Finding and Retaining the Right Cleaning Company Employees

Turnover is high in the cleaning industry. It's hard physical labor that can wear people out quickly, especially older folks. Some people may see it as a stepping stone or a stopgap until they get a different job in their preferred field. If you want to avoid your own burnout of constantly seeking out and hiring new employees to replace the ones who left, you'll need to be strategic in your recruitment and hiring practices. Here are a few helpful tips we've compiled for you below.

Do you need quality cleaning employees?

1. Offer flexibility in your positions. People are demanding more flexibility in every kind of job they take, from blue-collar to white-collar. This means working hours and time off, but it also means contract length. The workforce has been shifting more and more towards gig workers and short-term or freelance contracts. Studies show that more than a third of the American workforce is already comprised of freelancers and gig workers. Offering hires the chance to take on a short-term contract may make you attractive to candidates that aren't looking for permanent positions. And it gives you the chance to try out new hires without a long-term commitment.
   
   
   
2. Consider using a Candidate Relationship Management tool. A Candidate Relationship Management tool centers on the experience of the prospective candidate in the hiring process in order to give them positive associations with the process. The more positive the process, the more likely they are to a) accept the job, b) reapply in the future, and c) refer others. Lack of communication, “ghosting,” and lack of consideration for candidates are considered the norm across hiring processes in many industries. If you position yourself even a little bit above the average, you will catch candidates' attention. With recruitment software, you can update candidates via text messaging, use chatbots to answer questions 24/7, and nurture unhired candidates from your talent pool.
   
   
   
3. Train employees in your mission, not just your method. After hiring a new staff member, it's important to explain to them not just your job processes but why you do things the way you do. This goes beyond teaching cleaning techniques to communicating your company's mission and how your new hire is a part of that mission. Workers with a sense of purpose–and of something bigger than themselves–are motivated more authentically. And don't just give them a two-week training and be done. Encourage professional development with regular training opportunities in relevant skills and new methods.
   
   
   
4. Create an inclusive, valuable company culture and promote it. What is it like to work at your cleaning company? Are there discernable events, programs, benefits, or types of people who make it different from another cleaning company? Millennials and Gen Z workers in particular care about a company's culture and the relationships they will have with their fellow employees. According to recent statistics, 75% of job seekers research a company's brand and reputation before applying. Your employee branding–the image you project to potential hires–could make or break the experience of a potential candidate if your company doesn't look like an interesting place to work. Use social media, videos, photos, your website, and your own employees to create an online presence that communicates the kind of company you are, what you value, and what you can offer your employees.