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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.

Is It Time to Hire Your First Employee?

Is It Time to Hire Your First Employee?

The second you formulated your business plan, you started to dread “the moment.” Every entrepreneur, just like yourself, has to face this difficult question sooner or later: “Is it time to hire my first employee?” Instead of enduring sleepless nights stressing over the thought, try looking at things from a positive perspective. This simply means that your cleaning business has finally lifted off and that you are ready to venture towards new horizons with an actual team by your side!

Let the Hiring Process Commence!
While it’s tempting to be a one-man army and keep the revenue all to yourself, hiring an employee can really help you take things up a notch and open doors to other lucrative opportunities for your cleaning business. It might be time to hire your first employee, if (and these apply to all businesses:

You are turning away new clients.

Turning away new clients can be the single, worst mistake that you can ever make as an entrepreneur. This is usually done because of the unmanageable workload, which you could easily have handled with an extra hand to help you out. So, if you’ve recently turned away a client or two for the same reason, it might be time to look for your first employee.

You are missing out on new business opportunities.

Chances are that you have identified new, lucrative opportunities to expand your business. But, it’s next to impossible to open those doors alone, because of other responsibilities that need your constant attention. If that’s the case, then think about all of the revenue which you are missing out on and whether getting a new employee would help change things.

Your clients are not satisfied.

If your clients have been complaining a lot lately about your inadequate efficiency and standards, then it might be because you are unable to manage everything on your own. Start looking for the right person to fit the role and work on those two factors.

Before hiring, ask yourself these questions!
In business, the answers aren’t usually straightforward. So, before jumping to a solid conclusion, there are a lot of things that you need to consider. Since this is your first time hiring someone, it’s completely normal for scary thoughts like “what if I hire the wrong person?” and “what if I’m unable to manage the new employee?” to run through your head. But, before anything else, you need to calm your mind, take some deep breaths, and ask yourself these 3 questions:

  1. Am I just looking for someone to ease a TEMPORARY stressful time?
  2. Am I unsure about what exactly the new employee will do?
  3. Am I hiring just for the sake of having someone to ‘control?’

If you said YES to these questions, then it might not be the perfect time to hire! As mentioned above, you need to consider a lot of factors before taking a decision. If the storm is only temporary and you just need someone to embrace, then you’re better off alone. Avoid going through the trouble of hiring a new employee if you are just going to sack them later on when the storm has passed and you no longer need them. So, take your time to think about what you are going to do next and utilize your potential effectively.

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