How to hire cleaners for your cleaning company

How to hire cleaners for your cleaning company

Everyone in a cleaning business knows how important it is to hire only qualified and reliable cleaning staff. Over the years our company tried different methods of recruiting in order to make this process as optimal as possible. And lately we came up with what we consider to be a perfect strategy.

Since I have seen many complaints regarding this issue in this group, I decided to share my ideas on the topic. Please keep in mind that I can’t guarantee that these methods will effectively work for you, however, I can assure that they work for my company perfectly well.

Let’s start with a short background. Our company BA House Cleaning started a long time ago, – six years as a legal entity, and even more as a group of people, who love to clean. We have a virtual staff in our company. It consists of three office employees, PT billing, FT customer support and FT field support. Two of them, – Field Support and Billing Support speak Spanish, between each other and with most of our cleaners. Field Supports’ main responsibility is to coordinate the team in their work – give them proper instructions, directions, answer all the questions and be available for the customers throughout the day. This job is very important and requires precise actions, which she performs very well. Lately I also added a Recruiting function to her position and it appeared to be a great idea!

Now let’s talk about our recruiting process a little further. This strategy works for California, but you can apply it in any place as well. We use Facebook Local feature to promote our recruiting in Job and Sale groups for Hispanic people.

Here’s the strategy:
• Our Field Support has joined more than 10 Facebook Job and Sales groups.
• She makes a post that states that we are hiring cleaners and adds it in each of these groups. Posts are added to groups on a regular basis, – one per day.
• Each of those posts draws about 10-15 potential candidates to us.
• She calls them and performs a short interview. In case if they pass and are ready to work, she asks them to come to our office to fill in the application. However, we keep in mind that out of these 15 candidates, only 10 will pass the phone interview. And out of these 10, only 2-5 will actually be invited to come to our office for the real interview.
• Either myself or our Field Supervisor perform interviews twice per week. Interview days are set in advance and can be scheduled for any two days of the week, – Monday and Friday, for instance.
Our interview process consists of the following steps:
• We provide our potential employees with an application forms and pens.
• After that we perform a fifteen-minute-long interview.
• If we find any particular candidate suitable for our job, we ask him/her to send us a message to our Field Supervisor on a specific date to check the status of their application.
• We NEVER hire our candidates instantly. We tend to always give ourselves some time to think more and then make the right decision.
• If we think that a candidate is not a good fit for us, we tell them that we will call them back if we will have a job for them later.

But what does this hiring algorithm really check?

1) Candidates background and past experience: a person has to answer correctly to all of the questions in order for their candidacy to be further considered and them to be invited for the interview.
2) Trustworthiness: During the interview Field Supervisor asks the candidates exactly the same questions that were asked during the phone call to match up the story.
3) Punctuality: We arrange an interview at a specific time and the candidate has to come exactly at the mentioned time. We value our time and time of our customers, therefore punctuality is a crucial skill that we need our candidates to have.
4) Following instructions: We specifically ask a potential candidate to send SMS Text message, not call or email. That’s a very specific instruction that shows us if a candidate can follow all the provided rules.
5) Real interest in this job: If a candidate has passed all of the above instructions, it shows us that they are indeed really interested in this position and are worth investing our time in them. We hire them and train them for the job.

P.S. We all know that time is money!
So here is our strategy of recruiting cleaners for our company, and throughout time it has proven to be very consistent and successful. I strongly believe that sharing our experience might also help other companies in this business.

How to Train Your Virtual Office Staff

We all keep hearing of “virtual offices” and how they are slowly transforming the way we perceive organizations but what exactly is the fuss all about?

For one, the concept of a virtual office is in the name – there’s no need for your workforce to have close physical proximity. Advanced applications and the availability of high-speed internet has made working remotely incredibly easy. The employers get to cut down on costs associated with having physical offices, whereas the employees get to enjoy flexibility and more time with their loved ones.

It’s a classic win-win situation! However, having a virtual office isn’t all sunshine and rainbows.

Effective training is crucial for the long-term performance of any organization. You need to constantly keep your employees up-to-date with the latest trends in the industry. But what happens when those employees are not physically present right in front of you? The training strategy changes altogether.

