Episode 436 – Stop Letting Cleaners Ruin Your Life & Company
One of the bigger challenges that many owners of cleaning companies run into is the issue of finding and keeping a good set of staff. The prospect of going through a rigorous hiring process and sifting through hundreds of applicants that may end up just leaving may seem daunting, and in all honesty, it should. Mike is here today to cover how to get the systems in place to help streamline the hiring process.
The first idea that you’ve got to overcome is that employees are not worth the hassle. Maybe you have had negative experiences in the past, or are just too scared of the hiring process or getting your paperwork correct to have even tried hiring previously. Whatever your case may be, it’s important that if your goal is to grow your company that you have a solid team of employees. You can only clean a finite amount by yourself. Having employees as well as the systems in place for when someone calls out not only allows you to grow but also allows you to focus on the bigger parts of your company. As the owner, it is your job to take responsibility for your business. You should look at the idea of setting up your employee hiring systems as an obstacle rather than a brick wall.
Now let’s jump into some of the ways you can set up your employee attraction system. One of the best things to implement is core value based hiring. By making your core values clear to any potential employees from the get-go is a great way to hire employees that are more like-minded and typically better than your average potential employee. This not only attracts more like-minded employees, but the employees that you do hire tend to stay longer as they should feel proud to be a part of your community.
Another great idea to implement into your system is setting up a group hiring process. While it may seem strange at first, you should always be hiring. This allows you to have a list of good employees to call at a moments notice that has already gone through the hiring process. When a cleaner quits, it’s much easier to handle when you have a list of like-minded potential employees. You may be thinking that going through all of those applications and interviewing each individual person sounds like an incredible amount of work, and you would be correct. To get around this, you can have a group interview every 2 weeks, and from the ones who excel there you can take them through the rest of the hiring process, which should look something like this: Core Value Based Hiring Ad > Landing Page > Automated Follow Up > Group Interview > One on One Interview > Working Interview.
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