Kashoor said. “We know how to divide the work, who’s responsible for what, and sometimes we combine our efforts on certain areas where we can bring an even better outcome.”That collaboration is rooted in shared purpose. For the sisters, Griswold’s mission resonated deeply. “The story of Jean Griswold is very touching and impressive,” Zirn-Kashoor said. “It’s not money-oriented — it’s very human and people-oriented. That’s what really drove us. Otherwise, any business you can start somewhere and think about profit. This is not the easiest one, but we chose it on purpose because we can relate to it … When you think about it, we are helping vulnerable people — people in need — and that’s something we are already proud of.”<h2>Building a Legacy of Care and Connection</h2>More than just a business, Zirn-Kashoor and Landis see their Griswold franchise as a legacy — one rooted in compassion and community. “We are certain that our hard work will bring very fruitful income,” Zirn-Kashoor said, “and we hope that this is the legacy we can keep as a name for us, for our children and for our family later on. There cannot be a better legacy than helping people in need and caring for the community.”Even amid the challenges of launching a business, the sisters have found unexpected joy in the journey. “The most surprising part is how much fun we are having,” Zirn-Kashoor said. “We knew we would enjoy it, but we didn’t know it would start from day one. We keep reminding each other not to forget to have fun and enjoy the journey.”

With complementary strengths and a shared commitment to compassion, Manar Landis and Maha Zirn-Kashoor turned the right moment — and the right mission — into a meaningful family enterprise.

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<a href="https://kbpbrands.com/">KBP Brands</a>, the multi-brand franchisee group with over 1,100 restaurants across 32 states,&nbsp;<a href="https://www.prnewswire.com/news-releases/kbp-brands-doubles-down-on-sonic-with-78-restaurant-acquisition-302695591.html">has announced</a> its acquisition of 78 additional SONIC units. The new units are spread across Ohio, Kentucky, North Carolina, Tennessee and Virginia.This is the second SONIC acquisition KBP has completed in less than two years, and it makes KBP the fourth-largest SONIC franchisee in the system with 164 total locations across eight states.“We’ve had a successful five-year partnership with Inspire Brands and have seen strong results from our initial SONIC purchase,” KBP CEO&nbsp;<a href="https://www.linkedin.com/in/mike-kulp-820820">Mike Kulp</a> said in a statement. “We look forward to expanding that with a larger footprint and additional operational efficiencies.”KBP is one of the country’s largest franchisee groups, reporting approximately $1.5 billion in annual sales across its portfolio, which includes KFC, Taco Bell and Arby’s, another Inspire Brands franchise."Our relationship with KBP Brands continues to grow due to their operational excellence and our shared commitment to guest satisfaction and a culture that champions innovation," said&nbsp;<a href="https://www.linkedin.com/in/john-kelly-b48426b">John Kelly</a>, brand president at SONIC. "KBP's expansion with SONIC demonstrates their dedication to our vision and the brand's long-term growth."Read the full press release&nbsp;<a href="https://www.prnewswire.com/news-releases/kbp-brands-doubles-down-on-sonic-with-78-restaurant-acquisition-302695591.html">here</a>.Want to learn more about how 1851 helps franchisees find the right franchise opportunity? Visit&nbsp;<a href="http://www.1851growthclub.com">www.1851growthclub.com</a> and start your journey.

The franchisee group, which already operates over 1,100 units, is growing its portfolio with the quick-service brand, becoming one of SONIC’s largest franchisees.

As Workforce Dynamics Shift and More Older Americans Continue To Work, Patrice & Associates Supports a More Efficient Recruitment Model

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