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How Liz Trotter uses DISC Assessments to Recruit Rockstar Cleaning Technicians

We had the honor to learn directly from Liz Trotter how she uses DISC Assessments for cleaning techs to improve the quality of her new hires. As hiring cleaning techs becomes more challenging we want to make sure we are adding the right team members to the company to avoid employee turnover and preserve our company culture.

Liz shared her more important findings and revelations in the many years doing DISC assessments in video above she shares it, but here’s the cheat sheet:

What are the best DISC profiles for cleaning techs?

  • High S and C: The best mix!
  • C and S: Awesome.
  • S and high I: Good
  • I and C : Rare to find
  • High D: Not big fan
  • D and C: Won’t hire.

What Are the Four DISC Types?

  • Dominant,
  • Inspiring,
  • Supportive
  • Cautious.

What does DiSC score mean?

DISC measures dimensions of your personality. it does not measure intelligence, aptitude, mental health, or values. 

DISC profiles describe human behavior in various situations for example, how you respond to challenges, how you influence others, and how you respond to rules and procedures.

More about each style:

Dominant

General CharacteristicsDirect. Decisive. High Ego Strength. Problem Solver. Risk Taker. Self Starter.
Value to TeamBottom-line organizer. Places value on time. Challenges the status quo. Innovative.
Possible Weaknesses:Oversteps authority. Argumentative attitude. Dislikes routine. Attempts too much at once.
Greatest Fear:Being taken advantage of.
Motivated ByNew challenges. Power and authority to take risks and make decisions. Freedom from routine and mundane tasks. Changing environments in which to work and play.

Influence

General CharacteristicsEnthusiastic. Trusting; Optimistic. Persuasive. Talkative. Impulsive. Emotional.
Value to TeamCreative problem solver. Great encourager. Motivates others to achieve. Positive sense of humor. Negotiates conflicts; peace maker.
Possible Weaknesses:More concerned with popularity than tangible results. Inattentive to detail. Overuses gestures and facial expressions. Tends to listen only when it’s convenient.
Greatest Fear:Rejection.
Motivated ByFlattery, praise, popularity, and acceptance. A friendly environment. Freedom from many rules and regulations. Other people available to handle details.

Steadiness

General CharacteristicsGood listener. Team player. Possessive. Steady. Predictable. Understanding. Friendly.
Value to TeamReliable and dependable. Loyal team worker. Compliant towards authority. Good listener, patient and empathetic. Good at reconciling conflicts.
Possible Weaknesses:Resists change. Takes a long time to adjust to change. Holds a grudge. Sensitive to criticism. Difficulty establishing priorities.
Greatest Fear:Loss of security.
Motivated ByRecognition for loyalty and dependability. Safety and security. No sudden changes in procedure or lifestyle. Activities that can be started and finished.

Compliant

General CharacteristicsAccurate; analytical. Conscientious; careful. Fact-finder; precise. High standards; systematic.
Value to TeamPerspective: “the anchor of reality.” Conscientious and even-tempered. Thorough to all activities. Defines situation; gathers, criticizes and tests information.
Possible Weaknesses:Needs clear-cut boundaries for actions/relationships. Bound by procedures and methods. Gets bogged down in details. Prefers not to verbalize feelings. Will give in rather that argue.
Greatest Fear:Criticism.
Motivated ByStandards of high quality. Limited social interaction. Detailed tasks. Logical organization of information.

🤔 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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Pipehire Webinar #13 Building Company Culture with your Cleaning Staff by Liz Trotter.

Join us on this webinar to learn from Liz Trotter how to finally build company culture in our cleaning businesses.

Pipehire-Webinar-Building Company- Culture-with-your-Cleaning-Staff-by Liz-Trotter

What will you learn in this webinar?

• The basics and how to start building company culture once and for all.
• What tangible benefits a good company culture produces.
• How to keep very low your employee turnover.
• How to maintain the culture alive and thriving.
• How struggling businesses can repair and thrive.
• How to use DISC assessments to hire cleaning technicians.

Date: 3/25/21 @ 6:00 PM ET

>>> RESERVE YOUR SPOT HERE

Watch the replay.

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🧠 Hiring and Managing Cleaning Techs like Angela Brown

Juan Chaparro CEO of Pipehire the all-in-one HR and Management software, interviews Angela Brown . Learn from her the most important tips on how to hire and manage cleaning techs. She also shared her personal story and how he start her business.

