Are you struggling with Indeed, ZipRecruiter, or don’t even know how to get started?

Candidate management and marketing for candidates is time-consuming, plus the increasing costs of Indeed are making other business owners look for alternatives elsewhere.

We discuss how to:

– Increase candidate flows from all platforms in under 10 minutes a week.

– How to automate Facebook to respond to applicants.

– Talk about Google’s new feature in search “Google jobs” and how you can take advantage of more traffic.

– Indeed, performance analysis and redirect.

All right, guys, thank you for coming to this webinar. Uh, today we have webinar number 24, and we’re gonna be covering candidates volume and how to automate all of these in the most popular job boards I’ve noticed. Uh, there’s a big challenge, uh, there, and most people trying to understand these different platforms. And, um, I want to basically help you guys set up these systems and also, um, break down some of the challenges. Uh, we get a lot of people asking us about how to do certain things and, uh, and also people complaining that they are not having enough volume and that’s, uh, basically things we wanna cover. So let me start by sharing my, um, my screen.

I wanna basically get started here, um, and trying to understand the big problem of acquisition that we all have, which is bringing enough people to apply. Um, there is obviously less people out there working than before, and there’s more companies looking for a applicants. Then there is people looking for jobs in the space. So we need to understand that the acquisition part is really is getting people to apply and getting people to apply has some work behind it that most people are ignoring. So, um, couple of months ago, we created this, uh, hiring funnel framework, which is seven parts to this, but I’m gonna touch on this number one today, really? And it’s about understanding clicks, landing pages and the clarity of the job, making sure that you have all this things in place. So obviously clicks and ads all come from the different platforms.

Indeed Facebook, super recruiter, Google jobs, job boards, different job boards. And we need to land these people or bring these people to a landing page. And this landing page, basically it’s to help ’em sell or help. ’em U say, this is the job for me. We need to build good traffic, good pages with good content about our specific job. Doesn’t do any good to have the same page for everyone. I see a lot of people having the same website with the same video, the same person trying to sell the job. So you need to have a unique page about your company, about your job, about what’s unique about your culture. So the acquisition parts really starts here, not by only spending a lot more money on whatever side that you have. So you first to have to start at your own website, what are you doing? How are you selling your job and how is exactly that people find you most companies today? I see that still don’t have a good landing page or a job page for the, for the applicants. It’s incredible. So if you’re asking yourself why I don’t have enough applicants, it’s because you don’t have a good landing page about your job. Remember we’re selling our job to cleaners. We’re selling our job to these people. They’re not gonna buy anything if it’s not well presented.

So I’ll give you sample of mine. Uh, You can come in and look at it and use it as a template. But you know, we spend time creating videos here exactly about our work. We have done SEO in regards to the page. We have good photography. And then we have four sections here in which explain what the job is a about. How do they work, how much they can earn schedule, how do they get paid

Benefits? You wanna see benefits. Obviously you have all those benefits requirements what’s required of the job testimonials. What are the testimonials? All of this is important. So people know who you are, and this is critical. Many people still miss this. Most, the most important part, which is communication about your job offer. Doesn’t do any good to have a bunch of ads out there if you don’t have a good ad. So that’s the first thing you have to see in your, uh, hiring process in your, uh, acquisitions, uh, part of the funnel. So let’s go back to, um, To our presentation here. Now, uh, The goal Of this page is to maximize the conversion rate. So people who look at it and click apply on your website, That is the goal.

So just like you spend money, building a great landing page for your customers, you need to spend the money to build for your employees or for the people that you’re to hire. If you don’t have that, you’re missing on a big opportunity. So I wanna bring this to you first, cuz most people are thinking how much more money do I need to spend on the different job boards? And sometimes your problem could be that you need to fix just exactly this thing. So please do me a favor and make sure you have this job created this page created. And one of the things to is important is that when you name the page, if you can look at here on the top, You see house cleaning, how housekeeping jobs in Dallas,

You have to, you have to name the page correctly. You have to put the keywords in these pages correctly. All of these things are important. Why it’s important because the SEO it’s important. So by when you have the page correctly, uh, name correctly, you can show up on the search engine results. Obviously there’s always gonna be the, you know, indeed and the rest of the job boards. But eventually if people keep scrolling down on search results, they will find your company. And that is very important to really have some organic traffic that is free, that you’re not paying tons of money. So Don not rely on somebody building you landing page of your domain, cuz that’s not doing anything good when you stop paying for that service or that company, you lose whatever traffic or SEO they built. So I always recommend build your own careers or jobs pitch and whatever form that you’re using or system that you’re using. Always make sure people is being redirected to your page. That is the best thing I can suggest as far as your website. Okay. So we’re gonna start, uh, start talking also about, uh, here,

Common, uh, mistakes people I’m making here. I can see a lot of people with broken links or pages that are not secure, which this, you know, de motivates people to apply to your company. So make sure your company has a good work in URL. I see a lot of people not collecting enough information. So the form is just basically couple of questions and then attach a resume. Really attaching a resume is really not very useful because you cannot compare people like apples to apples. So I, I don’t recommend collecting resumes that makes it even harder to get people to apply. But in this case of this form, name, phone on an email in a, in a resume is not good enough. You’re gonna have to spend a lot of time screening people if they send you resumes. Now there’s another mistake people make is poor quality in the web experience when people are receiving the, um, or are gonna apply to your company. So for example, this company particularly had 37 steps. I was at 34 right here and I was already, I was at 19 and it had 37 steps to complete. I mean, it’s gonna take forever to people to complete this. So make sure you don’t have a hundred questions, but make sure you don’t have two questions. You have to find a balance between, you know, enough information that you need, but not make it so complicated that people do not apply.

Also poor quality in, in the photography. Uh, a lot of people still have unfortunately stock photography, pixelated photos, all of these has to be fixed. If you don’t have these correctly set up, you’re always gonna have issues with conversion. You are not gonna show us a professional company. You wanna make sure that you have a good photographer, take photo for your company, your employees, real people, and then make sure you put ’em on the site. So make sure these things are covered. Once those things are covered, let’s start with one of the, the biggest platform out there, which is indeed. And I see that most people do not understand indeed. Uh, most people are just afraid or I don’t know. They, they have some sort of, uh, There kind of gets stuck with indeed because they say, I don’t know how to do it. I don’t know how to set up an count. And uh, the first thing we have to understand is that indeed it’s a search engine of jobs

And response to a search query based on location. So when you enter into indeed and you look for house cleaning jobs in named your whoever has the best description and the, and the, and the content within the description of the job is the one that starts to show up on top. But obviously because indeed it’s a search engine, just like Google, about jobs they show on top has the most budget and also has the best description and matches the query of the people of the person that is looking for that job. So those things are the combination of what makes people be on the top description or the, the actual query, that person types on the, on the, on the keyboard, the screen, and then the budget. Those are the two things that really make volume. As far as indeed. Now you’re gonna see eventually your job post and this job post, uh, is gonna be, uh, is gonna see a link to your website or to another system that you use. Now, it’s very important that this is when your website, your career page starts to help you convert people. If you don’t have a good job, uh, page, if you don’t have a good description about your company, about your, who you are, then they look at it and they don’t apply, but you pay for the click.

So it’s, it’s people think this is rocket science and indeed is nothing complicated. You just have to have the basics well covered. And by that, you know, uh, I mean the copy, the description of the job. So let’s, let’s look at, uh, here’s some, some, some of my indeed account here. So typically you can have obviously free jobs pay jobs and, and I have free one here. So the, the first things you wanna cover as far as the basics of indeed, is that you have the correct title for the job. So typically house cleaning, tech, house, cleaner housekeeper, These are the main searches that people are looking for. Then you have the city, the location, the details of how much you pay and all of these things, and then comes the description. The job description is very important and you have to put here exactly what you do, what you offer. All of these things are critical to the success of your business. If you don’t have a well written job description, it’s gonna be very hard to bring in people. So everything really starts at the copy level. What’s written what people are perceiving from you. We haven’t spent any money yet. We’re still figuring to make sure we have of the basics done correctly. Once you have this done correctly, it’s a lot easier to bring in people. Okay?

Now, as you keep moving along, indeed, you will see, uh, settings here. So you have obviously the job settings, the advertising location. When you know you, you need to hire the budget and then you have this section application settings. And when you click on this pencil, you will see that most of you guys have Email. And what this does is that it’s gonna send you an email

<affirmative>

With the applicants. And when you do that, you’re gonna have a bunch of people applying to your website to your form, but you’re gonna have a lot of emails that you have to click through and look through those guys. And then, Uh, you’re gonna start to say, Hey, please go and fill my other application, uh, or, Hey, please contact me. And you’re gonna have a lot of these back and forth with people. So what I do, and what I recommend is that you have the application URL setting enabled, and by this, you have to call indeed and you have to say, I need to redirect my applicants. When you do this, you are gonna put here the URL of your job page. So in this case, mine is GMA account four slash jobs. Now this is the best way to redirect and automate the traffic to go to your site and go to your company and not have to deal with people on Going back to dashboard. If you are using just a normal through email application, <affirmative>, you’re gonna have a candidate section here,

And then you’re gonna have this thing full of people here. As you see, I have zero candidates here because I’m redirecting everyone to my own form. So make sure that you’re not having to manually talk to people here because us 80% of those people are not gonna respond, but you’re still wasting time trying to talk to them. So my recommendation is, and the way to automate, uh, indeed, is that you redirect those guys to your web form, to the system that you’re using, and then they apply there instead of you talking to them on indeed, cuz you’re gonna see that you’re gonna spend a bunch of time trying to talk to them. And most of those people will now respond. Okay. All right. So, uh,

Right, let’s go back here to the screen on basics. Um, in some us markets, they charge per click per month or per applicant, and I’ve spoken to several of my customers and I’ve spoken to indeed. And I asked them why some cities are different than others and say, well, we’re testing a, what produces the most revenue for the company for indeed in some cities, they feel like per month works best. And some cities think that per click works best. So if you ask somebody in another city, Hey, how much are you spending? Or how much are you paying? The answer is gonna be very different. Cuz are changing constantly this and they change per city. So, you know, go figure, they’re trying to obviously monetize as much and create as much revenue from indeed that this is, uh, why you see so much change in the way they charge customers. Okay, Cool. Um, let’s move on here to some of other basics. Um, well what about best days to post or worse days to post? So, uh, I took my own account And I looked through basically up to last week and I did an analysis of all these impressions, clickthrough rates, applic cause et cetera. And I notice a pattern and the pattern is, uh,

Right here. The days with less impressions is Fridays and Saturdays. It makes a lot of sense. Why? Because people are not applying for jobs and on Friday nights or Saturdays, they’re out there doing something and enjoying their life. Right. And the days with the more impressions is Mondays and Tuesdays. So what is an impression, an impression is when you’re at or you’re yeah. Is served to somebody, uh, a house clean and sees it. Now, when you look at CTR or clickthrough rate, this is, you know, basically a calculation of how many clicks went through to your site, to your ad. So basically I, I did a, a, you know, an average of all this data and compile and got these too. So if you wanna start an ad, make it, make it, make sure it’s between Mondays and Tuesdays, Fridays, and Saturdays. Nobody’s gonna see it cuz nobody’s interested in finding a job on Friday night. So these are two pieces of data that you should consider when you’re putting your jobs out there. Your ads.

I also calculate a click through rate, which all combined was 22.6, total clicks apply rate. I have all these in zero. Why? Because I’m redirecting people to my own form. I’m not having them apply through. Indeed apply. If you’re not familiar with indeed apply, apply is really that blue bottom says apply with indeed they put a name, an email and a resume and that’s it. And then they send the application. When you let people apply through indeed apply. You’re gonna basically receive a name, an email, a phone, and then a resume. You’re not gonna have a specific questions about the house cleaning answered. You don’t know if they have, you know, the skills needed for the job. You’re just gonna get somebody, a name and a resume. And when you do that, you waste a lot of time because you don’t have enough data to make a decision about this person. Okay. So that is, uh, a conclusion I, I receive or I got from analyzing my own ads. Um, the way you can see this, if you wanted to do it on your own, indeed is that you go back to your jobs And then you’re gonna look for, uh,

Performance report, click here. You’re gonna see the full details of this. You can download this and see it in day range. <affirmative> so That is basically as far as, uh, you know, we’re gonna go today on indeed. If you have any questions about indeed, please, uh, post them on the chat. We’ll try to cover them as, uh, As we go along. All right. So, and let’s move on to Facebook. So Facebook Obviously sends leads, not full applications. Uh, when I do that, when we look on that, Okay. So when you are at, on Facebook or@facebook.com, which is kind of like the inbox part of Facebook, um, you’re gonna see people applying right, applying to different jobs. And as you see, we get tons of people here interacting, but the important part, or what you should know about Facebook is that the application they send you is just a name and a resume and sometimes nothing. So I wanna show you here, What you need to know here. This, this is what you need to do to automate Facebook and stop wasting time on Facebook. So a lot of people apply, but you just get an email and a resume. So when you go to, uh, the automations portion of ind of Facebook, you’re gonna see, uh, all these different messages and there is one here, job application received.

So you’re gonna click on this and gonna put here, basically turn this on right here. And then you’re gonna put

In Spanish and English or whatever language you want. Do you want to put this message here in this text? And if you look at it on this right side, you’re gonna see it says, hi, we’ve received your application. Is your interest in working for us to continue, please complete the full application at this website. And then I send them to my landing page of jobs. Okay. This automation occurs always when somebody applies to a Facebook job, since most of the people that apply on Facebook are most of the time undocumented, then, you know, starting or engaging conversation with them. It’s gonna, it’s gonna be a lot, a lot of wasted time. So by automating Facebook with this job application, uh, timing, you’re letting the real interested people and those that qualify to go to your website and apply that way. You don’t have to start and engage a conversation and waste time with somebody that might not be the right people. So think about that every minute that you spend on the wrong person could be invested in maybe the right person. So that’s why I recommend that you create this, um, a specific automation

<affirmative>

So this is what you do. And then right below here, you’re gonna basically click complete the job application. It’s gonna be the, the hyperlink on this side, and then you’re gonna see, uh, the one for Spanish and for English. I do recommend that if you, um, <affirmative>, you know, hire people that speak Spanish, that you offer an application in Spanish as well. Uh, I do that, uh, when somebody lands on my side and they click jobs, they’re presented with this box so they can pick a language

And we even what, and ahead, and even created a video in Spanish. So this one’s Spanish, the other one is in English. So you really have to take the effort and really make a quality landing page. So this starts to really solve the problem of acquiring people or volume think is spending money in, in trying to bring leads or applicants. But it is most of the time I find that people don’t have those basics covered and they are just wasting money, hoping and praying that somebody will apply. But think about this, the realities that employees can pick and choose job, they want anywhere doing anything and they’ll get higher on the spot. So at this point, we as cleaning companies, we’re selling our jobs to these people and we have to do it in a, in a professional way.

