Recruiting For Cleaners?
How to create a recruitment process for your cleaning business – Part 2
Last week we spoke about the first stage of designing a recruitment process and today we take the next step in designing a process that will aid you when recruiting for cleaners
I am sorry there is not a proper video post to accompany this blog, but as you will see from the snippet below, there was no voice to record with thanks to catching a cold. A cold in May! Pft!
What I wanted to say…
Recruiting For Cleaners – Part 2 Of The Process
In the last blog post, we spoke about the first stage of the recruitment process that included writing a job description, advertising for a job, interviewing, and rejecting candidates.
Today we speak about what happens after the job offer has been made…
Induction – Before the new team member can start cleaning we need to check their right to work and take all the details we will need for payroll. Ask the new team member to bring along the original of all the following documents:
- Proof of national insurance
- Photographic ID – Drivers license/passport
- A recent utility bill or bank statement for proof of address
- A copy of their most recent DBS check (old CRB check)
- Their bank details
- Details of their next of kin/emergency contact
- Details of 2 working/professional references and details of 1 personal reference
Take photocopies of all documents for the new team members personnel file.
During induction, you would go over your contract of employment and explain all expectations of the role. You should go through your health and safety policies and COSHH training where relevant.
Training – Cleaning may not be rocket science but it is a fine art! I have employed cleaners who are instinctive and know what to clean and how to leave a room. Then, I have employed cleaners who have to be told to buff a tap, or to re-hang towels neatly, or to move items off counters!
You MUST spend time training your cleaners to your ways and how you prefer a room/office/factory etc to be done. Not all cleaners have an eye for detail and for finishing touches. The more you train your cleaners in how to clean and how to finish the area to your standard, the less you will take phone calls from unhappy clients that aren’t satisfied.
Monitoring – I can’t stress this one enough – you MUST keep an eye on your cleaning staff! Even the most reliable, most brilliant of cleaners needs to be called in on, on a regular basis
Have you ever heard the expression, “complacency breeds contempt”? I have found this to be very true when dealing with cleaners. If a cleaner is left to their own devices and not given support and training, not regularly checked on or made to feel part of your team, you can bet you bottom dollar, after a while the standard and consistency will drop. The cleaner will either get so used to the house or office they clean that they will start taking short cuts or, in the worst case, the cleaner becomes so unmotivated and fed up with their job they will deliver sub-standard cleans, may cut time and will generally not represent your business or brand well.
I am not saying stalk your cleaners, not at all. There has to be a line between trusting cleaners to do their job and keeping an eye on cleaners and their standards to protect your business and reputation.
If a cleaner receives a complaint in my business, I will ensure they are spot checked for the next two cleans and then every other week until we are happy with the standard and that the problem is fixed.
We do not tell staff when we are coming to their clean to spot check, the way I see it, a member of staff should clean as if I, my manager or the client could arrive at anytime
But please, take my word on this one and make sure you have a plan to monitor your cleaning staff regularly. You will thank me for it. Take time to train.
Support – Make sure your cleaners know what to do and who to speak to if there is ever a problem. Take time to talk with your cleaners and make sure everything is well with them. Communication is key when running a team – always be direct and clear when you are addressing your team and stay consistent in your message.
Think about designing a training guide that can be referred back to and which holds the most important information a cleaner would like to know like pay dates, or how to book holiday etc
Paperwork – Dull but necessary my friends. For every employee create a folder for the new team members and place in there the photocopies of their documents, a copy of their application form along with your interview notes, and a copy of the new team members contract of employment.
You must keep a track of employee absence and sickness and also a log of their holiday time. I would recommend taking a note of any breakages and complaints the cleaner has, along with praise and clients thanks etc – this is good to have in case you ever have to discipline or terminate a member of staff and alternatively, if you want to reward or are looking to promote
I’ll tell you what I tell my managers when it comes to dealing with employees – ready for my pearls of wisdom? Here we go:
Always make sure your arse is covered and then cover it some more!
Never ever allow yourself to be caught open by a member of staff. In today’s sue/tribunal culture, you will get people that will read one page of a government employment site and suddenly become an employment barrister!I
I guarantee you, by the very nature of employing people you will, at some point, have someone threaten to take you to court – it comes with the territory I’m afraid.
In order to make sure these type of events are nipped in the bud before they can even develop is simple – keep your paperwork on your cleaners tight and up to date, stay legal with pay rates/holidays/statutory requirements etc aaaannnnnd always, always cover your metaphorical arse by documenting everything that concerns a cleaner directly, especially complaints or problems – stay one step ahead! Stay in charge!
Okay, it’s a big subject, so how are we feeling people after reading both posts on designing a recruitment process? Do you have any questions or comments after reading? If you do please comment below, or if you would prefer, you can contact directly via any of the below social channels too
Pst! I am designing a more in-depth recruitment course that will come with the documents you need to put the process together. (The actual documents I use in my business) Before I go live with this product I am looking for some guinea pigs to test it out for me completely free of charge – all I am after is some feedback. If you are recruiting or are expanding your cleaning team and fancy using my system, please sign up to my newsletter as I will be releasing more information about this on June 6th.
Thank you for reading and being here
Until next time,
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