🤨 Why everyone is complaining on the cleaning Facebook groups that can't find good people to hire? Don't let yourself fall in the same mindset.

Cleaning business owners often look for quick solutions to finding great applicants, but most of these are not A-players and require filtering and scoring.

 min. read
May 13, 2021

The problem I see across most cleaning business owners is to think a quick screening and more budget will solve the problem to finding great applicants. Also trying the "shotgun" approach asking the minimum requirements, spending a lot on indeed and hoping to get 1 good one for every 100 applicants. The problem is that 95% of them are NOT A-players...so you have to filter and score them before you waste any resources.

What can you do?

I suggest you focus on the "sniper" approach in which you focus on less people but higher quality applicants, through candidate lead scoring. Here's what we do:

You must start with a more complex hiring form, then filter 4 times.

  • First: Score cleaning applicants to determine if they are A, B, or C players. Don't hire anyone that's not an A-player  
  • Second send sms confirmation to the candidate and have them confirm, no conf
  • Third: Face to face interview with more questions, and lastly training. Also today I checked there's more or less 26000 open jobs on indeed for house cleaning, there's not enough great applicants for everyone that's I recommend to try other venues.Also you should ask this question?. Should hiring cleaners be Effective or Efficient?Efficient hiring is doing it with the least amount of wasted time, money and resources, (ie. letting cleaners book themselves an interview) but hiring should be done with Effectiveness in mind first, Why? Because we need to produce the desired result = A long lasting, awesome cleaner and loyal employee. If we can save time and resources as well while being Effective, then that’s the cherry on top.The key to the best ROI is scoring your candidates, and meeting the RIGHT people (the A-players) not letting anyone book an appointment show up to your office, since they have a car, a driver’s license and can work 8am-5pm.Here's full blog post on other strategies for hiring cleaners: https://pipehirehrm.com/.../spending-thousands-on-indeed.../
Webinars

CEO Interview - How Ismael Martinez grew 3 home service brands under 3 yrs

Ismael Martinez has experienced success by following his curiosity and being resourceful for the past decade. As a result, he now owns three different companies backed by abundant knowledge and experience.
Juan Chaparro
March 7, 2023
Webinars

CEO Interview - How Josh Melton from Athens Cleaning company grew to 76 cleaning techs

Josh teaches some of the basic strategies he used to expand his business; he encourages companies to maintain clear communication from start to finish, build a strong team, and measure and track results along the way.
Juan Chaparro
March 7, 2023
Acquisition

How to write ads that attract home cleaning applicants.

When you write an ad with a specific person in mind, the job offer description becomes much more relatable to your prospective home cleaning business applicants.
Luis Chaparro
February 3, 2023
Hiring

Benefits of the new Pipehire + Checkr Integration + Promo Code + Resources

Sign in, launch the background check, and leave the rest to Checkr!
Luis Chaparro
January 27, 2023
Hiring

Succeed in Your Home Cleaning business hiring Journey

The Hiring Funnel Frameworkâ„¢ is a compilation of ordered steps.These steps are attached to specific and straightforward activities that need to be done to ensure you are progressing.We created this framework based on our experience and years of making mistakes. The framework is designed to help you understand the steps to succeed in the hiring journey.
Luis Chaparro
December 12, 2022
Hiring

What is candidate ghosting?

Employers are responsible for creating the proper channels for mutual communication between both sides.Candidates must be clear about where they stand in the process and how long it will take; they need to be honest and transparent about their real intentions with the job.
Luis Chaparro
November 23, 2022