Okay? So that is basically the, um, the Google, excuse me, the, the Facebook automation that you want to create, um, clearly your job, your Facebook job ad or post should have again, your URL. That’s why I strongly suggest that you build, or you have your web person build you a landing page for jobs, cuz everything that you do as far as marketing and, uh, and simplifying your life is to send people to one unique URL. If they call, if they say, send a message, you send them to the same place, same place, same place. And all of them get funneled through the same form. That’s that’s how you can compare apples to apples, not with resumes. It’s impossible. You are never gonna have enough time in your life to make that happen. Cool. So let’s move on here. Give me a second. Perfect. So let’s look at our page here again. Okay. Facebook, um, how to automate it based. You’re gonna redirect them to that page. Now I wanna, uh, bring to your attention guys, uh, In Google jobs, Google jobs, as most people, uh don’t know, Google is trying to really Compete And provide a better search experience for job seekers. And most people don’t know that Google is really working hard to bring, you know, a competitor to indeed, as far as search volume, there’s a lot of money being made by indeed. And most people really have a most of the time aid relationship, cuz we feel like we have to pay indeed. Otherwise we have no people. So Google notices this and they create something called Google jobs. Most people never knew about this. So if you look for, you know, cleaning,

Cleaning jobs,

<affirmative>

In, you know, Orlando, Florida, for example, you’re gonna see that the first results is this box here.

Now when you look for house cleaning services in Orlando, you’re gonna receive, you’re gonna see the typical box with a map and you’re gonna see the top companies with the highest ratings because Google understands that that is a consumer looking for a cleaning service. In this case, you are a cleaning business offering a job. So you should be visible on this box as well. Okay? And most people don’t know about this. Why? Because you never look for cleaning jobs in your area. So if you do the exercise and just put any city here, um, Miami, for example, you’ll see again, that same box. Okay. Now when you click on the more jobs here, you’re gonna see that Google has built these unique search engine as the design specifically for looking for jobs. You see, so this is gonna get a lot bigger. Google is gonna put a lot more efforts into this because <laugh> people are, are tired of paying this for every ad.

Uh, and these days, unless you put some money, as far as budget, you’re not gonna get any, any much traffic. So it’s very important that you guys know that this is now another source of applicants is recent, is somewhat new. Uh, obviously indeed has the most brand recognition as far as employees looking for jobs, uh, that’s why they get so much traffic and they can charge whatever they want because they got all the traffic. But Google is a good new way to do it. Now you’re gonna ask yourself, how do I post on Google? Well, typically it has to be, um, through a job board like trabajo.org or C recruiter or just different sites that push through that, you know, 85% of the job offers starts here in Google. Most people start looking on Google and how do you get here? So those are some options. Uh, we as pipe high are recently about two, three weeks ago. We release a better version of pushing your job through Google. And I want to show you guys how that works here.

So when you’re in your job offer, we build this more, get more applicants. And when you click this button here, basically we’re pushing to Google jobs right now. This is a better feature it’s free. Uh, for the next two months, we’re testing it out. See if it brings more volume. Uh, we want to track conversions. We wanna track volume, but this is a good way to get started on Google jobs. So you start to show on the search results and uh, not only, uh, on indeed, why, because you want to show up in three places this box on indeed <affirmative>. And hopefully if you did a good job on your page, on your job page, on your SEO page, you’re gonna start to show up eventually in the second or third page from your own company. So for example, this company here, king of mates, you see, this is a natural result of a company, uh, here in Miami.

And then you’re gonna see, you know, clean authority. This is their page. So the third page or second or third page is where those natural search engine results of those, those companies start to show up. So think about this. If you show up on Google or indeed, and then you show up on the search results, you are gonna be very ahead of most people. Now add to that a good landing page, a good site, good photography, good video, good description of your job. Now you’re 80% ahead of most companies. So please make sure that you have this. You have time to set up these things, uh, pay your web developer. Whoever’s helping you in that to really build a quality page with good SEO. Then you’re gonna be a lot more, uh, ahead of people when it comes to creating, uh, volume and bringing people to your company. All right. Let’s um, Let’s look on back here. What else do we have? Okay, so that is basically, uh, as far as that SI recruiter is another player in the game, SI recruiter has been trying to really Coming to, uh, the game of indeed and try to really gain some market share. Uh, we, we, we are pushing right now to see recruiter, uh, why, uh, because SI recruiter pushes the job to obviously their side, but they also push to other smaller job boards. So there’s a, about a hundred smaller niche job boards that receive different, you know, jobs from different companies. And we’re really working on building a better, uh,

Or distribute the job in more places. I think, uh, we are all tired of pain, uh, only indeed and they keep raising prices. They keep doing whatever they want and most people keep Spain. So we think we need to, you know, fish in another pond and really not depend only on one player or one source. We want to, you know, distribute the risk across other different sources of, of workers. So that’s why we’re building more connections to more systems as they become available. There’s not many obviously, but, uh, or bigger ones. There’s not many big ones. There’s glass door, there’s sip. There’s indeed there’s monster simply higher. Those kind are the kind of the big, big players. And then there’s a bunch of smaller, uh, smaller groups or job boards that we’re trying to push the jobs to those sites. So in the next coming months, you’re gonna see, you know, more distribution as far as, uh, pie to other systems. Okay. All right. So, um, I want to, uh, open up the mic to questions, things that you guys wanna share and, uh, would love to, to hear from you guys. I know there’s, there’s people that are struggling out there with, you know, managing the systems. And, uh, I wanna see if anybody has a question that we can help you answer today.

There one here’s one,

If applicants go to a URL instead of email, do they still go through the deal breaker funnel and our questions? Well, if you send somebody from indeed to, uh, like a pipe form on another form, obviously the deal breaker questions, uh, most likely will not, uh, go through on indeed because you’re telling indeed, Hey, do not take the application on, indeed send it to my site, send it to my form and I’ll do the screen because what those deal breaker questions of indeed is that you are asking indeed to screen people for you. The thing is that indeed the screening questions are pretty simple driver’s license or car or things of that nature. But the reality is that there are a lot more question that we need to ask before we consider somebody, uh, viable or somebody qualified for the job. So I recommend that the real screening occurs in your form with all the questions that you really need to answer or, and have answered.

Uh, that’s why, uh, uh, on our forms here that we’ve built, they all come with, uh, their pre template ready for you to use. And they have here obviously scoring attached to those questions. Uh, for example, if you have felonies, you get minus 10 points, you’ll basically be at that point, make mark as a C player and you will not have to deal with this person later cuz the system just mark puts it there and puts it in the C player category. This person will not be able to book a call with you, throughly only B and C a only BNA players can book through a currently, um, integration that we have here. So it’s important that uh, those questions happen in your web form otherwise. And what you’ve noticed so far is that most people, you know, yeah, could have a car and, you know, be available to work on a certain schedule <affirmative> but when, but indeed doesn’t allow you to create more questions that are very targeted to our industry. And what we’ve built here is a fully customized way to create your own forms with your own scoring. And you can change it. You can give more weight to another question or another. So that is a good thing about being able to really create a customized solution here. So that’s why I don’t use Indeeds apply or I don’t take them on indeed, cuz I know I’m gonna waste out of my time. And it’s usually people that are just there trying to collect unemployment.

All right. Uh, with indeed it’s a sponsorship of ads, the same as you paying for the ad. I have a friend in our industry that says she has never paid for an indeed ad, but in the past, if I didn’t sponsor an ad, I basically get no applicants. Okay. Thank you, Lynn. Um, basically sponsoring an ad, which is, uh, going back to my ads here, sponsoring an ad is basically paying for ads. They just call it sponsor. But I mean you can have free ads. You can have the paid ones and this is what I do. Basically I have, if you notice here, I have this one sponsored for two 50 and I have another one sponsored for 500 a month and they’ve sent 536 people. So the reality is that in some markets in some smaller, sometimes a free ad could work. But if you’re in a competitive city like Dallas, Atlanta, or Phoenix and big, large cities with tons of people or tons of good companies with the high budgets to hire people, you’re not gonna get away with a free ad.

So, you know, it really depends on the demographic area where you are that really pushes for an ad that’s to be paid or sponsored or not. So, you know, that’s why I, I tell you guys do not ask your friend in another city, how much they’re spending, because it changes dramatically from market to market, uh, New York city, for example, I have a friend there and he has to spend about $2,000 a month just to stay on top the search results because the density of the city, there’s a lot of volume of people looking for house cleaners. Uh, and then the companies are spending obviously as much money as they can to really bring those applicants versus somebody like in Kansas, in a small town, she doesn’t have to spend a lot because this, the town is smaller and the demand is different. So it’s very important that you, you guys do not really share or ask your friends in other cities.

Okay. Lynn response here that yeah, she makes sense. She’s in a rural area. Thank you. All right, let’s go to another question here. Uh, do you pay indeed for leads if they apply through your URL instead of email? Yeah. You always gonna pay, uh, even if you redirect people to your own, uh, form, uh, why, because that’s, that’s how they are. You’re always gonna pay for those, those people, uh, whatever form of application to email or through, uh, your website or your form. You’re always gonna pay, uh, to be remembered. Paying is what positions you’re you’re at on top of the search results. Obviously combined with the copy, the, the title, uh, the search query, all of that is what brings you to the top of urge. Uh, and then obviously if you have a budget of 500 a month, you’re gonna be shown more times than somebody that’s in the $200 budget and somebody that’s zero budget.

So because remember, if you think about Google, remember Google ads that you you pay through for the add on the top part, the yellow section, it’s the same way you just pay to be on top and to be displayed more times you pay more. So the bigger budget you get shown more. That’s why they track. Um, I was looking here, impressions. Impressions is what’s the amount of times your add is show own two applicants. And the amount of impressions that you get is basically directed or related to the budget and to the description of your ad. So that’s why good copy, good landing page and good budget will most of the time do the job for you, bring in more volume. Okay. Um,

Somebody asks here, as you mentioned, it was not too good to request too little information, but also it’s bad to have too many questions, one steps. What would be an average of ideal number of questions to have in our form? Well, I’ll answer here this, uh, for you. I don’t, I don’t know if it’s the amount of questions. Uh, I think it’s about the right questions. Uh, you know, if this was a, maybe be a cashier’s job, you know, couple of questions will be enough, but since this is a job that somebody needs to go into somebody’s house, I need to know more things. Um, so right here, basically we have, you know, I don’t know how many credit, I haven’t count them really, to be honest, but, uh, I wanna make sure I cover, uh, the following. Let me preview this form here.

I really wanna obviously cover, um, personal information, the basic information about some of somebody I want to make sure I have to know about your experience, your education. I wanna make sure I’m covering the background check section. Do you have felonies? Do you have to suspend the driver’s license? Have you have any issues with that? I wanna have a section of questionnaire, for example, I want to know if you need, uh, if you’re available to work certain days, certain times, I wanna know if you have, um, a vehicle, if you have, uh, you’re allergic to animals. I wanna know sometimes some of you know, of, of the companies, I see ask specific questions. If like, you know, can you mix bleach with this other product? What happens sometimes they wanna know if they really know how, how to clean, uh, with, you know, unique questions.

So, and then obviously the questionnaire and work history. So, uh, these are kind of the five areas you wanna cover, uh, in order to really make a good decision. So that, that will be the answer for that. Just, just, just not too many, not too little. You just have to have the right questions. Uh, we, uh, on pipe har we give you all those questions already for you to use, and they’re basically, uh, you just put in your logo couple, you just change these yellow sections and then you’re ready to go. You don’t have to, he created from scratch. All right. Um, Uh, you mentioned it was not good to request a little, oh, hate that. Sorry. That’s the same one. Okay. Louis. My, my cohost is saying that about 20 to 25 questions is, uh, the questions, the amount of questions are form. Um, so there you go. Yeah. The, the ones that I show you here, this was one, uh, right here. It was 37 questions as too too many questions. And this one was too little. So about 20, 25 questions is good enough to really know if that’s the right person for your job.

Let me see if I have more questions here. Okay. No more questions. Let’s check. Uh, let stop sharing his, Okay. Um,

You have questions, you can also send them to my email or you can send them to our Facebook group, um, every month or so I do a webinar and I try to always cover things that are very relevant and things that are people have having issues with. I know, uh, the market in general, it’s, uh, demanding. I mean, people are looking for, uh, for employees and, uh, you know, everybody’s looking for employees at this point, uh, what really is gonna separate you from, from the rest it’s, you know, your brand, your message, who you are, your copy, you really, uh, wanna attract people that will rather be in your company, not somebody else’s company. So that one is really important that you have a clear message and you have your values that you really want, uh, say it set out in your website. Uh, we, we have a section of values here on our side. Uh, it’s here values.

Why? Because that’s, you know, we, we, we really, we need to bring the people that will fit in our company, you know, before COVID anything with was fine. I mean, nowadays people are very picky of who they wanna work with and you have to be really good at communicating your brand’s message, your values. One of the things that, you know, people come to to work for GMAS, uh, it’s that, you know, we do everything with non-toxic products, green product supplies, uh, and you know, the customers that we attract are also looking for this type of company. So we really, uh, if you think about it, we’re in, we’re like a marketplace, uh, because we’re selling somebody time to somebody that needs it and we need to create this relationship. So it’s, it’s very important that the message to your customer is done correctly and the message to your employee is done correctly. So you can bring those two people together.

Um, okay. And I wanna, uh, thank you. Great info. Okay. All right. So, uh, in the next five minutes, I just wanna cover, uh, one, one thing that I’ve noticed, and maybe you guys can help me with this. Um, so as you know, we all use these different platforms and we all spend a lot of money on indeed and whatever sites that we used to to bring people in. So we, we had one idea on, on pipe was too, basically from all the applicants that I receive in my own cleaning business. And others that I’ve seen is that there’s about a 90% of those people, that one of the, one of those, a percentage of those do not qualify, obviously because they don’t have the legal documentation or they don’t have a driver’s law license, but then there’s another group of people that do qualify, but they are far from my location, or they are sometimes too young or too old or whatever might be the reason, but sometimes we cannot hire those people because different reasons, but they will work for some, anybody else’s, uh, company.

So I was thinking and say, what if I could put all of those applicants that I don’t use put ’em to the service or, or, or to, to a list. So other people, other companies could use those people, um, and instead spending so much more money, new leads, you could see a list of candidates around your local area that other companies couldn’t hire, uh, because, or maybe didn’t have the spot for them, or they just were not a good fit, but the company. So I was thinking of creating like a, just call it like a, um, a mini, uh, how do you call it marketplace, I guess, of where you put all these people that you don’t use. Uh, so other companies locally could use them and maybe you could resell those people, uh, or those leads to other companies, uh, for small a fraction, uh, versus you having to go out there and support money, money.

So if all of us would technically put those people in one side, it will reduce the amount of money that we spent on, on, on leads. And, you know, it will make it more efficient for all of us, uh, in the cleaning business to kind of have a master side where, you know, we put all the people that we don’t use and maybe somebody can use that person and can give my job to this person. So I’m thinking it, something like that. And I would love to hear any ideas about kind of like crowdsourcing <laugh>. Uh, so that is a quick idea. If you, if you, if you have any thoughts about that idea or, uh, would you like to hear more about it or participate or explore more about it? I would love to talk to you. You can send us an email to Juan Piper, hrm.com and, uh, just maybe contact us through that.

I just wanna explore this, if this is something we could do with our current users. So people can really take advantage of all these people that are being technically not higher or wasted, and it could be a good opportunity for other cleaning businesses to buy those, you making some money of those leads that you pay for to continue hiring. Okay. Um, all right guys, that’s it for tonight, uh, this will recorded and posted in our Facebook groups and on our YouTube channel. If you haven’t subscribed our YouTube channel, go look for us in YouTube as PI higher, and then click subscribe. You get notified every time that we create a video. And thank you so much for tonight and have a great night. God bless you guys. Bye bye.


🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

Still undecided or unsure how to hire for your cleaning business? Should you do w2 employees or 1099 independent contractors. In this webinar, we discuss with Cleaning Coach Debbie Sardone all the advantages and disadvantages of each type of contract.

I’ve personally done both, I’ve spoken to hundreds of cleaning entrepreneurs about this, and I think together with Debbie Sardone, we will help you make a wise decision a clear direction for your business.

