Indeed is great… but the problem is, it’s getting more expensive by the day. It’s somewhat our fault? Well, I think so, we all contribute to this (all of us cleaning business owners) by putting more money in the same basket, same category, same ads. Indeed’s pricing algorithm is and will continue to increase pricing in whatever direction they want (up), and now owning Glassdoor they own 80%+ of the jobs search in the US.
Indeed is clearly the biggest player for cleaning job candidates. But throwing more money to the problem doesn’t give you better results. Yes you can tweak the ads, the cost per click, the budget but this is where Effectiveness vs Efficiency comes in play.
Self booking applicants to your calendar? Shotgun style is not as Effective as it seems.
I believe having someone pass the initial screening questions is “ok” but is not a GREAT way to find the best possible employees not those A-Players for sure. Why? Because I could get someone pass the initial screening questions answered show up to my office and in the middle of the interview, find out that they’re not problem solver and live too far away from my business service area. Time is wasted meeting with people that just pass the initial screening and book themselves on my calendar. Pipehire advanced job application form allows you to Filter and give a Score to each applicant.
🎯 Should hiring cleaners be Effective or Efficient?
Efficient hiring is doing it with the least amount of wasted time, money and resources, (ie. letting cleaners book themselves an interview) but hiring should be done with Effectiveness in mind first, Why? Because we need to produce the desired result = A long lasting, awesome cleaner and loyal employee. If we can save time and resources as well while being Effective, then that’s the cherry on top.Juan Chaparro
The key to the best ROI is scoring your candidates, and meeting the RIGHT people (the A-players) not letting anyone book an appointment show up to your office, since they have a car, a driver’s license and can work 8am-5pm.
A Problem no one had solved.
At year 13 when my cleaning company was growing the fastest, I came to realize that the biggest bottle neck was finding the RIGHT employees. I created a team called Gmaids Digital in which we had one goal in mind was to build a web tool quickly identify cleaning applicants using a Scoring system. When you get hundreds or even 10 applicants is difficult to determine who to call for an interview.
How do you become more Effective at hiring cleaning techs?
First you have to think on a sniper type of situation not a shotgun style. I hear a lot of people saying about hiring being a numbers game…well yes and no. You’ve got to get a great volume of candidates in the funnel so the chances of getting A-Players increase. But once you have identify them (green color) then you only focus on the A-Players not on meeting every possible applicant.
What’s next? Once you have those A-players….
Next step is to call and verify (this could be you or the office manager) and then verify all the data in the application. Then you give them 2 options for an interview and send them an email and text confirmation. They will have to confirm by clicking the link on their cell phone or email. This step seems not to be Efficient but it’s critical to get only the few ones worth interviewing. Again I want to be Effective here on this step…I doesn’t do any good to sit and wait to talk to 15 people that self booked an interview, when we just needed to talk to 2-3 in the first place. You want to be Effective first. 🎯
🚦 How Pipehire scores cleaning applicants
The score is given to the answers completed by the applicant during the job application form. Each question could have 1 or several points assigned, and some others could have negative points. So the more questions with the right answers the more points = better applicants.
Within Pipehire you can create custom questions that will give you another way to filter and score. Below you see this custom question that takes away (negative) -5 points to the applicant, automatically disqualifying them.
Pipehire also shows the Best Possible Score Form, depending on how you have set up your questions score.
Best Possible Score can vary depending on the score assigned to each questions.
How do you identify quickly the good, the bad and the ugly?
Each applicant comes with a Score and it’s Color coded to visually see the best candidates quickly. (see image below)
When you see applicants in your funnel, you will see three colors:
- Red: Disqualified = Abandoned the application (never submitted) and/or simply have none of the basic requirements. No need to waste your time talking to red candidates.
- Yellow: Fair/ok = It’s an average candidate like a C or C+ player, does comply with the basics such as: own a car, driver’s license and can work 8am-5pm but still not a great applicant.
- Green: Best and qualified. They comply with all the requirements and much more. These are the A-players where you should focus you time and effort.
So what to do with Indeed’s raising pricing?
Whatever is your budget, don’t just meet every applicant, send those applicants to apply to your company using Pipehire’s Scoring forms and connect to those marked in green. You can embed the form in your website or get a quickly sharable link like this one under 5 minutes, just upload your logo and pass it along, post it to Indeed, FB jobs and share it with your employees, they are the ones most likely to bring you new A-players, this should be happening if you’re building the right company culture anyways.
🔥 Conclusion: Try and experiment other channels to find great cleaning techs!
Videos targeted to zip codes where your workers live.
- 137K views
- Link to job form
- Track source within your job form and assign points
- Evergreen content
- Spend $3K-4K one time
I like employees with hotel experience because they have:
- Rigorous schedule
- Must be polite to clients
- They can recruit others for you.
Hit or miss situation but still another source on your day to day:
- Have your employees distribute business cards/flyers
- Incentivize with $250
- Track it on the webform
👊 Your Own Workforce is the BEST ROI!
This is the best by far the best way to grow your workforce. People that come recommended will last longer and be loyal.
- Must have incentives $250 after 3 months
- Solid company culture that will bring more an more people