Here are some tips form my own experience with virtual office staff.

·Give Your Virtual Staff Homework

As an employer, give your employees homework to improve their skills and knowledge. Think of it as self-learning – all you have to do is provide learning material to your remote workers.  It can be in the form of e-books, manuals or videos lessons. Make it clear that it is imperative for everyone to do the said ‘homework.’ You can even assess your virtual employees with online tests and reward them for their performance.

·Create a Virtual Learning Environment

In a virtual office, you can’t expect to have coffee chats or water-cooler meetings. So you need to create an environment that comes close to the real thing and allows for interaction between your staff members. We use Slack but there are many other options as well. The point is to gather all of your remote workers on a single platform where everyone can openly ask questions, seek assistance from their fellow peers and supervisors, and help others. This would prove to be extremely beneficial to your training and development efforts.

·Track Daily Progress

Just like with traditional in office employees, you need to track the progress of the training and work progress. By determining whether or not your training is making a difference, you can point out holes or shortcomings in the overall program and then make appropriate changes to counter the problem. Having each employee/staff send end of day daily report has proven to work out very well for us at BA House Cleaning.

Remember, the key to effectively training your virtual office staff is to constantly stay in touch. Follow up on their performance and take appropriate measures to keep them up to date and highly motivated.

How to Efficiently Manage the Virtual Office Staff for Your Cleaning Business

How to Efficiently Manage the Virtual Office Staff for Your Cleaning Business

From time to time, its important to just sit back and be thankful for being born in the age of technology. Thanks to the ever-growing communication technologies and advanced software, we are able to access limitless information and even run multi-million dollar businesses from the palms of our hands.

Employers are taking advantage of modern technology to grow their businesses and manage their staff without even having a physical office. Cleaning business is no different! Besides BA House Cleaning many other cleaning businesses are also stepping forward and embracing the culture of virtual offices.

Like any other business, running a cleaning company is no cake walk. From training to scheduling, there are numerous aspects which you need to oversee to ensure that things run smoothly. While going virtual sounds a bit challenging at first, it can actually work wonders for you by helping you cut down costs and boost the productivity of your team. In this blog post, we will discuss some useful tips and tricks on managing your cleaning business’ virtual office staff efficiently. Let’s get cleaning!

Build and Maintain a Platform/Network
The first thing you need to do is to ensure that you have a platform (any software or intranet that allows your team to stay connected) for seamless communication. Since you won’t always be able to have face-to-face meetings, you must keep your virtual staff on the same page at all times to discuss crucial work-related matters and communicate your directives. At BA House Cleaning we use Slack and love it!

Create a Compelling Website & Build a Strong Presence on Social Media for your Cleaning business
Apart from your employees, you also need a platform or two to interact with your clients and close sales. Build a compelling website to give a professional impression. Add a chat-bot which would answer the queries of visitors instantly. Moreover, take help from social media to keep your audience engaged. This is an area where virtual employees can help wonders!

Don’t Miss Out on Training
The biggest challenge of having a virtual cleaning business is providing training to your staff. Many entrepreneurs in the cleaning business make the mistake of not investing time and money in training and counseling their staff. It is important to realize that you need to keep your remote staff up-to-date at all times, just like you would with traditional in office employees. For training and screen sharing we use Zoom.

Use a Scheduling Software
Another important aspect of running a virtual office for your cleaning business is to keep track of the activities and schedules and dividing duties among your team. A good scheduling software can help you out a lot – opt for the best one to never miss any work deadlines and keep your clients satisfied.

Stay Focused on Marketing
Never stop marketing your cleaning services, regardless of whether you are managing a virtual or non-virtual business. Keep your marketing endeavors simple yet effective. Using the power of email could also help you a lot in the long run.

To Conclude…
In every sense, running a virtual office for your cleaning business could benefit you a lot. Use modern technology to your advantage – reduce costs, boost the productivity and motivation of your employees, and take your cleaning business to amazing new heights! My cleaning company has had a great experience with hiring remote assistants.

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