Debbie Sardone:

Thank you. I’m so honored to be here. Always happy to. We still see your screen, I guess you know that, but we’re still looking at your screen.

Juan Chaparro:

Okay. Yeah.

Debbie Sardone:

I didn’t know if you knew that, but yes, I’m so happy to be here. Always honored and love working with Juan. He’s built a great business with Pipehire. He’s one of our mop-free millionaires. He and Karen have built a phenomenal business.

Juan Chaparro:

Thank you. Yeah. Thank you. It’s been a pleasure. All right, so let’s get started here. I want talk about some definitions, the pros and cons of these different type of models. I want to talk about this event in Dallas, CBF event this next April and some Q&A. It’s very important that you guys have questions pre-written if you want, that helps us as speed up the process as well.

Juan Chaparro:

All right. So definitions, this is very … You know, Debbie, a lot of people think they have contractors or they think they have employees and they mingle and commingle or confuse these terms a lot and I see that happening across the board. So I researched here and I wanted to put here what’s the definition of the independent contractor, and then we’ll look at the employee definition. So the independent contractor is the self-employed. They set their own hours, they use their own tools. They might sometimes clean for more people, not just your company. We’re not supposed to hold taxes from them and their paychecks. And they do their own taxes and they provide their own benefits. Normally, the form that we use is 1099 to report their earnings. So the independent contractor is really independent and supposedly we cannot train them. We cannot tell them what to do, where to go. We cannot set schedule for them. We cannot put uniforms on them. There’s a lot of more things that the IRS considers a real independent contractor. And that’s where a lot of people get this confusion.

Juan Chaparro:

Let’s look at the employee definition and then we’ll talk with Debbie exactly on this. So an employee is hired by your business under an employment agreement to work for you in a certain schedule. You will hold taxes from their wages. You train them to get a specific result, which is, this is what I like the most from the employee model. We pay their employment taxes for them, or a portion of them. Typically, 7.5%, if I’m not wrong. We like to provide benefits. We have more control over them and we say where they go when and how the job is done. That is the employee.

Juan Chaparro:

Here’s a chart, but I want to hear about Debbie’s first. Debbie, I know you’ve coached hundreds of people in both situations. Why don’t you share more about your opinion on really 1099 versus W2 pros and cons, and like to hear what you have for the audience today.

Debbie Sardone:

Absolutely. Thank you. Thank you so much. Juan, the truth is the IRS is cracking down on businesses who misclassify their employees, right? So that’s really the big problem is so many times people think they are complying with the laws because they’ve made a few adjustments to their business model. And if you misclassify an employee and you designate them as a 1099 subcontractor, and the IRS disagrees with you when they do an audit, if they do an audit. In all likelihood, most people who have classified their house cleaners for their company as 1099, in most cases, you would lose the audit and this could result in thousands of dollars in fines and back taxes owed, which could literally put someone out of business.

Debbie Sardone:

So it’s not so much about the pros and the cons of using 1099 workers. The real question is, am I doing it legally? Because right now there are cleaning companies that have people they’ve designated as 1099 and then there are others who have people that are W2 or employee. So the real question is, am I taking a huge risk because they are literally misclassified? In most cases, if you’re a residential cleaning company and the people who work for you, who clean houses day in and day out, in most cases, you don’t qualify as 1099. And so I looked this up today just to double check and make sure not too much has changed, but it’s actually gotten stricter, not lighter.

Juan Chaparro:

Oh, wow.

Debbie Sardone:

It’s harder to classify someone legally as a 1099. Now here’s the thing, a small company can fly under the radar for a lot of years and never get caught, right?

Juan Chaparro:

Yeah.

Debbie Sardone:

I was one of those companies years ago. I didn’t even know what the laws were when I started cleaning houses and started hiring workers. And I made them 1099 because I didn’t even know how to hold out withholding taxes and payroll and all that. So a lot of cleaning companies are doing this by accident because they don’t know. Some of them are just afraid to make them employees because they don’t know what the ramifications and the liability is. But at the end of the day, if the IRS disagrees with you, that they are really employees and not 1099 miscellaneous subcontractors, then you have a giant target on your back as you grow your company.

Debbie Sardone:

Like I said, Juan, you can fly under the radar and get away with a lot when you’re a tiny company and nobody is noticing you. But if you want to grow your business, the bigger you grow, the bigger the target is on your back because you’re more likely to have a disgruntled employee leave and report you. You’re more likely to have a nasty competitor find out that you’re doing things under the table or under the radar and try to get you in trouble. So it’s more about when my business is bigger, I have more to lose by not being in compliance.

Debbie Sardone:

There’s three factors that the IRS says you have to consider in order to be considered truly a company that uses independent contractors or 1099 workers. The behavior, the financial piece and the whole type of the relationship. And so not much has changed in the last 25-30 years since I converted to employees versus contractors. Not much has changed other than it’s even stricter and it’s harder to comply with the rules. And the IRS doesn’t allow you to have some of the rules that you’re complying with and others you’re not. They say, if you’re out of compliance in any of the rules, you’re out. They’re not contractors. It’s not like, well, mostly. So we can’t say, “Well, but I don’t train them and I don’t give them equipment.” But do you control their work environment? Do you control their schedule? Do they work exclusively for you?

Debbie Sardone:

Here’s one of the qualifiers and here’s how the IRS … And they’re cracking down. They’re stricter than they used to be because they want their tax revenue. They want their tax revenue, right? And so they’re stricter than they’ve ever been before. But one of the key factors they look at is this person that you’re classifying as an independent contractor, do they have their own cleaning business? Meaning, they’ve got a name for their company and their own EIN. Probably not. Do they have other clients they clean for? Maybe in some cases, yes. But do they literally have a business? They say they’re behaving like an employee if you work them full time and they work for you full time and they don’t have other clients, you are it. You’re an employer and they are an employee, even if they carry their own supplies. If you’re the one that bids the job and tells them how much they will be paid for the job versus them going and bidding the job and telling you what they will charge you for the job, right?

Debbie Sardone:

So the IRS gives examples on their website. If you’re a cleaning company, as an example, and you hire a handyman to come fix your glass door, he’s an independent contractor, right? He told you how much it will be. And he told you what tools he’s going to use. You didn’t tell him how much you will pay him to fix your door. And you didn’t tell him what tools he will use to fix your door. So he’s an independent contractor.

Juan Chaparro:

Correct.

Debbie Sardone:

Same thing with your bookkeeper. If a bookkeeper does your books, then they’re an independent contractor unless they work for you full time, 40 hours a week and they have no other clients, right?

Juan Chaparro:

Mm-hmm (affirmative).

Debbie Sardone:

Then that’s an employee. And so the IRS makes the same distinction. It’s, like they say, if it looks like a duck and acts like a duck and walks like a duck and quack like a duck, it’s a duck. So if you fill the contractor’s schedule and you train them and you tell them when to be and where to be, and you are their only client, they don’t really have a business, that’s your employee. Here’s one of the qualifications is if they’re a true contractor, they have their own business and they have their own level of risk. For instance, if the client refuses to pay, they’re absorbing the risk. They don’t get paid. Well, that’s not the case with us, right? In a cleaning company, if this employee worked hard all day in cleaning that house, they’re getting paid.

Juan Chaparro:

Yep.

Debbie Sardone:

And if the customer refuses to pay because they’re too picky or they think we damaged something and they won’t pay, we’re the ones that lose the profit, not the contractor. And so the IRS says, there’s no profit risk, that’s an employee. We can’t pick and choose and say, “But I don’t train them.” Right?

Juan Chaparro:

Yeah.

Debbie Sardone:

Most cleaning companies train that person they’re calling a contractor. If you train them, they’re an employee. And so there’s so many factors that it would be so hard to comply. Here’s the big one that I think gets us all, besides the fact that they have to have their own company and their own EIN, Federal Employers Identification Number, which most of them don’t, here’s the big one that gets us. The IRS says, for them to be classified as a contractor, they’re doing work for you that’s not a part of your business work. So when I hire a bookkeeper, that’s not what I do as a business. I don’t do bookkeeping, I do house cleaning. Right?

Juan Chaparro:

Correct.

Debbie Sardone:

So they’re an independent contractor because they’re just helping me with different services I need as I run my house cleaning business. But the people who work for me who are actually doing the house cleaning, that is what we do.

Juan Chaparro:

That is your core business.

Debbie Sardone:

That is my core business. And so when I hire people to go clean houses to do my core business, they’re not contractors according to the IRS.

Juan Chaparro:

Totally.

Debbie Sardone:

And that’s really tough, Juan. That’s so hard for business owners that are scared and nervous and worried about, “Well, how do I fix this? What do I do? Because I’m walking around with a big target on my back.” And I will say the solution is easier than most people think. It’s not nearly as hard as you think. And the IRS even has a program where you can kind of like start with a baseline and be forgiven for the past. They actually have a program for that, oddly enough, because of so many people. Or you can just sign up with a payroll service and just pick a date in the future that, I have employees as of January 1, or I have employees as of April 1st, right? You can pick a date in the future and decide you have employees.

Debbie Sardone:

And it’s so easy to have employees. I mean, you don’t really have to change the things that you like about your contractor relationship if you’re paying a commission and you’re following the laws in your state. There are so many things you get to still do and still be compliant and not walk around with that big target on your back.

Juan Chaparro:

Yes, I agree. And years ago that you started coaching us, we were running with 1099s. And just the fact of thinking that we had all these possible back taxes on our back, in our mind, that was mind. It was just stressing out.

Debbie Sardone:

It’s terrifying and it makes-

Juan Chaparro:

It’s terrifying because you-

Debbie Sardone:

You can’t sleep at night …

Juan Chaparro:

No.

Debbie Sardone:

… when you’re worried that you’re going to be found out, right?

Juan Chaparro:

No.

Debbie Sardone:

Once I found out that there were so many rules that I would have to follow in order to classify mine legally as 1099, I knew I couldn’t. I knew I couldn’t. And I couldn’t sleep because I knew my business was always on the verge of being found out.

Juan Chaparro:

Correct.

Debbie Sardone:

And so I do remember when you first came through the CBF program. I knew you and Karen had really a big vision for growing a big business, which you have, and it wasn’t that painful, was it, to transition?

Juan Chaparro:

I mean, back then really felt like a huge transition and completely … Or business at risk, but years ago now, this has been probably five years already, six years. Now that I see it from the other side, it’s like we are always thinking that it’s cheaper to run with 1099s that we don’t have to commit so much to them, that they’re really relationship is just very simple. But in reality, we were paying more out of our revenue for cost of good sold. We were paying around 65% out to those contractors and not getting their full schedule, their full attention to work exclusively for us. So we were over paying for labor and the things that really changed for W2 employees was that we had now somebody dedicated 40 hours a week for our business. And we can say when they go, where, how to do the job. And for us, that control was … And having to pay less out of our profit. That was the big change for us.

Debbie Sardone:

Exactly. And when we started working together, one of the things I pointed out … Now, obviously, you have to fix a lot of systems in your business that are broken for anything to work, whether it’s independent contractors and my business is still broken or employees, and my business is still broken. We still have to fix things in our business to run smoothly.

Debbie Sardone:

But one of the things I pointed out, which you just described is you can’t get employee loyalty with independent contractors because by nature, they have a right and permission to go out and be your competitor. So you bring them on board. They’re not really legally an independent contractor. You run them through training, you help them get better and better at the job. They actually finally do a good job and stop getting complaints. And now, you’re getting great reviews and everybody loves them, and you’ve just trained your next competitor. Because as an independent contractor, they’re supposed to have other clients and they will get other clients. And then all of a sudden they’re telling you, “Oh Juan, I can’t work Fridays anymore. I’ve got another client of my own.” You’ve just trained your next competitor. It’s impossible to create and build long term employee loyalty with independent contractors. I’m not going to say impossible. I’m going to say not likely. Not likely with independent contractors.

Juan Chaparro:

Yeah. I think in this specific business, house cleaning. I mean, there’s so much that goes into onboarding, training. So much that really … I mean, if you’re going to spend all this time and this money working and onboarding people, I mean, you want to get 100% of their loyalty, their full schedule. Because I mean, just to get two, three days out of somebody really to clean your houses is not worth it. And for us, that was one of the biggest game changers is like, we don’t want anybody to say, “Sorry, I cannot go to this job today because I have my own job.”

Debbie Sardone:

Exactly.

Juan Chaparro:

And you cannot do anything. It’s like, “Okay, just go to your job. I’ll cancel my job.” And that was one of the things that really changed us completely. So it’s been six years since then, so …

Debbie Sardone:

Yes. And you guys have built a business well over a million dollars because you fixed all those little pieces in your business that was kind of working against you. I know it seems scary. So some of the people on here today, and somebody else said, “You know, I’m already going through this right now.” Rebecca says, “I’m going through this right now.” It does seem scary at first, but I will tell you, it’s just like sitting in a movie theater watching a scary movie, right?

Juan Chaparro:

Mm-hmm (affirmative).

Debbie Sardone:

Your heart starts pounding, you’re scared out of your mind. But the minute they turn on the lights, you’re like, “Ugh, no monsters.” You get up, walk out. Right? And you get in your car and you go home. It’s the same thing with this. Transitioning to really becoming legally compliant so that you’re not always looking over your shoulder, wondering when you’re going to get found out and when it’s going to put you out of business. It’s not that hard, especially nowadays. One, there are so many great software programs to make it easy. Like Gusto is an app to do your payroll. There are payroll services. We use QuickBooks payroll. I mean, it’s really not that hard.

Juan Chaparro:

No.

Debbie Sardone:

And you just raise your prices enough to where you’re covering the payroll taxes and your labor burden. On average, and this is just an average across the country, you’re out of pocket expense that maybe people aren’t used to spending for payroll taxes and workers’ comp, on average, it’s about 21% of the wage. So you figure every $100 in wages, you’ll pay about $21 in payroll taxes and workers’ comp. Now, that’s average. Some parts of the country workers’ comp is higher. It’s going to push that up to 24. But you just learn how to price your jobs accordingly to compensate for the extra cost of having employees, but the benefits far outweigh.

Debbie Sardone:

So when you have contractors one, you can’t offer benefits. You cannot make them full time. That would definitely violate. You can’t give them paid vacation, you can’t give them any benefits. It’s impossible to create that bond and that employee loyalty that we create with our companies now.

Juan Chaparro:

Definitely. I always say that the retention of clients is really a byproduct of retention of our employees. If at the core of our business, we cannot provide these benefits and these good things as an employee, it’s very hard to keep the people loyal to the company.

Debbie Sardone:

Exactly.

Juan Chaparro:

I mean, I don’t know of a case that … Or there is very few cases that 1099s could work technically, but in particularly in the cleaning business, it’s really hard because we have to put these peoples in the customer’s houses and there’s a lot of risk that we cannot take when we don’t run all the proper documentation and it’s just too hard to run this business now make it a 1099.

Juan Chaparro:

Now, let me ask you. There’s these companies that are … They call themselves like a referral agencies. They see the company name and then the bottom says, a cleaning referral agency. I don’t know if you’re familiar with those, Debbie, that they just-

Debbie Sardone:

Very, very, yes.

Juan Chaparro:

I heard of them. I’m not really familiar with them. Why don’t you mind sharing? How’s different that than for the company like mind that was really hiring contractors and running them as an employee?

Debbie Sardone:

The referral agency model pretty much is mostly happening in California where people really struggle with the out of control workers’ comp rates. And so a lot of people, out of sheer desperation, launched the referral agency model to avoid workers’ comp.