🤔 Questions on managing cleaning employees?

Email us at support@pipehirehrm.com or visit us at Pipehire to learn how to manage better all you cleaning employees.

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🧠 [Pipehire Webinar] Hiring Cleaners and Virtual Assistants Best Practices and Pitfalls to Avoid with Maria Dorian(Task Away)

Hello everyone, I’ve spoken and worked with Maria Dorian a lot about hiring and managing employees cleaning employees and virtual assistants.

We decided to get together to share our best practices and pitfalls, so you can thrive and finally grow your cleaning business in 2021.

Download Webinar PDF

Eight Amazing Topics:

1. Interviewing IS a sales process: Sure we need to qualify them to be sure the candidate has the basics (clean background, car, etc) but then it turns into a sales process where we need to show them why they want to work for us / the company so they can stick around longer reducing employee turnover.

2. Pick the right Candidates: Learn what types of people, personalities make good cleaners. Is it the experienced ones? Those that never cleaned homes? Learn once and for all who to hire.

3. Rewarding employees for referrals: We will cover how to offer properly sign up bonuses for them after training and a sign up bonus for anyone they refer.

4. Advertising channels: Learn how to generate leads from other unusual channels like Youtube, Hotels, local events and even handing out business cards at the grocery story for clerks and other helpful people that you meet that may be looking for a different industry.

5. Trust is everything: Make a candidate feel safe from the moment they go into your website and fill the job form. The more information you could give them about how their first day will go, the better. Trust increases conversions and reduces your hiring costs..

6. Personal relationships: After the candidate’s first day, the person who did the interviewing should call them to see how it went on their first day.

7. Building company culture: Avoid having a revolving door of new applicants, work on company culture. This will set you apart from the competition and will help with trust and personal relationship building.

8. How to properly do exit interviews: Find out why they are leaving and fix what needs fixing in the organization. A $25 Amazon card for their time helps to get honest answers from cleaners leaving the organization. Learn to track the offboarding process of each employee.

Reserve your Spot: http://pipehirehrm-7390520.hs-sites.com/hiring-cleaners-and-virtual-assistants-best-practices-and-pitfalls-to-avoid

Date: 1/28/21 @ 6pm ET

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🧠 Hiring Trends and Strategies to Thrive in 2021 featuring Amar Ghose from Zenmaid.

One of my goals for 2021 is to spend less time running my cleaning business and more focused on personal and family goals. I think you will agree with me, life is too short as we learned the hard way during 2020.

This December 15th I will be hosting Amar Ghose in my last webinar of the year to discuss what’s coming in the Hiring and Recruiting space for the residential cleaning market in 2021. 

And also we want to give you a clear Hiring Strategy Step by Step so can thrive in 2021 and get the best cleaning talent working for you, so you can focus on other things!

You’ll learn, how to:

1. Build a go to strategy to hire more and better employees.

2. Create your hiring personas to bring the right people from the get go.

3. Hiring trends (and predictions) for the cleaning industry in 2021. 

4. Amar Ghose’s hiring book discussion5. Q&A’s and more.

Topic: Hiring Trends and Strategies 12/15/20 – Amar Ghose and Juan Chaparro.

Download Webinar PDF

Visit The Perfect Hiring Ad for Maid Services mentioned by Amar in the Video.

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Webinar #5 The 10 metrics you need to track and measure to hit $1M

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Webinar #2 Ultimate Hiring Guide for Cleaning Technicians

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Webinar # 1: Reducing costs and Learning how to operate a Leaner Maid Service with Virtual Assistants

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Webinar #4 Implementing Pipehire 101 to improve your Cleaning Techs Hiring

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

How to Market your House Cleaning Job?

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

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

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

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

3. Career page in you website to attract cleaning employees

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

How to Increase Candidate flow?

1. Do online application only. NO PAPER!

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

2 . Have process for evaluating cleaning applicants

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

Make sure all leads fall into your pipeline.

What’s a Recruitment Funnel?

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

Hot to identify A, B, C Players

A-Players

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

Hot to identify A, B, C Players

B-Players

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

Hot to identify A, B, C Players

C-Players

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

How to retain/gain A-Players

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

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