🧠 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 your leads fall into your pipeline/funnel.

What’s a Recruitment Funnel?

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

How 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.

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.

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….

Pipehire helps you hire better. More reliable employees will make your business thrive. We use a customizable funnel to filter job applicants with the type of worker you are looking for. So let Pipehire do the work for you and help you find the perfect employee for your business!

🤔 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.