Juan Chaparro:

Okay.

Debbie Sardone:

I would say probably in most cases, if the IRS investigated, the individual companies using the referral agency model would probably lose the argument with the IRS. The IRS is very powerful and they want their money and they want it now and they want their 10% penalties plus, plus, plus.

Juan Chaparro:

And they have the key to your bank account.

Debbie Sardone:

They have the key. One phone call and they freeze your assets. One phone call and they freeze your bank accounts. Trust me, I know. When my business was in trouble, I had my bank accounts frozen. You literally can’t get in and get a dime out of your own account. It’s terrifying, the power they have. So I would say that is a movement that it was mostly started in California out of sheer desperation over the absurd insurance comp rates.

Debbie Sardone:

Now, if I were in California, I would probably try it at a sheer desperation. But if you’re not in California, there’s really no reason to take that risk. It’s still very difficult to prove to the IRS that you’re following all of the points, not just most of the points that classify them as contractors. It’s very hard. And the workers’ comp rates have come down in California. They’re still higher than they should be, but they have come down. And if you do the business correctly and you’re charging adequately, you can have employees in California. It’s a little harder. Yes, that state has made it more difficult. There’s a few more states that have made it difficult, but yes, you can have employees and still succeed at the highest levels. We have mop-free millionaires all over the country. Some are in California, some are in Washington state, another very difficult state to do business in. Oregon, Oregon, very, very strict, difficult rules for business owners, but it is possible.

Juan Chaparro:

Cool. Thank you. I didn’t know that started in California.

Debbie Sardone:

The popularity of it, I would say. I mean, I can’t tell you where it originated. That is where I first heard about it and then it began to kind of pop up and it was mostly in California. And I get it. Hey, I understand their pain, but it’s still very risky.

Juan Chaparro:

Yeah. Yeah. I mean, so many businesses moved out of California to Texas and other states just trying to really operate a business and there’ll be pain in just taxes.

Debbie Sardone:

Tax to death. Yeah.

Juan Chaparro:

Cool. So we can see in this chart that I’m sharing here with you guys, there’s obviously some points that are important to keep in mind here that W2 is typically … I like this one really, on the short term, long term results, they are more focused and dedicated in the long run. I mean, if we really want to grow a cleaning business, we need them set up for the long run. Not like for just couple of months to get our jobs done.

Juan Chaparro:

So in reality, keep this in mind, things that really shouldn’t make or should make you switch is, you know, you’re going to spend less on payroll, you’re going to provide benefits, you’re not going to have the IRS on top of you, trying to see what you’re doing. You’re going to have people that are thinking long term that they want to be employees because that’s something that most people sometimes don’t think about is there’s people out there that want to be employees, they want to have the benefits, they want to be part of a company, they want to belong to a culture of a company. And there’s other people that don’t want that. They just want to run their own cleaning business.

Juan Chaparro:

And I had back then, lots of people that started, learned the business, go out, start their own company and I will see them on Yelp eventually starting their own cleaning business. And as Debbie said, you’re training your next competitor. And so I don’t see really a reason or a case for 1099 in the cleaning business. I mean, we’re not Uber or Lyft. This is really a different type of business.

Juan Chaparro:

Let’s look at the next slide here. I think that was Debbie your opinion. This is more of the same thing. Yeah, we’ve already discussed this. Okay. Debbie, I know you are running here in April, your event on the 7th, 8 and 10. I put in the topics here that are coming up in the event. Why don’t you share more of about exactly what’s going to happen in this weekend in Dallas? I’m excited.

Debbie Sardone:

Absolutely. So it’s just less than a month away, about 35 days from now. And of course, you’ll get to meet Juan in the flesh. Juan and Karen will probably be there and he will be one of our table sponsors with Pipehire. We adore them because they’re helping to solve one of the biggest problems in the industry with some great HR tools and background. And you’ll meet other vendors there as well that you will absolutely love to connect with. But for three full days, Juan, we’ll be focused intensely on how to 10X your team. Because right now, with the labor shortage and the labor crisis that we face in this country, people are desperate to find ways to add staff and keep staff, right? So many people are adding staff to replace the last one who quit and then hiring another person to replace the last one who quit. And that doesn’t help you grow.

Debbie Sardone:

This is probably one of the greatest cleaning business booms I’ve ever been in, in all the years that I’ve been in business. I cannot believe how much business is coming in the door. We can’t even keep up with the leads at my office in Dallas and we’ve got three people on sales. And so this conference, April 7th, 8th, and 9th is three full days, residential cleaning business only. So it’s not all the other service businesses out there. It’s specific to the residential industry. You’re going to hear from our coaches. They’ll be on stage speaking on topics that relate to how to attract and hire those A players, because anybody can hire a C player, right? That’s easy. We’ve been doing that for years. How to go from no shows to career cleaners, right?

Juan Chaparro:

Yeah.

Debbie Sardone:

So many people are getting the wrong people in the door and they offer them a job and they no show Monday. How to master that employee journey, so critical. How to build a self-managing team. We have so many employees or contractors that we end up that need so much supervision and management and it wrecks our quality of life as a business owner. And then how to create employee processes fit for a VIP. And then how to build a sticky workforce and stop hiring those quitters. That is just a nightmare. And then how to simplify, systemize, and sync your training. Sync your training because the owner doesn’t have time to be out there training the new person because they’re always replacing the last one who quit. So how to really simplify and systemize and sync your training so that it can run smooth as glass. While you’re still building your empire, you’re not out there inside another house, training another employee. And so three full days, Juan.

Debbie Sardone:

We have coupon codes. So if you go to cbflive.com. You don’t have to use that whole long string there. It’s just cbflive.com. Somebody can type www.cbflive.com in the chat and it’ll be clickable. And then if you guys will use coupon code LUCKY175, you’ll get $175 off your registration. So coupon code LUCKY175 to take $175 off and come spend three full days. If you’re thinking, “Oh, I can’t get away from my business. I have to clean houses.” You are the perfect person that belongs at CBF Live. Move those jobs, cancel those jobs, move them to next week, whatever you have to do. Be there April 7th, 9th, and 9th and you’ll get to meet the wonder Karen and Juan. I can’t wait to meet you. All of our coaches will be there to help you. And there should be about 400 highly excited, driven cleaning business owners at that event. So guys, don’t be left out. Don’t be left out.

Juan Chaparro:

Definitely. I think all these points hit right on the heart. There is so much going on in the labor market that, I mean, every point of this is like very important. I’m right now working on improving my training program, my system because it’s really kind of the last piece that brings everything together. Because hiring is one thing, onboarding, but training is really, I think the hardest piece of that recruiting process.

Debbie Sardone:

It’s critical. It’s critical. If we don’t get it right, we handicap what potentially could have been a great employee. If we don’t get the training right. And if it isn’t automated and systemized and you’re not using a proven process for training, what ends up happening is training drags on two, three, even four weeks. That’s costing you a fortune. It’s so expensive to train somebody if you don’t have a systemized process. So systemizing your training is a critical piece. It’ll be a rinse and repeat for you guys, but you’ll love it.

Juan Chaparro:

Yes. I calculated about $1,500 to $2,000. That’s what it costs us to hire somebody, train this person, get them out the door. I tell my HR manager, every time you’re giving the chance to a person you’re betting $2,000 cash on this person. And I say it’s critical that we pick the right people and then the training then it’s another component that is just makes this all work. So thank you Debbie.

Debbie Sardone:

That’s an excellent point. That’s an excellent point. I’m glad you put a number behind that, Juan.

Juan Chaparro:

Yeah.

Debbie Sardone:

Because people don’t realize how much money they’re losing by number one, not attracting the right A players. They just settle for whoever. Number two, not training them correctly and onboarding them correctly. Cost us a fortune. So yeah, come to CBF Live and let’s have an amazing three-day training event.

Juan Chaparro:

Definitely. I have here some questions from the audience. First one that I see here is, “Can we have an independent kind contractors sign a non-compete?”

Debbie Sardone:

Yes. Obviously, independent contractors can be required to not steal your customers, right?

Juan Chaparro:

Yeah.

Debbie Sardone:

But the problem is they’re probably not real independent contractors. They probably aren’t. But yes, they can sign contracts. Now, they don’t sign employment contracts of course, but they can sign a contract not to steal your customers. Absolutely. And I would require that they do that. The problem with that is a really nice, sweet person that’s an independent contractor, they don’t have to steal your customers. As an independent contractor, they get to say yes when the neighbor reaches them as they’re on their way to the car from cleaning the customer that you just sent them to and they get to hand the neighbor a card when they should be handing your card. There’s no violation there.

Juan Chaparro:

Definitely. And they start to build their own schedule and their own client base.

Debbie Sardone:

They build their own schedule. And now, you just trained your next competitor. Most people, if you’ll take an honest look at your schedule, your independent contractors don’t generally last two years because they either go off on their own and become your next competitor or they quit for other reasons.

Juan Chaparro:

Definitely. Here’s another question. It says, “The issue I’m having is getting my staff switch over to a W2. They see the money shortage with taxes taken out. Any suggestions on a positive spin for my holdouts?”

Debbie Sardone:

Excellent question, Rebecca. No such thing as a positive spin. People know when they’re being schnookered. So here’s the problem. It has to benefit them for you to make changes in your company. You can’t make a change in your company that hurts them financially. I know this is painful to hear, but this will solve your problem. They cannot make less money because you want to be compliant. And they’re not going to, they’re going to say, “Well, forget it. I quit.” Or, “Gee, I don’t want to go 1099.” So you have a couple of options. Option number one, which we teach this in the whole CBF formula. And of course, we teach you how to transition when you join CBF, which is what Karen and Juan joined about five years ago, we teach you how to strategically and delicately transition from 1099 to W2. I know because I had to do it. 30 years ago, I had to do it. It was killing my business and it was preventing me from growing. But one approach is you grandfather them in. You kind of don’t mess with them, especially if you’re paying like 65% commission, how do you compete with that? Right?

Juan Chaparro:

Yeah. No way.

Debbie Sardone:

So one solution is you grandfather them in and all new hires are built off your new model of W2 employees. That’s one way. It’s like a bandaid or duct tape, right? Duct tape is good in the short. In the long term, it’s not great, but that’s one way. The other way is make it worth it. Now, there’s like a two-hour module we teach on, on how to make it worth it in terms of benefits and higher pay and all this stuff. So you have to make it worth it for them to be excited about it. Otherwise, they’re going to resent you for taking away money that they had in their paycheck. I know you and I know logically, “Hey, I’m paying your taxes.” But when it comes to paying their rent and paying their car payment, all they can feel is, “I don’t have as much money in the bank. Thank you very much.” So you have to make it worth it to them.

Juan Chaparro:

You know, a lot of these workers, they do not see value sometimes in the payroll taxes that we’re sending to the government.

Debbie Sardone:

Correct.

Juan Chaparro:

And they don’t think-

Debbie Sardone:

They don’t care.

Juan Chaparro:

They don’t care and they don’t think that in April next year, they’re going to usually get a refund.

Debbie Sardone:

Exactly.

Juan Chaparro:

They’re thinking short term. My rent this month, my bills this month. But one of the benefits that my employees mentioned is like, “Hey, in April, we always get money back from the government.” And I say, you know, “That’s great.” Before that, we have to give them their 1099 and says like, “Here you have [crosstalk 00:42:13].”

Debbie Sardone:

And they owed. They owed.

Juan Chaparro:

They have to pay the government now. And so you have to explain this transition. When we did the transition, we mentioned that we lost probably 30%, 40% of the staff at that moment, but we’re focused on finding new people. This was five years ago, very different environment, but we were able to start replacing those people that left with employees. Eventually everyone became an employee and the ones that are independent contractors left because we were not assigning them enough jobs as our employees. Because an employee is committed to giving you a full time, 40 hours. So you’re going to obviously provide a full-time job to a full-time person. So you’re committed with them as well to give them enough work so they can make a good paycheck. I see that as a relationship that has to work for both. And we’re both committed to providing work and you provide me a labor and that relationship has to be clear in order to work.

Debbie Sardone:

And it’s scary for people watching this thinking, “Oh no, I can’t afford to lose 30% to 40% of my workforce.” But you got to remember, Juan had a whole bunch of part-timers, right?

Juan Chaparro:

Yeah.

Debbie Sardone:

So the people he lost weren’t working that much anyway. Right? So you got to remember that. The cost to your business of having too many people who don’t do enough work is expensive in terms of time and effort and lost profits. But the other thing is you don’t have to rip the bandaid off all at once overnight. The other thing is you can grandfather in your best workers that have a full schedule, so you don’t run them off until you make changes that appeal to them. So don’t be afraid to make this change with the new staff and grandfather in the existing staff and let them weed themselves out, as they always do.

Juan Chaparro:

Yeah.

Debbie Sardone:

But you don’t have to rip the bandaid off overnight.

Juan Chaparro:

Perfect. Here’s another question. “If the client is unhappy with the way the independent contractor cleaned, what do I do? Can I ask them to go back and re-clean?”

Debbie Sardone:

Absolutely. Whether they’re classified as an independent contractor or an employee, you can require that if the job is unsatisfactory, I will send you back on your own time. Obviously, that’s easier to do as a contractor. It’s a little harder to do as an employee, but there are ways to make sure that works and that you are compliant in your state for what you do and what you don’t do in that regard.

Juan Chaparro:

Awesome. Perfect. Let me see if there’s anything here. No, I don’t have any more questions. Debbie, do you have anything else you want to wrap up with? Any final words, advice?

Debbie Sardone:

Yeah. Those were great questions. I want to remind people that the fear of the changes we need to make for us to get to the next level in business is usually worse than the reality. So don’t forget that. The fear is usually worse than the reality. These changes aren’t nearly as hard as you think. They’re never as expensive as you think and the payoff long term always outweighs the fear or the pain in the short term. If you know you need help with your entire system and structure, you’re not profitable if you had employees, you have too many underpay clients, you have way too much turnover, whether it’s contract turnover or employee turnover, you can always go to cleaningbusinessfundamentals.com, cleaningbusinessfundamentals.com. That is our training program that Juan and Karen took that helped them become mop-free millionaires. They’ve earned the green jacket that we give out at our events, Juan and Karen, make sure you have green jacket this year because we’ll be doing our green jacket presentation ceremony.

Juan Chaparro:

Karen won’t be there.

Debbie Sardone:

Oh, I wish she could. Such a beautiful lady.

Juan Chaparro:

Literally, last night, we had her third baby, so …

Debbie Sardone:

That’s right. Oh, that was last night and here you are on with us. Congratulations, Juan.

Juan Chaparro:

Yes.

Debbie Sardone:

Oh, that’s so beautiful. Well, give her my love. She’s a beautiful lady and a wonderful mother.

Juan Chaparro:

I’ll do that.

Debbie Sardone:

If you need help with your business and you’re thinking, “I need what Juan got. I need that help from A to Z.” Then go to cleaningbusinessfundamentals.com and fill out an application for a strategy session. And we’ll talk to you about your business and see if we’re a good fit to help you. Otherwise, I hope to see you in Dallas for three full days.

Juan Chaparro:

Definitely. Says, “Congrats.” Okay, perfect. So just to wrap up here, guys, you can always reach us at the Juan@pipehirehrm.com if you need anything as well. I’m open to share my experience on the switch from 1099 to W2. It was six years ago. So I did went through that process. It’s not fun, but the outcome is definitely worth it. And I think …

Debbie Sardone:

Exactly.

Juan Chaparro:

… you guys will want that outcome and not live in fear and you want to grow. And definitely that is the only way to really grow, specifically at house cleaning business.

