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Webinar -The Ultimate Guide for Hiring Cleaning Employees prior the Bounce Back.

How to Market your House Cleaning Job?

1. Find the right channels, and try new ones.

  • FB jobs (best bang for your buck)
  • Indeed (paid)
  • Youtube (paid) target by zip codes where your A-players live
  • Referrals by your current employees (bonus $250-300 after 90 days) (best strategy ever)

2. Build a list of cleaning candidates – just like you do with clients

  • Blast old candidates
  • Use the emails of old candidates to get referrals
  • Create marketing campaigns to attract the the type of employee you’re after

3. Career page in you website to attract cleaning employees

  • Great website with clean look, emphasize the value of your job
  • Make it attractive, easy and simple to apply

How to Increase Candidate flow?

1. Do online application only. NO PAPER!

  • Attractive, easy to fill and should have a progress bar
  • Show that there’s a path to growing in your company

2 . Have process for evaluating cleaning applicants

  • Use lead scoring
  • Follow a process that a manager can follow (no owner dependent)
  • Be constantly hiring/interviewing

Make sure all leads fall into your pipeline.

What’s a Recruitment Funnel?

  • It’s process to hire and evaluate applicants.
  • Scalable.
  • No required by owner to be present.
  • Shows professionalism.

Hot to identify A, B, C Players

A-Players

  • They’re looking for the best job opportunity.
  • They call and apply within the same day, call them back asap – They fill all the questions to application.
  • Prior jobs experience is fully completed.
  • You can call those past managers.
  • They show up on time to the interviews on time.
  • They have a strong word and are committed.
  • They NO is NO and their YES is a YES.
  • They show integrity.
  • Ask questions about the company and what’s in it for them.
  • Score: 8-10 points.

Hot to identify A, B, C Players

B-Players

  • They’re looking for the good job opportunity.
  • They call and apply within the 24-48 hrs.
  • They fill all the questions to application.
  • Prior jobs experience is almost fully completed – You can call those past managers.
  • They show up on time to the interviews on time.
  • They have a strong word and are committed.
  • They are open to multiple job offers.
  • Score: 6-7 points.

Hot to identify A, B, C Players

C-Players

  • They’re looking any job opportunity.
  • They call and apply within the next week.
  • They fill some the questions to application.
  • Prior jobs experience is almost never completed.
  • You can’t call those past managers.
  • They reschedule or arrive late to the interviews on time.
  • Don’t show fully committed to anything.
  • They are open to whatever job is offered.
  • Score: 4-5 points.

How to retain/gain A-Players

  • Company Culture (family, advancement, continued education, workshops, bonuses, random acts of kindness).
  • How the company is run, is well managed, organized, professional?
  • Payment (ACH) weekly.
  • A-players will recommend more A-Players….

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