Episode 203 – Cleaning Companies Hiring
Cleaning Companies Hiring Tactics That Bring In The BEST…
Finding and Hiring Great Cleaning Employees
Cleaning Companies Hiring Tactics that Attract Top Notch Talent to Your Cleaning Company
In today’s episode Mike shares with Dwayne Anderson of Ventures Cleanings ninja tactics to cleaning companies hiring. Dwayne is eager to grow Ventures Cleaning, but finding great employees to bring value to his company is always a struggle.
Venture’s Cleaning was born out of a desire for Dwayne to give back to his community. Dwayne started out as an employee with Pace Community Action, a private not-for-profit corporation committed to community development and providing services to low-income residents in Southwestern Indiana. Their main objective was to teach self-reliance to their community members in need.
But as government funding was cut for their programs, they decided to practice what they preach and started for-profit companies to hep fund their non-profit endeavors. Venture’s Cleaning was born.
With only about 20,000 people, Dwayne’s community is a relatively small. He has about 14 employees but the majority of them have come from Pace. Dwayne would like to help with attracting employees from the greater community.
PAINFUL TRUTH: When you’re in a small community of under 40,000 people you are going to have to work harder at hiring for your company.
When attracting employees in a small community like Dwayne’s, the cleaning companies hiring strategies we normally preach have to be taken to the next level. So if your in a city like LA or Phoenix, you can absolutely use these techniques to kill it, but it’s usually not necessary.
The first step is to identify who your ideal employees are:
Male or female?
How old are they?
Part time or full time?
head of household?
Working for extra income?
Make 2 or 3 avatars of your ideal hire. Clarify the types of people you wants to attract to your company. If you’re in a small community like Dwayne, you may have to have 5 or 6 avatars. There are 2 main reasons you want to do this:
A) The ability to craft a message specifically to that person
B) Knowing where those people are to get your message in front of as many of them as possible
Just like with marketing, you need to know who your target audience is. You really want to know who they are so you can answer the next question which is what is their pain.
KEY POINT: Hiring ads are marketing
The messaging for a male, head of household employee should be very different from a college kid looking for beer money. They are going to have very different pains for you to solve. Likewise, if you put an add for a head of household dad on a college job posting, he’s probably never going to see it.
You should ask what blogs do they read? What magazines to they subscribe to? Websites they frequent? What groups are they a member of? If you find out they’re a member of the boiler makers union downtown, you might show up to the meeting once a month with doughnuts.
KEY POINT: Understand who they are and what problem you can solve and where they hang out
Finally, when it comes to hiring minimum wage people, you have to get out of the ” I’m giving you money, therefor you give me time” Paradigm.
Because they’ve just had a string of crappy $10/hr jobs and crappy $10/hr bosses and you’re just the latest one. So when things get hard, or they just don’t feel like coming in, they quit.
RESOURCE ALERT: Check out this playlist on cleaning companies hiring
The way you combat that is by building a community. You aren’t “selling” ‘You give me an hour and I give you $10’, but offering them an opportunity to be a part of this group, this tribe that all share the same values. Consider doing community events together, company parties, BBQ’s. Give them lots of opportunities to become a part of a family.
RESOURCE ALERT: For more on building community with your employees click HERE
Before we leave you, Dwayne shares his wisdom in the…
Best advice you’ve received either personally or professionally?
You do not want every
job that’s out there.