Debbie Sardone:

And I want to do a quick little plug for Pipehire, Juan. I know you did this to feature me and to talk about CBF Live and 1099, but I also want to do a quick plug for Pipehire because pipe is one of the most unique, automated systemized HR platforms for the residential cleaning industry. My own company, we do over $2 million in revenue and we use Pipehire to manage our HR processes on the back end. I am telling you, he will make your life so much easier. So make sure you look into Pipehire. He came through CBF, he fixed his business. He got to a million dollars beyond, and now he has enough time, freedom and money to launch another business that he is also successful at. So I just wanted to brag on you, Juan, because you guys have done phenomenal and you’re truly providing a high quality service for cleaning business owners.

Juan Chaparro:

Thank you, Debbie. It’s a really a pleasure to be able to create these solutions out of our own pain. We started this two years ago. Actually we launched in CBF 2020 when the COVID started. So it’s going to be two years exactly here on this month. And it’s really providing a lot of value for people, especially automating the whole process of HR and hiring and recruiting. I always tell people, we’re not in the cleaning business, we’re in the staffing business. We have to be great at this process of finding people, training people, hiring, managing everything, because customers really pay us is for that, is to find people. And if we’re not good at finding people and retaining them, then we shouldn’t be in this business. So we just happen to clean houses.

Debbie Sardone:

Exactly. Staffing first, cleaning second. If you get the staffing piece right, you can make a fortune. If you get the staffing piece wrong, you’ll struggle your whole life.

Juan Chaparro:

Definitely. And I just shared a little URL on the chat here, guys. If you want to click on it, there’s a small survey about just things that you want to share, frustrations that you want to share. Because we are always improving Pipehire and we like to get people to share pains and things they have that we can improve through software. So if you want to click on that form, it’s a Google Form, very simple, very short. You just get pick things that you would like to see out there, that you like to be improved upon. We obviously consider those as new improvements features that we released throughout the year. And that’s it for today. I really wanted just to highlight Debbie, the event and how this transition is possible. And with CBF behind you, there’s really nothing to be afraid of. You’ll get out of it and you’ll succeed in your business. So thank you Debbie for your time. It’s been a pleasure. I hope to see you soon there.

Debbie Sardone:

Thank you, Juan. Thank you, Juan. We’ll see you soon and congratulations.

Juan Chaparro:

Thank you. Thank you. Have a good night. Bye-bye.


🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

I had the pleasure to connect with Miguel Zabludovsky a couple of months ago and was blown away by the synergy and shared vision we had towards improving the experience of hiring cleaning employees and, in general, a better job board for our industry.

He shared his vision for a better, a way better way to find house cleaning techs, and I believe his new startup, Heystack, could change the game for the good. I’m excited to share with him more of how Pipehireand Heysstack could redefine de future of HR and Hiring.

In this webinar, we’ll learn more about his story of growing Slate as one of the most extensive cleaning services in NYC and his full vision for Heystack; also, you will be able to do early registration for your company.


So Miguel, welcome. Thank you for coming


Miguel Zabludovsky:

Thank you, Juan.

Juan Chaparro:

It’s a pleasure to have you here. And I see that you’re having a lot of fun in that room. Looks very bright. And I want to get started with a little bit about your story, and if you can tell us how you got started in the cleaning business, kind of the pains, the successes, and just really we want to hear all about it.

Miguel Zabludovsky:

Yeah, sure. So I’ll give you the three minutes short summary of the last 15 years of my life. I’m originally from Mexico. I moved to New York City about 15 years ago or so, and I started a business, a laundry and dry feeding pickup and delivery service. This was way before all the on-demand revolution. And so I started picking up clothes in my bicycle, going around the streets of Manhattan, picking up clothes, taking them to dry cleaner. And so I built that business. I ended up building a dry cleaning facility and built this whole huge infrastructure with a lot of fixed costs. And then the recession hit in 2009 and I said, “What else can I sell to Juan or to Louis who already trust me with their clothes?” I’ll send them a cleaning lady. The cleaning ladies are Mexican, I’m Mexican should be an easy business to manage.

Miguel Zabludovsky:

And so I launched that and I combined it so that when I would deliver your clean clothes, I would send a cleaning lady who would clean your place and put the clothes away. All throughout this time, I was building the software to run both businesses. And then about a few years after that, about 2015 or so, I ended up closing the laundry and dry cleaning business, focusing exclusively on house cleaning. We were doing at some point about 50,000 cleanings a year. It was all based on having online booking and doing great customer service. And then I launched a really unique service, which is still kind of our bread and butter, which is daily cleaning, where I would send a cleaning person to your place for about an hour a day. Instead of five hours on Friday, she would go one hour every day and tidy up, make the beds then focus on a different area each day.

Juan Chaparro:

Right

Speaker 3:

[crosstalk]

Miguel Zabludovsky:

Anyway. So that’s kind of my core cleaning business in New York City. And about two years ago I turned that software that I built to run my cleaning business into a SaaS product where any-

Juan Chaparro:

Oh, hold on a second. You got muted for a second Miguel.

Miguel Zabludovsky:

That’s okay.

Juan Chaparro:

I was trying to mute everyone that was getting into the conversation. So go ahead again.

Miguel Zabludovsky:

Oh, good. So about two years ago, I turned that software into SaaS product where any cleaning company could use it to run their business. And it had everything from the online booking, the app for the cleaner, the whole package of software. And I’d been having conversations with cleaning business owners, trying to sell them the software for two years, hundreds of cleaning business owners. And throughout all these conversations, I realized that software was kind of a solved problem. If it wasn’t my software, it was another software. There’s software out there. And some are good for some things and some are better for others, but that was sort of [inaudible]. And the real big problem that I heard from everyone was, “I can’t find good cleaners.” And that seemed to be a constant no matter the size, no matter the location, the stage the business was in.

Miguel Zabludovsky:

And so that was really striking to me to hear that kind of feedback. And as I dug deeper into what’s the problem, I realized that there’s some structural issues that we can’t do anything about in the labor market, in the economy and so on. But for those job seekers that are actually looking for work, the line between a job seeker and an employer, a cleaning company business owner, was going all different ways because we’re all using tools that are really not made for the type of hiring that cleaning companies need to do. And so what cleaning companies do now is they’ll post on Indeed they will make a job post and then they will get 500 applications. And the problem is that companies like Indeed make their money by sending you more applicants or putting you higher on… You know. And so you don’t need more, you need better. And you want me to go now into what the solution that I came up with?

Juan Chaparro:

Hold on. So you mentioned this daily cleaning in New York City. Obviously that is possible because the condensed city that Manhattan is. The density where you would just take the metro and just drive to… Or not drive, but you will go to any building and you will be there instantly.

Miguel Zabludovsky:

I got to a density situation where a cleaner could just walk from one apartment to the other, and she could clean five apartments in a day and have just a 10 minute walk between each one of them.

Juan Chaparro:

That’s amazing. Yeah. That’s definitely only possible there. Most US cities it’s impossible to really do that. All right, so keep going. I just had that question on how you accomplished that, because it was impressive. So what’s the solution you came up with?

Miguel Zabludovsky:

Yeah, so as I was thinking more about why is it so difficult to find cleaners, I thought, “Look, a similar problem happens when you try to find a partner, a girlfriend, a boyfriend.” And so online dating kind of solved that in a way. And so I started looking more at what’s the online dating model. And if you think about online dating, if you need to put a job post to find a girlfriend and then get applicants and sort through the applicant resumes, it’s bananas. That would never work. And so Tinder, Bumble, all these apps solved that by having an app where you could see profiles of potential partners. And based on that decide do you want to reach out to them or not. And Bumble, which is a dating app that grew tremendously, their innovation was that it was the girl who started the conversation.

Juan Chaparro:

Oh, wow.

Miguel Zabludovsky:

So that was Bumble’s big innovation. And Bumble by the way is a public company with hundreds of millions of dollars in revenue. And I sort of took that as well and said instead of having cleaning companies reject applicants and out of 500 applicants that you get on Indeed you like five, and so basically you’re going through spam and you’re wasting your time going through spam.

Juan Chaparro:

And paying for those leads.

Miguel Zabludovsky:

And paying for those leads. Exactly. It should be the cleaning company who’s the first one to reach out. So the solution that I came up with is called Heystack. And Heystack is an app. You download it to your phone, you create your profile, and you say, “I’m looking for cleaners in Dallas,” as an example. And you can further filter that with industry specific filters. So you can say, “I only want cleaners that have experience cleaning hotels,” as an example. Or that you want to work as W2. Or want to work as 1099. So you’ll filter your list. And then you present it with a video profile. You can see the video, there’s actually four videos for each profile where the job seeker answers four default questions. And then you can see the work history. You can see whether they’ve been vaccinated or not, whether they’ve been identity verified or not and so on.

Miguel Zabludovsky:

And if you don’t think it’s a good fit, you’ll swipe left and get presented with the next job seeker. If you are interested and want to connect with them, you can swipe right and you have the opportunity to chat with them. And just take the conversation from there. There’s no job post, there’s no applications. It’s just connecting. It’s the straightest line between a job seeker and an employer. And once you connect with one or with more than one, you don’t necessarily need to hire them right away. Because another thing that I’ve learned in the cleaning business is that you should really build up a bench of talent that’s available to work when you need it and to have that bench ready. So you can have this list of job seekers that you like, but don’t necessarily need to hire them right away. But when you do want to hire someone, you can send them a job offer, and then just bring them into your system. If you are using pipehire or whatever you’re using to continue that onboarding process into your company.

Juan Chaparro:

Wow. That’s amazing. So we could say this is the dating app for the cleaning world.

Miguel Zabludovsky:

That’s exactly right. That’s right.

Juan Chaparro:

Okay. Wow. I mean, sounds simple. Like it’s a simple concept, but it really took time for it really to come out to that solution. All right. So that is amazing. Now what are some of the problems that you are seeing in general with the employment market and in general, where the US is heading as far as employees and labor market? I’m sure you have a lot of insights in your research and why don’t you share more about where that is going and how your product really fits into becoming one of the solutions towards that problem?

Miguel Zabludovsky:

Juan, to be honest I feel like I’m not labor market expert yet because we just came up with this idea and we built the app and we just building the supply side. We have about almost a thousand cleaners already in the platform ready to get work. And then we’re going to start opening up for the cleaning companies. But what I can see from where I’m sitting is that there is a ton of supply. There’s a ton of job seekers that are particularly Hispanic. So if you’re looking to hire Hispanic employees in the US, I see job seekers in pretty much every market that we go after, whether that’s California or Texas, or the Northeast Florida. I think the way things get tricky is in the fit, in making sure that that job seeker is a good fit for that particular company.

Juan Chaparro:

Yeah.

Miguel Zabludovsky:

So the knowledge that I can share about that is the cleaners are out there, the job seekers are out there, and it’s just a matter of finding a good match. And I think part of the problem that employers see and small business owners see is that finding that job seeker that’s a good match is really difficult because there’s so much not good matches out there.

Juan Chaparro:

Yeah, definitely. I recently wrote a blog post about Indeed being that companies focus really on sending you leads and not sending you an applicant. And making it so easy, because people literally download the app and just click apply, apply, apply, apply, apply. But they don’t take the time to read into the job what’s required and then really apply to a company that fits their needs and the company’s needs. And I got a lot of people commenting on this, that definitely all the cleaning companies in the US we’re paying tons of millions of dollars to Indeed for sending us unqualified people, just numbers and resumes and emails and phone numbers. But we don’t really have an application on hand that we can say, “This person is really serious about working here.”

Juan Chaparro:

And tons of my customers are in Indeed spending money. And then they go to the candidate section and just start messaging people, “Hey, please come to meet me, come to the interview, please come to a Zoom call.” And they are spending tons and tons of time trying to reach people that don’t care. And they just apply maybe because while they’re watching Netflix they’re just applying.

Miguel Zabludovsky:

There’s no cost to apply. Right?

Juan Chaparro:

There’s no cost to apply. Yeah. I mean, there is no skin in the game. Especially because when you have your resume on Indeed uploaded and you have everything set up there, literally it says, “Click to apply,” and it’s just one click.

Miguel Zabludovsky:

Yeah.

Juan Chaparro:

Yeah. So is this person applying to a hundred jobs in a day? I mean, what are the chances of your cleaning business getting that person to your work? It’s impossible.

Miguel Zabludovsky:

Yeah. Yeah. One of the things that I noticed that is different or could produce a different pool of applicants is that creating a video profile is a point of friction in the job seeker registration process.

Juan Chaparro:

Definitely.

Miguel Zabludovsky:

So it’s easy for somebody to create an account in Indeed and fill out a few fields and boom, that’s a job seeker. In Heystack you are not a job seeker until you have created your video profile. And that in itself is sort of a filter for someone who is really motivated to get a job, serious about it and willing to do the work.

Juan Chaparro:

Definitely. I mean I’m personally not so good on camera. For me to make a video or one of those Facebook reels or watching myself on my own cell phone recording for me it’s very… I’m not that type of person. So it is definitely a filter and a commitment. Somebody wants to work cleaning and they want to do their video and so that’s impressive. So a lot of people ask me why Indeed just sends us leads and not applications. And I explain that a lead is a name and an email and a phone number that’s interested in something that you have to sell. House cleaning or a house cleaning job. But an application, a real application, is somebody that filled a form and completed series of questions and then submitted the application and took time and effort to complete it.

Juan Chaparro:

And most people nowadays say, “Well, I just need names and numbers,” but in reality you don’t need a lot of quantity. You need a lot of quality people. And I think that’s where Heystack is going to allow to solve of that. Because to really to be a million plus cleaning service, you don’t need a hundred cleaners. You need 20 people, that’s it. So we don’t need hundreds and hundreds applicants. We just need couple of good people that we can hire every month. That’s it. I mean, if we can hire two people a month, that is 24 people at the end of the year. If you do that over several years, you have a 40, 50, 60 employee company and then you’re at three, four, five million revenue.

Juan Chaparro:

So I always insist to people pipehire or Heystack will help you in that process of screening and putting the best people in front of you. And Indeed is simply a lead generation side that sends us leads and we have to screen them, process them. But you’re going on the other side, which is really a different way to really attack the same problem.

Miguel Zabludovsky:

Yeah. Yeah. And I think the other hiring practice that a lot of cleaning companies try to do but may not do very well consistently is having a bench. So fine. You have the cleaners you need now, but you have one or two that you already know you have vetted. And if tomorrow Margarita can’t come to clean, you know that you can tap Sonia to come and fill that spot. So I think that’s kind of a quirk of the cleaning business that you can have a bench of cleaners ready to clean. And it may not be the same cleaner because that cleaner that’s not cleaning for you might end up getting a job somewhere else because you didn’t hire her. But as long as you have some consistent pool, like maybe Margarita was on your bench for a month and then she got a job, but you have somebody else. So as long as you can have someone in that bench, you make your company more resilient and less susceptible to losing customers because you couldn’t fulfill bookings and so on.

Juan Chaparro:

Yeah. I really like this concept of bench. I’ve never heard of that concept. And I think it’s genius because we’re always expecting everybody to show up, but that doesn’t happen always. And I think applying that comes to really help us. And especially right now, because there’s so many people looking for workers, not just cleaning companies, just everyone. We are really on the losing side that they don’t want to show up tomorrow there’s nothing we can do. And it’s really impacting sales. It’s impacting company reputation. So I’m telling my customers now that the fight is really over employees now, not over customers. Before it was over customers, now is who whoever has the best crew, the best team, is the one who has the clients and has the revenue.

