Hey everyone! This is Juan Chaparro, the co-founder of Pipehire. I want to show you with this video some new groundbreaking technology we’ve been building to hire cleaning employees easier, faster, and better.
Best possible score form
Let’s start in the Funnel which received a full overhaul to make our hiring process more effective. At the top of the funnel you can see a number which is the “Best Possible Score” for this job opening.
The purpose of the score and the colors are to help you identify the most qualified applicants. Now you can have a clear apples to apples comparison of all your applicants in one single screen and from any source. We build this feature so you can save time and identify the A players quickly and move on to the interview process.
Within the new funnel you will also find applicants highlighted in green and with a “recommended badge” these are the most qualified applicants using our recommendation engine technology that we started building during winter. These candidates will be your best return on investment. We recommend you start with them before someone else hires them.
A, B, C players
Next to the “Best Possible Score Form”, you will see three colored boxes with the letters A, B, and C, those are the three possible categories that the applicants can be classified based on the score obtained in their application.
This traffic light color can help us to visualize the score obtained by each applicant.
The green color means the applicant has obtained 80% to 100% of the possible points in the application form. We refer to them as ‘A-Players’. You should focus on proceeding quickly to interview and ideally hire these applicants before somebody else hires them.
The yellow color means these applicants have obtained between 50% to 79% of the possible points of the job application. We refer to them as ‘B-Players’. Proceed with caution since these applicants don’t meet all the requirements of the position. If you like someone in particular call and ask more questions to see if they turn to a green color.
The red color means the applicant has obtained less than 50% of the possible points of the job application. We refer to them as ‘C-Player’ you should definitely not proceed since they are incomplete applications and/or don’t have the bare minimum requirements of the position. You can archive these applicants if you like.
Now, in the funnel window you can go to “view” and select ‘Archived candidates’to see the full list. Here you have some actions where you can view the reasons, unarchive or delete. Down the road, we plan to build an email and text message feature to recycle archived applicants so we can get their friends to apply, so don’t delete them.
Search all the system
If you are looking for a specific person within PipeHire you can go to the top and click on the ‘Search Person’ box and now you will be able to type any name or last name to find the person on the system.
Print applicant form
During the interview, you might need the form summary printed. Now you can do this easily. Go to the funnel and click on the name of the applicant, you will see a window pop up just click print.
We have been creatingrelevant contentabout the hiring process and we want to share it with all our clients. Therefore you can go to the ‘Knowledge Feed’ and find our latest content designed for our community of cleaning business owners. There’s some premium content only for our clients, so make sure you use the password provided.
Now we continue with the Forms/Job Post area where you will see relevant data at the top like how many open positions we have, the total of applicants currently in the system, how many completed and uncompleted applications and lastly the total number of visitors to your forms.
This is important because you want to track the conversion ratio of your forms so you can improve your copy, start posting somewhere else or increase the budget. In some cases, you will see a short comment about your form and how to improve it.
Form Builder: Upload PDF, images to Pipehire
It’s time to see what new updates we have in theForm Builder. Now when you add a new question you will see more options available to improve your form. You can choose a short answer, paragraph, multiple answers, and the most requested and finally the ability for your applicants to upload images, files and resumes to their application.
During the last year we’ve analyzed thousands of applications and we have improved the default cleaning technician job form, that comes out of the box when you sign up. This form can be used now if you feel the current form you’re using is not delivering the best results. Go to the “Forms” and look for House Cleaning Technician Job (2021)
Also did you know you can hire other positions within Pipehire such as Virtual Assistants or sales? We’ve included in this release a new form ready to go so you can start delegating work to a VA. I’ve hired lots of virtual assistants in the last 10 years and I’m sure you will find this form useful and thoughtful. Go to the “Forms” section and look for Full Time Virtual Assistant for Cleaning Service”.
We hope you found all these updates useful to help you improve your hiring process. If you have any questions please contact us.
Debbie Sardone interviews Juan Chaparro CEO of Pipehire the all-in-one HR and Management software. In this video they discuss how to automate your hiring and manage everything HR related in the house cleaning business.
As you can see, 2020 was a busy year for Pipehire. And just in case you’re wondering, we’re not slowing down. Below is a sneak peek of what’s to come:
1. New JOB POST cover page and careers page. 2. Training video module. 3. Applicants digital onboarding(e-sign). 4. Pipehire integration with Indeed, Facebook and other job posting services. 5. Plus updates and improvement to the current modules.
1. Understanding the importance of lead scoring in your hiring process.
Definition Candidate lead scoring is the process of assigning values, often in the form of numerical “points,” to each lead you generate for the business. You can score your leads based on multiple attributes, including the background, cleaning questionnaire, past jobs, anything submitted on their application.
Purpose Is to save you time and give you: – Increase the quality of hire – Reduce the cost of hire – Increase speed to hire.
Candidate Score Card.
Application Score: The score obtained in their Job application (0-20 points). Face to face score: The score obtained in their personal interview (0-30).
Pipehire has a built-in Interview tab where the applicants can be scored. Face to Face score using this questionnaire plays a vital role in the process of hiring new cleaning employees.
2. How to identify bad candidates before you hire them.
On The Funnel: They’re looking for the best job opportunity. A good candidate scores 7-8 points. A bad candidate below 5 points.
On Personal Interview: Missing questions on the application. Arrive late to interview or reschedule. They don’t ask questions. They looking for any job. Can’t verify past job history.
Great Candidates look like this.
They’re looking for the best job opportunity. They call and apply within the same day, call/text them back asap. They fill all the questions to the 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. Their NO is NO, and their YES is a YES. They show integrity. Ask questions about the company and what’s in it for them. They ask about what is the company vision for the future. Score 8-10 points.
3. How to formulate questions in your application that will lead to better candidates.
Closed-ended questions: Give you better scoring capabilities.
What’s your cleaning experience?: No experience/less than 1 yr (1 point), 2-3 yrs (2 points) 5+yrs (3 points) Are you available to work M-F 8am-5pm?: Yes (1 point) No (0 points) Are you afraid of working with pets?: Yes (0 points) No (1 point) Do you have a reliable vehicle for work?: Yes (1 point) No (0 points)
Learn how to Hire and Manager better cleaning employees.