Your customers want everything yesterday and your candidates are no different, they want to work for ambitious fast-moving companies, and will put OFF by a dragging recruitment process.

Hiring process in the past:

• Papper application.
• No process – all in your head.
• Slow to reply.
• Weeks to make a decision.
Owner as a Bottleneck.
• Candidates were not picky.
• Management using a whiteboard, paper or spreadsheet.

via GIPHY

Now in 2020.

• Online application.
• Process and systems in one place.
• Same day reply – confirmation of receipt.
• Days to make a decision.
• No bottleneck.
• Digital Onboarding (e-signing).
• Candidates (talent) are treated as a customers.
• Management of HR with metrics, performance and notifications.

Warning signs when you need to Reengineer your Hiring Process.

via GIPHY

• You manually enter candidates into an spreadsheet.
• You still have to manually screen resumes/applications.
• You can’t let other people in your office hire new employees.
• You’re taking too long to reply with decision.
• You haven’t been able to grow.
• Waste time in processes and workflows.

Let’s introduce new terms: ATS + HRM

ATS: Which stands for Applicant Tracking System is designed to Automate, Streamline, and Improve the hiring process.

HRM: Approach to the effective management of people in a company such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer’s strategic objectives.

How’s different from a CRM?A CRM is focused on clients, leads, opportunities…and managing the relationship with the client. Important to have too! So a CRM won’t do the job if ATS or HRM system.

ATS and HR Software Benefits

Accelerates Time-to-Hire up to 83%
Time-to-Hire: All hours needed to recruit, onboard, resume scanning, interviewing, and coordination of appointments.

• Are you as an owner, wasting time calling, verifying past jobs?
• Are you paying an office assistant to do this screening and calls?
• Let the ATS do it for you. Use that resource in a better way, like building a company culture, increasing retention of employees and clients.

How we spend our day is, of course, how we spend our lives” – Annie Dillard

Reduced Cost-to-Hire
Cost-to-hire: The total amount of money needed to recruit a new employee.

• With many tasks being automated, less human hours need to fill a position, your hiring process is more productive and cost-efficient.
• Faster onboarding = Faster client growth.
• Owners time.
• Managers/Office assistant salary.
• Advertising costs.
• Training/tools/supplies.

With many tasks being automated, less human hours to fill a position, your hiring process is more productive and cost-efficient.

Faster onboarding = Faster client growth.

via GIPHY

Increased Quality-of-Hire
Quality of Hire: The total VALUE a new employee brings to a company with their performance.

• Lower Turnover
• Higher retention of satisfied customers
• Better Company reviews/brand recognition
• Quality of life for the owner (my favorite!)

Learn how to Hire and Manage better cleaning employees.
Join our Facebook group and learn Cleaning Business Hiring and Management

Q&A
Email us with your questions at: support@pipehirehrm.com
Follow us:
@Pipehirehrm
www.pipehirehrm.com
www.facebook.com/groups/pipehirehrm

THE 10 METRICS

1. Revenue and net profit.

All Sales – all expenses = Net profit (18-20%).

2. Number of subscribed clients.

Number of clients on either, weekly, biweekly or monthly (300 clients/15-18 FT employees get you to $1M.

3. Churn Rate.

Number of churned (canceled) clients / total number of subscribed customer (5% or less).

4. Booked Appointments/Booking Ratio.

Total number of booked appointments / Total of bookings requests.

5. Customer to Subscriber Ratio.

Total subscribed clients / Total of all serviced clients (keep this growing) 8-10%.

6. Leads Conversion Ratio.

25% of phone / 20% online.

7. Revenue by Zip code.

Figure out your top 5 zip codes and grow your ad dollars only there.

8. Number of employees/sales per employee.

$55K-$65K/year for a FT employee.

9. Employee Complaints/Compliments.

Count totals and assign a score to each event and employee.

10. Average Sale Size / Revenue by S/F.

How to Market your House Cleaning Job?

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

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

3. Career page in you website to attract cleaning employees

How to Increase Candidate flow?

1. Do online application only. NO PAPER!

2 . Have process for evaluating cleaning applicants


Make sure all leads fall into your pipeline.

What’s a Recruitment Funnel?

Hot to identify A, B, C Players

A-Players

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….

Download the slideck (PDF)

Fill the form below so we can email you the slides:

Learn how to Hire and Manager better cleaning employees.

Join our Facebook group and learn Cleaning Business Hiring and Management.

Watch the Webinar on Facebook

Watch Webinar #2: The Ultimate Guide for Hiring Cleaning Employees prior the Bounce Back on Facebook

Covid-19 it’s making us rethink everything….one of those things is how we operate our cleaning business.

Why I started using VA’s?

Where to find them?

What to to look for?

What can they do?

Tip: Pick one area that you need the most help with and start there.

How to Interview?

1. Start by writing posting a job.

2. Type clear deliverables y expectations.

How much to pay?

The Lean Maid Business model

the lean maid business model

Reduce costs dramatically:

Software I use:

via GIPHY

How Pipehire can help during Covid?

Download the slideck (PDF)

Fill the form below so we can email you the slides:

Learn how to Hire and Manager better cleaning employees.

Join our Facebook group and learn Cleaning Business Hiring and Management

Written by Juan Chaparro
Pipehire CEO
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