Miguel Zabludovsky:

Yeah.

Juan Chaparro:

So the fight is now over people, over finding workers. And it’s everyone looking for, not just cleaners. I mean, all these blue collar workers is just tons and tons of places need these type of people. I mean, just look everywhere around you. These jobs, these positions are fulfilled mainly by blue collar workers. And it’s really challenging for everyone. And that’s why I brought you in this webinar today to really explain the difference and your product and what you’re doing to really solve this problem.

Juan Chaparro:

And I’ve heard a lot that you can only solve a problem that you experience, that you lived, and that you felt the pain. And Indeed clearly doesn’t understand our industry to solve this problem well, they are just interested in selling you leads. That’s why we all keep spending hundreds and hundreds of dollars every week for leads that are no good. And that is really the main problem. And I think that’s where Heystack really flips the thing and now puts the company with a person or matches the person in a company that really make it. And I think that’s what’s going to be a huge game changer for everyone.

Juan Chaparro:

Cool. Let me check here some of my questions. Now you mentioned about your supply side, and what is right now or when companies can start to experience this product and start using it for their own companies?

Miguel Zabludovsky:

We’re going to start opening up a couple of markets at the beginning of March. So over the past maybe month or two, we’ve been building up the supply and in the next two or three weeks we’re going to reach out to cleaning companies that are in our top markets to say, “Hey, we now have a supply of job seekers that you should take a look if you’re looking to hire.”

Juan Chaparro:

Got it. Can you share which are those main cities, if that’s possible?

Miguel Zabludovsky:

It is about 20 markets, the top cleaning cities, obviously New York, Miami, Los Angeles, San Francisco, Dallas, Denver. We can share it after the webinar.

Juan Chaparro:

Got it. Okay, cool. Yeah. So yeah, definitely. I guess the releasing city by city will help you really get traction for everyone involved in this process. I want to ask if anyone in the audience has any questions that you want to have or ask Miguel. You’re free to unmute yourself and just ask any questions. I’m going to check here on my Facebook, see if I have any questions that any person has. Okay. Have a question here. Is there any cost to use the app?

Miguel Zabludovsky:

Great question.

Juan Chaparro:

How is that going to work?

Miguel Zabludovsky:

Great question. Yes, of course. So Heystack is a hundred percent free for job seekers. So there is no barrier to a job seeker to come and create a profile. The first iteration of our pricing structure is a monthly subscription that is dependent on how many job seekers you want to have conversations with. So you’ll register as an employer, you’ll be able to see a profile of a job seeker for free, obviously. And when you want to connect with your first job seeker, that’s free. So you can also see the experience, the chat experience. So connecting with one job seeker is free. When you want to connect with more than one that’s when we have I think the first year is… I can’t remember 75 or $99 a month. So that gives you I think up to five job seekers, which for many cleaning companies that might be enough.

Miguel Zabludovsky:

But the idea is to make the pricing structure based on how many job seekers you want to have conversations with. It’s not how many you hire, so there’s no per hire fee. You can hire all of them, you can hire one. So we’re funding this by charging you for connecting you with-

Juan Chaparro:

Making the connection. Making the connection. That’s genius. Yeah. Because right now, mostly… And I’ve seen Indeed has two models to charge, per applicant or per day. And I’ve spoken to Indeed several times and I ask them, “Hey, why some cities is per applicant and some others per day or per budget?” And they say, “Well, we’re testing the markets so we can get the most revenue per each market or per city.” And definitely they’re making tons of money, but at the expense of us just paying, paying, and paying for leads that are no quality. And today, for example, I had somebody that requested a demo and she asked me to take a look at her hiring process. And I found two mistakes on her hiring process. She said, “I don’t have people. Nobody’s applying to my jobs.”

Juan Chaparro:

I said, “What is your problem?” And I look at her site. She had no jobs page to begin with. Nowhere in her site explained what are the benefits of her work, how much she was paying, nothing. And so she had basically no way to communicate what was the job about. And second problem was she was not having any budget in any of the systems to generate leads. So this person was literally just expecting calls from people that are interested in a job. And I said it’s impossible. You need to pay to get people in the door. Because remember, a good cleaner will make between 50 to $60,000 in revenue for every year they are employed with you. Obviously that’s a number around my area, but probably changes a little bit in there depending on the market.

Juan Chaparro:

But think about this, that we have to pay really to find people. They’re not going to find us. It’s not that way anymore. Before, yeah. People looking for jobs will come to us, “Please give me a job.” But the market shifted completely. And now we, the cleaning businesses, we have to go out there and find the people. We have to spend the money. We have to make our job attractive. We have to give vacations, awards, I mean anything that helps people come and apply to our jobs. Because now the fight is over cleaners. So those are the very common mistakes I find in a lot of people. And there’s something else I mention to most cleaning companies. And I tell them, “Look, we are not in the cleaning business. We’re in the staffing business.” It’s like, “No, I’m not into staffing business.” I said, “Yes, you are in the staffing business, you just happen to clean homes.”

Juan Chaparro:

But we are in the staffing business because if you look at your schedule where you spend most of your time, it’s hiring, interviewing, firing, disciplinary actions. I mean, we spend the most of our times is working with people directly. And when they think about that, it’s like, “Yeah, you’re right. We are in the staffing business, I never wanted a staffing company.” And I said, “You have to be an expert at hiring people. You have to be an expert in connecting with people in making sure they fit with your job.” Before, yeah, it was very different. But after college people really took a look at their life and decided to quit those jobs that didn’t mean anything to them. And then we have to really at this point be experts at hiring. And if we don’t love hiring and talking to people, we’re in the wrong business.

Miguel Zabludovsky:

The wrong business. Yeah. Juan, I want to mention something. You were saying with Indeed you have to pay first and then you get the candidates. And then it turns out that out of 500 maybe five of them might be good.

Juan Chaparro:

Correct.

Miguel Zabludovsky:

And I think that’s screwed up. And the reason why Heystack is different in that sense is that you only pay or you only start paying once you see a candidate that you like and that you want to speak to. So it’s not you have to put money out first and then you hope you get someone you like. Here it’s flipped. So if you first see the candidate, you like it, great. Pay so that you can connect with it.

Juan Chaparro:

There you go. There you go. That is a great analogy. Definitely. You are really switching the game here. And yeah. I was telling a customer of mine today, you have to spend 250 a month minimum if you want to get any people in the door. That’s it. I mean, minimum.

Miguel Zabludovsky:

And that doesn’t guarantee you that you’re going to like who you see.

Juan Chaparro:

Nothing, nothing. It’s just 250, just start to throw money in Indeed and see what you get back. But that is really a game changer what you’re doing, because I think this is going to make the problem and the frustration that cleaning businesses have of finding people and hoping and praying that somebody shows up to the interview. I mean that dating model is just completely wrong now. So I really like that what you’re doing and I’m glad that we connected and I’m sure a lot of people haven’t heard about you yet. And I mean, I think you have some really revolutionary ideas in your head and I really am expecting to see it work and expecting to connect the most that we can. Ideally some of the ideas that we’ve discussed privately is to be able to help those people that find a cleaner on Heystack to then integrate that process with pipehire so people will then completely funnel those people through pipehire and then finish the onboarding process, background checks, all the HR documentation that needs to go through.

Juan Chaparro:

So I think between you guys and us, I think we have a really good solution that’s going to make this process for cleaning companies a lot easier and better. And I think just you and me are… I’d say we’re revolutionizing this industry, because something has to change. This cannot stay like this forever. And this business is beautiful when you have the people. I mean, I always think about is I enjoy this business when we have the people working, but we hate this business when we don’t have the people. And my dad always told me, “Hey Juan, this is a cash machine.”

Juan Chaparro:

You just have to have the people, you don’t have to have a warehouse full of products. You don’t have to have a dealer out there with cars parked out. You don’t have to rent a store in a mall to wait people to come. You just have to be patient and you just have to keep finding people. And that’s why we are in this business. It’s daily cash flow. You don’t have to wait 30, 60 days to get paid.

Juan Chaparro:

So the cleaning business has so many advantages over a lot of the other home services. The recurrent model, you get paid every week, every two weeks, every four weeks, and this need will continue. People will continue to make dirty homes and this is not going to change with robots yet. It’s going to take longer. So I really want this to work for everyone. And I think Heystack and pipehire together can make this process of finding, hiring, onboarding, all of that a lot easier for everyone. So glad to hear that. Do you have anything in mind, Miguel? Do you want to share anything, do you want to invite people to sign up to your product or register? What do you have for pipehire user out there or anybody looking at this webinar?

Miguel Zabludovsky:

Yeah. Look, sort of a closing or summary, I think that hiring gets a really bad reputation. Nobody’s happy with that part of the business. And I think it’s deserved because it’s hard and it can be disappointing and so on. But it doesn’t need to. And the end result of a good hire is having a new connection with another human being. And I think that’s really, really valuable, despite COVID and Zooms and all of that. Personal connections are so important. And I want to bring that to the surface that and say, look, there’s another human being that you can connect to and you don’t need to spend $300 on Indeed for it and so on.

Miguel Zabludovsky:

So besides that benefit of making things easier, life easier, and finding a connection with another person that’s also going to make money for your business, maybe in the webinar notes, we’ll add a discount for any listeners who want to take a look and sign up. We’ll do probably somewhere around 20% for the first three months. You’re already saving money from what you would pay on Indeed, but-

Juan Chaparro:

Oh, definitely.

Miguel Zabludovsky:

… it’s an additional incentive to… See, the most important thing right now I think is to really get some feedback from all of the employers who are on the other side and saying, “This works, this doesn’t work, tweak it here.” So that’s going to be really, really valuable to continue building it to best serve their needs.

Juan Chaparro:

Definitely. I already went to your website and signed up a couple of months ago. So can you spell the website for them to go there and start to pre registration?

Miguel Zabludovsky:

Yeah. I see that Louis already put it on the chat. It’s Heystack with an E, heystack.jobs.

Juan Chaparro:

Perfect. All right. I looked at the website a couple days ago and it’s like, “Shut up and take my money.” There’s definitely so much value there, so much good visuals. And I feel this could really change the game for everyone. And especially I see a lot of people still trying to run this business, waiting for people to come the door, put an ad in somewhere and just waiting them to come to their office. But it has changed. After COVID this has changed completely. And I don’t think it’s going to be… It’s not going to be the same as before, that we have a lot of people wanting to work and apply. This is just going to be a completely different game. And I think this matchmaking or dating app for cleaning services is really a great solution for that.

Juan Chaparro:

I’m really excited to see. So this is going to be in March. And Miguel, thank you so much. It’s been really a pleasure connecting with you today. We’ll keep chatting on how to connect these services and how to make it easier for everyone. And I hope that you have a great time, wherever you are in the world. And whoever needs some advice as well, as house cleaning company business owner. I’m sure Miguel can help you guys, especially those in New York City, that market quite unique to the rest of the US. I know a couple of people in that market and they definitely have other challenges that no other people have in the rest of the US. So thank you Miguel again, and have a great day.

Miguel Zabludovsky:

With pleasure. With pleasure, Juan. Thanks for having me.

Juan Chaparro:

All right. No problem. Have a good one. God bless you. Bye-bye.

Miguel Zabludovsky:

Bye.



🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

Are you ready to capture all the demand for cleaning services? Of course, you do!

But wait, we need people! The problem is how to find people in this crazy market.

In this webinar, we go over an easy-to-follow The Hiring Funnel Framework from understaffed to fully staffed in the new year 2022.

I cover the step-by-step framework of what most successful companies are doing in order to stay staffed and growing while most companies are shutting down. Then, I teach you what I’ve learned in the last 17 yrs and from hundreds of companies I have helped and coached in their recruiting process.

Don’t give up now! A lot of your competitors are shutting down; this is the time to grow!

Get ready for a thriving 2022!


About Us

Learn more about hiring and recruiting for cleaning services.
👉 Facebook / Instagram / Youtube
👉 Get a free trial of Pipehire.
👉 Questions: Email us

Good news: The only reason people pay us is to hire housekeepers/cleaning techs to clean their homes.

Bad news: If we’re failing on this our business existence is at risk.

If you attended the last CBF retreat in Denver one of the most important lessons was though by Coach Art Locke, explaining the Employee Journey step by step and how we can improve this process, to make the journey more successful and hire more employees.
 
The not-so-good news is that there’s a lot of moving parts to this and most people can’t execute on this as fast as possible… and if you want to succeed in this current employee market, you need a system to do this successfully!
 
In this webinar, Art Locke goes over the Employee Journey and Juan Chaparro goes over how to implement this within Pipehire. (most of it).

Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at www.pipehirehrm.com to learn how better to manage all your cleaning employees with our hiring software.

Unreliable workforce, no one applying, or employees quitting? Is this your day-to-day? Don’t let it be this way.

“A company can only become the best-version-of-itself to the extent that its employees are becoming better versions of themselves.” –  Matthew Kelly.

I reached out to my friend Ken Carfagno, who has been teaching me about the Dream Manager concept and how we can apply it to our industry.

Companies that apply the Dream Manager concepts experience:

High levels of employee engagement.

Improved retention.

Attract better talent.

I think there’s no better time to fix our retention issues with additional training for us and our office managers. Let’s learn how to create a company people have a passionate desire to work for.


🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at www.pipehirehrm.com to learn how better to manage all your cleaning employees with our hiring software.

Ever wish to score cleaning applicants so you could hire better cleaning techs without so much wasted time and frustration?

Applicant lead scoring is an effective model that we use to help cleaning business owners and office managers identify which applicants are potentially the most valuable hires to your company that will stay longer and perform better over time.

In this webinar, Juan Chaparro will show you how we use the applicant lead scoring method in the cleaning business to:

Save time by preselecting applicants for you using a traffic light color (red, yellow, and green).

Reduce the cost of bad hires and constant turnover.

Increase the quality of the hires.

How to delegate hiring/screening to your office manager.

– Learn how to use lead scoring for hiring other roles in your cleaning company (not just cleaners!).

And lastly… If you’re a current Pipehire customer and you need help with your applicant scoring, be sure to attend this webinar you will learn directly from Juan how to set up your questions correctly.

  • Transcript
    Thank you for coming to this webinar. This is webinar number 18 about Cleaning Employee Candidate Scoring Done Right. This is one of the most important things that Pipehire does at its core which is scoring your applicants. Not everybody it's worth talking to. So I want to expand on this concept and how we do it here at Pipehire, and also what other advantages you can have in your business. So let's get started here...

    All right, so today’s talk we’re going to talk about what’s lead scoring, how to use it to your advantage, and putting it in practice. The definition really of applicant lead scoring is an effective model that we use to help cleaning businesses and office managers identify which applicants are potentially the most valuable hires. See this word, identify. This is a very important key because we think anybody could join your companies to clean homes, but in reality we need to identify the right people so they will stay longer, perform better, and increase employee quality.

    Why we want to score applicants? That’s the first question you might be asking yourself. First thing is reduce the cost to hire. There’s about a cost of $1500-$2000 that you will spend more or less hiring any cleaning technician these days. When you send them to training, when you pay for Google ads or Indeed ads, Facebook, when you pay your trainer, when you provide supplies, tools, uniforms, and all of these are just costs that you have to get over as soon as you get started with somebody. And this money if you do the wrong hire, it’s going to be money down the drain. So every time that you fail at hiring somebody, it’s going to be around that $1500-$2000 that you lose out of profit. So we want to reduce this cost as much as possible by just investing the right the money in the right people.

    Second will be to reduce time needed from the owner and management team to really sort through applicants. I get a lot of people contacting me that they have setups, their Indeed ads, and they get a lot of applicants but barely anyone responds and basically it takes them time to then respond, to engage with them through Indeed and this leads to wasted time and energy. And especially when you’re desperate for people this becomes more frustrating. So I really believe that reducing the time needed from us, the business owners or the management team, is very important.

    Number three, save time in the recruiting process. From beginning to end it takes two to three weeks to really onboard somebody and really have them out there working properly. So we want to reduce this time from the get-go to really impact the business positively and have the fastest possible way of cleaners cleaning these houses as soon as possible.

    Number four, increase quality of hires. This is definitely the biggest benefit that I see and why we should do lead scoring, is because there are a lot of people applying but very little quality. So when you have a funnel or an email full of applications but very low quality, it’s a lot of wasted time and money because Indeed still charges you for that lead. Indeed doesn’t care if it’s quality lead, if it’s close to your business. They just want to charge whatever they want to charge and that’s it. And we need to really increase the quality of these hires, and we do this by scoring them, by putting a number, a color to that.

    Number five, make the process automated for another person in the office to be or to take on this role. If you are a solo cleaner looking to grow your cleaning business and you don’t have any time to find people, manage people, then you need to have a system in place from the get-go so that you can grow your business. And this basically that’s why lead scoring is very important because it’s a process that somebody goes through, and then at that point you don’t have to do the sorting, you don’t have to do the picking people from this place to another place. The system will do that for you. And that’s what lead scoring helps you.

    Moving on to some of the benefits, reduce acquisition cost, I mentioned that already, understand better who you’re attracting to your job. This is very important. I see a lot of people that are attracting the wrong people to their job. That’s because part of that is because Indeed doesn’t allow us or these marketing systems doesn’t allow us to narrow just, let’s say, around 20 miles over our offices. So anybody, let’s say in Dallas, that wants to apply for my cleaning business, don’t matter if they live an hour away, they can apply. And basically we need to be able to put a score to their location and really understand who’s applying, so we don’t waste time and money when recruiting.

    And number three, to understand your leads behavior. This is important as you start to grow your business, you want to understand the behavior of the people that are applying to your job. Why? Because the copy that you write, the landing pages that you create, all of these things are important for you to then understand who’s applying to your job.

    All right, let’s move on here. Number four will be to segment your leads. Sometimes when you have two, three locations, you want to segment your leads. So depending on each city you want to basically put the leads segmented by city or by market or different. Maybe you have a commercial division and an industrial and then a residential. So you want to segment people to the right place, and this is possible through lead scoring. The funnel for residential cleaning is filled with just residential cleaners, not commercial cleaners. People tend to think it’s the same but it’s not the same. The people are very different for commercial and residential, very different people, very different ways to attract people. We pay very differently when it’s residential versus commercial. So this is very important.

    The next one is align HR and management. Typically, we want to be able to have the HR team, if you have a bigger company, you might have an HR team and a management separated, and there’s somebody just dedicated and focused on bringing people, interviewing people, screening people, meeting people, and then there is the management team that is running the operation. So when you have good lead scoring in place, the HR and the management team can basically work better, align together. And this is very important so things run smoothly.

    All right, number six we have increase applicants to employee conversions and revenue. We rarely think about employee or applicant to employ conversion. We always think about customer or lead to customer conversion. But we rarely think on the applicant who employ conversions. And this is basically the process in which you have, I don’t know, 100 applicants and then 10 of these convert to real employees. So that’s about a 10% conversion ratio from applicant to employee.

    We want to be able to track that specific number because if you see that you’re having great amount of applicants but very little conversion to employees, then that’s a problem, and we want to be able to solve that problem through lead scoring and to track all the things that we need to track to tell management and HR to correct things. So this is very, very important.

    All right. Typically, in sales and marketing world it’s done through like if somebody opened an email, then they get some points. If they click a link inside the email, they get another point. In this case in this image we see 10 points assigned to clicking inside an email. And then we have 30 points additional to somebody that visits three pages on your website. There’s software out there that do this type of lead scoring for sales and marketing, but in reality it’s a very different world than for recruiting people. But the concept is that you can make this to work in your sales and marketing efforts for your cleaning business to reach out to customers. But we’re going to see now how we do it inside Pipehire as far as employees go, so let’s check it out.

    So I’m going to jump here to Pipehire. Pipehire allows you to manage the whole process. This is one of the things that I always dream about is to hire, excuse me, to run the whole hiring process in one screen. There is so many steps that we require in order to filter and manage the employee and recruiting process that when I told my team what we needed, I said, “I need a big applicant funnel so I can track all the stages.” Right here basically we can see that we have the funnel starts at the incomplete stage, and then you can basically go to the right and you will see basically up to somebody that’s working and there’s even more on that side which is when somebody leaves the company.

    Now, this is the view of the funnel. Now, how do we score people within Pipehire and why is important? We score them by three colors: green, yellow, and red. The yellow, or excuse me, the red means that they are an incomplete application. They didn’t finish the application or that they have very low scores. Then those people are not worth talking to. They are not serious. Don’t even spend a minute of your time on these applicants. So they are marked as read and you can click here on Archive and then archive them. I don’t recommend that you delete them but you can archive them. Why? Because down the road we are going to re-recycle these applicants and Pipehire does an automated email to, in this case, this applicant, Sierra, to remind her to finish her application. So we do a drip campaign marketing effort on the back end so your applicants finish the process. Obviously if they were really serious, they will finish it right on the get-go, but we still try to help on that process.

    So that’s the red players or C players. Now moving to this B player which is yellow, those are people that are in the score between 50%-75%. And within our system we have in this case of this specific job form we have 21 maximum points allowed. So anybody that hits 80% or more gets a color, the A player status which is green, and anybody that’s between 50%-79% gets the yellow or B player, and anybody that’s below 50% gets the red.

    So as you can see here, we explain when you scroll over this exactly what is it about. And in this case all applicants that are B players will fall here, will fall in this stage applicant. Anybody that’s A player and it’s considered qualified then we will automatically the system will move them to the qualified stage, so they will fall in that stage for you automatically without any effort. Why is this important? Because when you’re rushed running your business, you want to log in, see who’s qualified, and work with those people. You don’t want to scroll through hundreds of applications and waste time on people that are not qualified.

    So whatever is the source of the application, Indeed, Facebook, directly from your website, you share the link to somebody, all of these people or these applicants fall into one funnel and the funnel does the job for you of sorting through and scoring them for you. And this is really what makes you save a lot of time and effort by doing the scoring.

    So right here let’s look at Nicole King for example. Nicole King basically here … Obviously this is a demo account so you will see a person’s name, their age, the score, 19 points out of 21 points, when it was created, and you will see basically all of their information. You will scroll through this application and now you can see here that certain questions have the score assigned to it. So for example this basic question are you authorized to work in the US? If the answer is yes you get one point. Do you have a valid driver’s license? Yes. You get one point. Has your driver’s license been suspended? No, which is what we want to hear, gets you one point. Do you have any felonies? No gets you one point.

    So the goal of all these questions and the scoring is that when somebody applies, they give you a score. That’s simple as that. And that’s the lead scoring basically. You’re going to get points based on your questions and the answers they provide. Now, you might be asking can I change these questions? Yes, you can customize these questions, you can change them around, reorganize them based on your business needs. But we created a really good form that’s a template, it’s already created for you within the product, so you will just basically sign up, get going, and you will have this form immediately available for you. I just recommend that you select the city and the state where you’re located, just put a price of your labor and a couple of quick questions and you’re good to go. Within less than five minutes you’re good to go.

    So let’s keep looking at this section here. The questionnaire asks if it’s available Monday through Friday eight to five, and it says yes, one point. Or you have a reliable vehicle? Yes, one point. You have difficulty bending, kneeling in connection with performing necessary cleaning duties, yes or no? No, which is what we want to hear gets one point. Are you afraid of dogs and cats? No. Perfect, one point.

    So every application that comes in green we want to look at it. And we went recently about two months ago or so, we created this badge called Recommended by Pipehire. And this is the people that we think are the best applicants based on your scoring. We’re working to increase the quality of our recommendation engine so you’re going to see some improvements down the road about this batch.

    So let’s look at exactly how we change the scoring. So let’s go here. Let’s go to Edit Form. And right here basically it shows you that you have 21 points max for this form. You put the location of your business, how much you’re paying, the type of employment and the experience that you’re looking for. And our forms are bilingual. So basically anybody that’s wanting to apply can pick their language. So right here we have in English and then here in Spanish. And if we go down below here, this gray area is going to be always there, and it’s automatically translated to Spanish, so there’s no need to do any translation.

    Now here in this section, experience and education, we have a question that we basically are giving certain points to whoever completed some type of education. So high school diploma will get one point, some college and other and college diploma two points. You could add a new choice and say if you have a PhD, I’ll give you three points.

    So let’s create a question from scratch here. So you could say much cleaning experience do you have? It’s required yes. So you could say one to two years, or excuse me, you could say 0, or no experience, and in Spanish you will translate it in this case no experiencia, and you will give zero points. Unless you are somebody that completely wants to discourage or you want to basically make everyone that says no experience to be out of the system and have a negative score, you will basically give here a negative score. But I don’t recommend that. I mean there is really good people out there that have no experience and want to become good cleaners. So if you say one to two years, then you will say one point, and then you will say anything that’s three plus years of experience I will give two points. And then you save the question here. Let’s remove the Spanish for now.

    So basically I created here this question. And I can drag and drop this question anywhere I want within the form builder. The goal is that you create questions that will reveal to you important things. And I recommend that you also stay within one or two points. I don’t recommend that you give like 20 points to a question or anything very big because it’s going to damage the funnel and how it looks like, because you want everyone to be graded very … how I say that, very kind of under the same style of scoring.

    So let’s create a question for example that’s a negative thing that you say. Do you have any felonies? This question might require yes. Yes, I have felonies. No, I don’t have felonies. In this case I could give one point to those that don’t have any felonies which is what I want, but I could also say if they responded yes, I want minus 10 points. Why? Because I want to automatically just discard them in the system. And then I select the question here.

    So right here you can see that it gave minus 10 points right here. This is very important that you understand when you’re creating positive and negative points. Ideally you want to stay with one, two points per question. If you give too many points to a question, then when somebody applies, the scoring is not going to do a very good job. For some of that reason we already have the form pre-created for you and with the scoring built in for you, but you can customize it.

    Let’s keep moving here in this form. Are you authorized to work in the US? Yes. One point. In the case that you say I don’t want anybody … I want to automatically disqualify somebody that doesn’t have the authorization to work, then I will basically at that point just put minus 10 points if you want, or in this case zero points. But sometimes people, they just want somebody automatically to be pretty much in the red color. Even though they might have really good responses to the rest of things, but if they don’t comply with one specific question, they automatically want them to be moved to the red color so that’s when you put a big negative number and that person automatically gets into that stage.

    This is another type of questions. We have drop-down questions as well. You can pick drop-downs or the radio questions whichever works best for you, but you can assign to those any type of scoring. Are you available to work Monday through Friday eight to five? We want to hear yes. That’s why we have one point here, and zero points here. Right now I’m getting this message that says that there’s very limited editing options because this particular form has already applicants in the system. If we change the questions, then the prior answers will be all messed up. So you don’t want to do that. If you want to … Let’s save this form. It’s important that as you are working and changing the forms and the scoring that you save the form.

    Now, let’s say I want to really … I want to start fresh with a new form, but I don’t want to type the whole form by hand. So you will basically go here, look at your form and just say Duplicate the form. You will put for example we can call it New House Cleaning Technician Job. You copy the form. All the form’s automatically questions go on to that new form. But since it has no applicants, then it can be fully edited. Let’s say I want to change for example I rather have instead of drop-downs I like to have this type of radio option. So you see how I can see now better. If you click again on the drop-down, this question won’t be as visual. But I want to basically be able to select here. And then something that we changed recently is that for example this particular question of job experience has one, three, six, nine points.

    So there was just out of these 24 points total in this form, nine points are basically here in just this particular question. I don’t recommend that you do this. We’ve made the mistake of assigning too many points in one question, and in reality you want one or two points per question. That way when somebody moves forward in the application, the result is a very well balanced application. In this case I will delete this particular … So many options are not great, so I will say if you have one to two years of experience or two to three years, I’m going to give you one point. Then I’m going to save this. And that’s basically that. I think this is too many options. I’m just going to say … I’m going to eliminate this one. I’m just going to say six months to a year. I delete this one and I’m going to save here.

    All right. So this looks a lot better. And I recommend that you have two, three choices at the most in each question. Something also we recently changed is to, in this case this question has one, two, and four possible points in one question. That’s too much. So I said, okay, I’m just going to delete this option and I’m just going to leave two possible points in this particular question. How much clean experience you have? Already we spoke about this one. Felonies, it’s there. I’m going to change this particular question to this type of …

    All right. So we want to edit this form to really fit our needs. For example, any felonies will give minus five points in this particular one, criminal offense which is pretty much the same but asked in a different way, have you ever been bonded? Are you available to work? You can change them to this type of formatting. Afraid of dogs and cats? This question is very important. I hired people in the past that were afraid of dogs and they had to leave the job. So I recommend that you ask this question.

    Now, when we come to open-ended questions like how to clean a bathroom, obviously since it’s an opinion and there is not a wrong or right answer that we can, when somebody types somebody we cannot say it’s wrong or right until we read it, but the computer or the system cannot do that. So my recommendation, if you want to get a score out of a question that somebody has to type, my recommendation is to make it basically a close-ended question. And you could do this. You could just take this option and say and give three options for example. You start cleaning the floors, then you start vacuuming the hair, which I think that’s what we like to do, so this will be the correct one, and then you start by doing the mirror. Basically here you can say, okay, the right answer is this one, so I’m going to give one point to this one, save the question.

    This will be a better way to really make an open-ended question more of a close-ended question that you can give a score, and that is something that we’ve been recently changing, is that we, sometimes some people like to hear and see how people write because when they write to you, you can see how they think, if they’re structured or not, but obviously these forms where you have to type tend to have lower conversion rates because people have to take more time and type. So depending on your marketing, the people that you’re hiring, you could do either/or to kind of leave one open like this open-ended where somebody just writes, or you can create one like this that has multiple options.

    All right, right here coming into are you currently employed? You can put this. Yes or no? If it’s yes, you could give one point, or no, one point here, and zero point here. One question that I really like to ask these days is have you cleaned or do you currently clean your own houses? If the answer is yes, I like to give a red flag to that particular question. So let’s make that for example. Do you currently clean your own house? Yes. I’ll say give her minus two points, and now give her one point. Why? Because sometimes people that are cleaning their own houses, their own clients houses, sometimes these people will come and try to steal some of your clients. So you don’t want that.

    Now, let’s give an update to this form before anything here. All right. How did you hear about us? For example, one of the things that I like to do is to give two points to people that are coming from friends or referrals from within the company. Very important because these people are more likely to convert to an employee because they have their friend backing you up. They’re mentioning. They’re making good money. They’ve seen how they are probably getting a new car or just generally living a bit better, a little bit better.

    People that come referred it’s just like a client that refers another client. It’s closing that sale, is a lot easier, and in this case making an employee that applied to and referred by somebody else then making them an employee of your company it will be a lot easier. They’re going to trust more in your company because they’re trusting that their friend recommended and they wanted something good for them. This is one good sign when you have employees referring others, it’s a really good sign that you have a healthy company and the people like to work there. Because when somebody recommends to somebody else about your company, it’s sending them a message like, “Hey, I trust this place. Come and work here.” So that’s why I put two points here.

    All right. And this question, it was just a joke, what’s your favorite ice cream flavor? It was just for test purposes, but you can create any question that you want. You can be as creative as you want. I have even thought of asking people to upload their photo. Upload your current photo. Why not? You can try anything. Or I also thought of, hey, like this multiple choice, which social networks do you use? And I will put here Facebook, Instagram, I guess TikTok, I don’t use it but it’s just very popular these days, and let’s say YouTube for example.

    You could put score to whatever of these and then kind of gives you a better, more information about somebody that you want to make sure it’s a good applicant. I haven’t even thought of asking them to put their Instagram handle or their Facebook handle and make it required and see what happens. It’s very important that we check their social networks. That is something that we’re working on, trying to really get a full photography or a full picture of somebody’s profile within Pipehire. We want to be able to provide that to our clients to show them, if they have social networks to show them the links within the system. We’re working on that and see if that’s a possibility but we’ll keep you updated.

    So let’s save this form and we’ll answer some questions at the end here. I’m going to preview the form here. All right. I’m going to call myself test. My email. I’m going to put my birthday, the state and the city, address. And I didn’t show you this, but here’s the Spanish version. If you click here, you will see how it changes from Spanish to English. Now if you know Portuguese or another language that I’ve seen people request, you can put this in Portuguese. You can remove the Spanish part and put it in Portuguese. There’s a lot of good applicants that speak Portuguese in some states of the country, or Russian. I know in south Florida for example there’s a lot of Russian people cleaning, so you could put Russian. You can use it to any language that you want. And we have people for example in Norway, in Europe using it, and they have everything translated to Norwegian.

    This is kind of how the application will look if you don’t have it embedded in your website. If you do have it embedded in your website or a mobile version, the mobile version for your applicants is going to look like this. So it’s going to look very, very beautiful and the applicants will just go through this application on a mobile device, or if they’re in a computer or laptop they will see the full screen.

    So moving forward here let me continue my application. Okay, so I will enter here obviously my last three employers, test example here, experience, I did get the diploma, how much experience again, any felonies? No. Next. Are you authorized to work in the US? Yes. Valid driver’s license, yes. My number. No. Felonies no, convicted no, funded no. Are you available Monday through Friday? Yes. Reliable vehicle, yes. Difficulties, no. Accommodations to perform, no. Not afraid of dogs and cats, for sure. I start vacuuming the hair, and then I can start to put different steps, steps to clean the kitchen. Basically you can see how people write. Are you currently … you clean your own homes? No. I can start working in August the 1st, 2021, and I was referred by somebody. I have Facebook, Instagram, and YouTube.

    And right here, these terms and conditions are very important. A lot of people and I’ve seen some people delete them completely out of their application because they don’t, I guess don’t understand it, but let me explain why it’s important. Because when you hire somebody, you actually want to run a background check, and then these check boxes are giving you already the permission to do this. So this is basically the acknowledgements that they can be … can run background checks and also you can run their motor vehicle report which is another very important thing to see when you’re hiring somebody.

    So my recommendation is don’t delete them, leave them there because as soon as people finish the application, you will be able to see and run their background check if you need to, not wait until you see them in person or you basically assign a paper document. You don’t need to do that. You can do it right here immediately.

    So you send the application. And let’s see. I think something’s missing. It’s all good. Let’s look here at the funnel. All right. So anybody that finish their application, we’re going to send you a text message automatically to your phone. So right here on the top in my account you’re going to basically click, you’re going to put your cell phone number in this field. This field basically you’re going to put your number, you update it, and every time somebody applies, you get a text message. And I have some images here I want to share with you of how that looks.

    Basically you will see … This is a screenshot we took from our phones. You will see it says awesome news, you have one A player applicant in your Pipehire funnel, and it will give you all the data. Let me show you another image here on my images here, right here. So you will see basically this. Once you click on the message, you will see the name of the person, the age, their email, the location, and when they submitted the application.

    And this is very important because when you are busy running your business and you have forgotten or you let your guard down about hiring, you get this text message notification instantly and then you can see it and call the person. And this is one of the most requested or favorite features that we implemented, is that speed to hire people. And I recommend that you put in your phone number here. That way you will get the notifications immediately when somebody applies.

    And last but not least, when somebody finishes completing the application, we’re finishing the Calendly integration. So you’re going to be able to have a section that you can enter for just some interview call, another session to do like an in-person interview. So people will be able to pick if they want to see you in person or they want to see you through a video. And I’ve seen a huge improvement in your conversions by having people … Oh, here’s the image, let me show you, right here. This is what we’re finishing coding here now as we speak.

    So you will see now this link for in-person, by phone, or a Zoom call. And then if you use Calendly, which most of you do, you’re going to see in your app you’re going to have the notifications turned on Calendly. So all applicants landing to the funnel get a score A, B, or C. And then now those that are even more interested will be able to pick if they want to see you in-person, by phone, or Zoom call. So now all this process becomes automated and you also have the SMS notification turn on. So think about this. You’re getting pretty much every step of the way all the funnel ready for you to really tackle and hire people fast, as fast as you can, in an organized fashion in a funnel in one process.

    Let me show you another image here. Yeah. Thank you Luis. When somebody finishes their application, they will see this little section here in-person, by phone, or by Zoom call. We live in a world where people want to have control of their destiny and their things, and especially our generation, we want to be able to pick our destiny and how we do things. So we notice that we will get to interview more people if we offer them different options in-person, by phone, or Zoom call. And I’ve personally in my own business experienced tremendous speed saving time and hiring more people because I’m just giving them the option of how to pick. Obviously very important, the system doesn’t allow C players to book a call, just B players or A players.

    In version 2 of this release we’re going to have the ability to customize if you just want to meet A players and no B, no C, or depending sometimes we’re desperate and we need B players as well, so in that case we allow B players. But one of the most exciting things that are in the works is that we could say, if somebody lives more than 20 miles out of my zip code or my city, don’t allow them to book. Even though they might be a good A player or B player, but if they’re too far of my in service area, there’s nothing I can do about. I don’t want to see them, unless they want to move to my city. It has happened to me before but it’s very, very rare. So that’s why we’re implementing these customizations so you can really select the type of person that you want to meet in the interview.

    All right. So basically that is the lead scoring method that we’ve developed. It’s just going to get better and better as we move forward with the development and as more support comes from you guys. We have received a lot of feedback, and as much as we want to execute all the feedback, it’s a lot of work to really make it all work. But we’re looking into this overall picture of what people want and we’ve noticed that what people want is more automations, less time, everything to be really kind of in a silver platter to you and effortless. We really want this process to be effortless.

    So let’s see if we have any questions, and I think we’ll wrap this up. Check here. I do have a question here from Renee that says if we’ve ever hired that was yellow. And the answer is yes, I have hired people that are in the yellow area, but looking at the application with more detail. Sometimes people … I mean two things could happen. If you have your form set up incorrectly, which I’ve seen customers with the forms incorrectly set up with scoring that is completely wrong, then you might be having good A players applicants getting B status.

    So if you currently are using Pipehire and your form is not properly set up and you want me to help you, coach you to fix it, please book a call. I’m going to have Luis or Isaac help us put my URL in the chat group so you can book a time after August the 10th. I’m going to have a little break this coming week, but if you need help kind of like one-to-one, meeting you one-to-one, then we can do that for you. But if you have quick questions, technical questions, just by clicking here on this blue Ask button, Luis will answer you immediately, Monday through Friday, nine to five.

    So going back to the question if I ever hired C players, yes, a B player is yes. One of the reasons was this person was too far away and because we had a question about how far do you live from Downtown Dallas. And I said, well, if anybody that lives more than 25 miles don’t give a point. So that person didn’t get that point because she was living like 30 something miles. But when I called this … I really liked her application in general, but I noticed why she’s getting a C, a B status, then I noticed it was about location.

    So I called the person and say, “You live too far away from my area but I really like your profile. I don’t want you to quit three months in the job because you’re driving too much.” She said, “Well, I’m planning to move to the area if I really get the job and I like the job.” And I said, “Well, I mean you’re going to be driving one hour back and forth each day, plus whatever you drive within home. So you’ve got to probably be two, two and a half hours driving every day. Are you okay with that?” And she said, “Yes, I’m okay. I’m making eight bucks an hour and you’re promising 18 to 20, so I’m willing to take the drive.”

    So really I hired this person and she then moved eventually. Like six months later she moved to a closer area and that’s how I rescued somebody from a B player to become an A player.

    So I recommend that in this case for example this form has 24 points max. I mean if somebody, remember, to get A player they need to have 80% of the scoring of that form. So 24 times 80% it’s 19.2. So anybody that hits 19.2 points or above gets A player, but if you see people that are with 18, 19 points that are a B player, open that application, look at it in more detail, and then see if you like the person, make a phone call, and maybe this person will change to an A player.

    Let’s look at another questions here. All right, people ask if the integration with, excuse me, with Calendly will have an extra cost. And at this point no. This is something we’re delivering for you guys out of value. We want to deliver as much value as we can with our product. We feel is a needed tool to make your business run easier, faster, and better. So as of right now it won’t have an extra cost. Is the SMS notifications already active? Yes, they are already active. I know a lot of people using it. They are loving this feature. As soon as you get an applicant, you’re getting a text message and that is live now. It is working.

    You need to for sure have your phone number back to your … going to your account section here. You need to have your phone number there. As long as you have your phone number here, you’re going to get notification. Remember, it has to be a phone that has the capabilities to receive text messages. There are some business phone numbers that can receive SMS messages. You can do that. But I recommend that this message is sent to the person that’s doing the hiring, that’s focused on hiring. If you send it to the sales team or to customer support, I mean they won’t do anything. So I recommend that you send it directly to the people that are doing the hiring. So that is the most important thing by taking action.

    All right, so let’s check more questions here. All right, some people are asking about the onboarding process of DocuSign, all of those systems. Right now that is something that we have in our timeline for the end of the year. It’s been something that we want to release a lot earlier, but we’ve been really giving priority to building software that doesn’t exist. And there is obviously these services to be able to sign documents digitally out there already. But there was nothing really built as far as funnels and scoring for cleaning businesses. So we kind of are tackling this first because there are already solutions for the rest of the things. And the answer yes, is going to get done, but we have the priority of really making the hiring process, the funnel process as smooth as possible and as effortless as possible so you don’t spend much time with this.

    We believe that if you can hire people faster and with better quality than you have ever done before, we are already moving the needle. And for us that’s very important. Every time that we develop something, we want to make an impact in the way you hire, in the way you run your business. And obviously having the integration with DocuSign or another system, very important, but that system already exists and it can be done out there. But we want you to hire people as fast as possible with the less input as possible, and then manage these people through the management section that we have. I won’t cover this today because our topic was about really employee scoring.

    One thing and I’ll wrap up with this I didn’t mention is that you can use the lead scoring capabilities of our forms to hire any position that you can imagine. For example, right now we’re hiring actors and actresses for our training videos. Pipehire is creating training videos with a producer so you can have access to really quality videos right here built in the software. That is something that’s a project kind of that my wife took on. She went to film school and she’s taking everything that she knew about film and creating movies and also cleaning knowledge and making it in one production.

    And literally as you can see here, we have the forms for the actresses and we have two people so far and 39 visitors. And those people we’re going to start with this production in August and we’re going to have these videos probably run by December done. So this will be an amazing set of videos that will help you train your technicians even better, and it’s going to give you a lot more value and make your training process a lot easier. So that is one thing that you can do with Fiverr.

    Another one that we use it for is to hire software developers right here. Now, virtual assistants as well. Any position that you want, you can customize the form, ask the questions that you want, put the scoring that you want, and then out of the funnel get A, B, or C players. You don’t have to use Google Forms anymore or I see a lot of people using ClickUp. I love it. It’s a great tool for project management. But in order to create funnels it’s a pain in the neck if you have to connect Zapier or you have to connect with Trello or other systems. It really you have to maintain it. Some of the Zapier sometimes it stops working. So you don’t want to risk it when you have great A players applying and maybe not getting notified.

    So we are the ones managing and putting all the effort in this system, and for the price that you pay is really nothing compared to the value that you’re getting when you are receiving instant notifications on applicants and you’re getting all these features and scoring capabilities. So I don’t recommend those systems for hiring. They are great for what they’re built to, to manage projects, but really to hire people and manage the process of recruiting you need to use the tool that’s the standard for industry which is Fivver.

    And right here the last thing, office sales. If you’re hiring for sales people or office managers, you can also use it for that. And you just basically go and start a new form, brand new, and then you will basically start with a blank form. There are some questions already made here, but you will edit some of those questions and then you will give your own scoring and there you go. Every time that you create a new form, you create a new funnel. Because you don’t want a funnel of house cleaners mixed up with virtual assistants. You want separate funnels and separate scoring.

    That is basically my last thing I wanted to say. If you guys have any questions about scoring, about Pipehire, you can email me at juan@pipehirehrm.com or find me in Facebook. I am active sometimes in those groups. Sometimes I don’t have time. But you want to get an answer for sure? Email me. If you haven’t seen, we have a great YouTube channel where we upload all of our webinars, and we would love to have you there. Follow us in YouTube. You got to hit the bells notifications every time we post a new video. We tend to post one or two videos a month. But they are always focused on hiring management employees. And our Instagram page, we are for example doing live this webinar Instagram. So if you want to follow us there, @pipehirehrm on Instagram.

    And this is our mission. Basically we want to help you. We’re going to help the fastest growing companies hire and manage better with Pipehire, and our goal is to teach you and train you to really become the better manager that your business needs, because when you have great employees, you’ll have great customers and that’s all the things that you need to run the business. There’s no secret sauce here. It’s just about managing people and so on.

    Thank you guys for coming to this webinar. If you have further questions, please hit us on the email, and we’ll see you in the next one. Thank you so much.


  • 🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

    How do you make sure that, once you found the perfect cleaning tech for your customers, you will keep them? As a cleaning company owner, how do you guarantee that your cleaning techs are happy 😃 and stay with you for long?

    ✅ You want the best results, but it’s also important to have the right team. 👏 In this webinar, I discuss how retention tactics 📋 can be implemented in order to prevent losing good cleaning techs.

    🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at Pipehire to learn how to better manage all your cleaning employees with our hiring software.

    Finding applicants is been though in the last few months! We all know that.

    But we can’t give up! why? Because we get paid to find people to clean homes, that’s why they hire us, that’s the very reason of our existence…so If Indeed is not giving you enough applicants, costing too much, or simply want to try something different, this webinar is for you.
     
    I want to cover in this webinar other strategies I’ve using to find new applicants, that have helped me to generate more volume of applicants to my hiring funnel. These are the topics we will cover:

    Text marketing campaigns to reengage and “recycle” old applicants: I will show you exactly how to do this step by step.

    • Facebook jobs and Facebook groups distribution to cast a wider net: Don’t understand Facebook jobs posting or how to respond when they apply, this is your chance to learn how to. Need to post to FB groups but don’t know how? I will show you how I do it.

    • Generating referrals from your own employees with zero upfront cost: Learn how I keep my employees motivated to refer me their friends. These are the best candidates for sure!

    🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at Pipehire to learn how to better manage all your cleaning employees with our hiring software.

    We want you to succeed, so we’re giving you invaluable information that will help you become a smarter leader, get better hires, and run a more profitable business.

    Pipehire webinars are a series of hands-on webinars with practical insights and tips to help your business grow.

    Webinars on YouTube

    🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at Pipehire to learn how to better manage all your cleaning employees with our hiring software.

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