Where Do You Find Good Cleaning Employees? Jean Hanson

Where Do You Find Good Cleaning Employees? Jean Hanson

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Where do you go to find good cleaning employees
and how do you keep them on your team once you’ve hired them? Oh, those are great questions and we’re going
to talk about that today. Hi there. I’m Angela Brown and this is Ask a House Cleaner. This is a show where you get to ask a house
cleaning question and I get to help you find an answer. Now, today’s show is brought to us by MyHouseCleaningBiz.com. This is a resource hub that has a bunch of
different information from questions to answers on how to get started in the business, how
to grow your business. It’s got a whole bunch of word tracks. It has training videos, it has blogs, it has
articles, it has everything in there. MyHouseCleaningBiz.com All right, onto today’s show. We have that owner … Check this out … the
owner of MyCleaningBiz.com joining us today. Now, many of you already know her. She is an icon in the industry. She’s been growing the house cleaning industry
for the last 32 years. This is Jean Hanson from MyHouseCleaningBiz.com Now, you know her because she and her husband,
Steve, are a dynamic duo in the industry and he runs the janitorial store, which is the
commercial end of the business. She runs the house cleaning side of the business,
and together they have a marketing business that helps you grow both sides of the cleaning
business. So, today Jean is going to join us with her
amazing wisdom and years of experience on how do you find a good employee? So, with that please help me welcome the podcaster,
the author, the YouTuber, the coaching sensation for the cleaning industry, Jean Hanson. Jean Hanson: Hey Angela, it’s so exciting
to be here today and to be on your show. I just wanted to say briefly a little bit
about myself. My husband, Steve and I have been in the cleaning
industry for 32 years. We’ve owned two cleaning companies in two
different parts of the country. And, in 2005 we started TheJanitorialStore.com,
an online community for cleaning business owners, and we also have MyHouseCleaningBiz.com
because we had a lot of residential people that wanted more information, and so we have
both sites. I also have a marketing agency called Marketing
Systems by Design, and we also do marketing for cleaning business owners. Angela Brown: Oh, that’s so exciting. Thank you so much. And, I should say that you guys have a very
prolific series of how-to’s on all of your different websites. So, if you are a house cleaner and you’re
interested, either in commercial cleaning or the home cleaning, definitely sites you
should check out, and we will leave links in the show notes to that. All right. Well Jean, I know you’re an expert when it
comes to hiring the right employees. So, tell us where do good cleaning employees
come from? Jean Hanson: One of the first things that
you want to do to prepare yourself for hiring … Now, whether you’re just getting started
at it or you’re a veteran, I would encourage you to take a look, first of all, at your
job description. You want to make sure that you don’t just
have a list of cleaning skills, and these are the tasks that you’re going to be doing. You want to be thinking about the kinds of
behavioral skills that you want your potential employees to have. So, take a serious look at that and incorporate
that into your job description. Then, make sure that you have a list of really
good questions that you can ask. Put them into a situation. Don’t just ask them yes/no questions. Ask them very specific questions about how
they’ve handled a situation in the past. Really get to know what they’re all about. And, I’m going to say something that may not
be popular with some people. I’m going to say hire with your head and not
with your gut. People are like, “But, I always use my gut
instinct on hiring people, right?” I’m not saying that you never do that. I’m saying maybe if you’ve got three or four
people that you’re considering, you’re going to use a little bit of your gut after having
gone through the interview process to make that final decision. But, too many of us go on first impressions. Let me give you an example. Somebody walks in the door to interview for
your position. They’ve got a big smile on their face. She’s happy to be there. She’s excited, she’s answering your questions
seamlessly, and you’re like, “Oh my gosh, I really like this person and I want to hire
them.” So, suddenly you forgot your whole list of
questions and you’re letting them breeze through the interview because you’ve decided already
you’re going to hire this person. Now, what about the next person that comes
in that maybe isn’t dressed the way you’d exactly like them to represent your company? Maybe you’re not crazy about the hairstyle
or color and things like that, and you’ve made this first impression and you’re thinking,
“You know, if I’m going to hire this person, I’m going to put them through their paces.” So, now this person, you’re drilling them
through this interview and you’re making it harder so you’re challenging them. You’re not treating everyone equally. I want you to be very objective as you go
through this process. So, that’s what I’m talking about with hire
with your head and not your gut. It’s very competitive out there, and as you
know, these days it’s about marketing your business. We never used to think about marketing our
business when it came to hiring employees. But you’re not only judging them on how good
of a fit they are for your company, but they are looking at you and they’re judging you
based on how much of a good fit you are for what they want and what they’re looking for. It’s also very competitive because we’re competing
not only against other cleaning companies, but you’re competing against restaurant employees. You’re competing against retail service employees. So, it’s very competitive out there for a
limited labor pool. So, when you’re doing your ads, you don’t
want to just have something like “Cleaning technician needed part-time, full-time, need
your own transportation. We do background checks.” You’re vetting them before you’ve even had
a chance to attract them to your business. So, you’ve got to have a really strong headline,
first of all, to attract them. I’ve got a client and I liked her headline
for her job. It says, “Looking for a job where your hard
work is appreciated and rewarded?” Because, these days that’s what people want. They want to be appreciated. They want to be rewarded. They want a fair wage. So, draw them in and really hit on the benefits. One of the things that she says as a house
cleaning business owner is “No nights and weekends guaranteed.” She adds that word guaranteed in there and
that will draw people’s attention in. It’s also, of course all the benefits, like
if you have health and vacation and things like that. She also adds that they have monthly office
parties. So, if you want to compete against a restaurant
who gives free food, well, have office parties and have pictures of your employees on your
website, at the parties, on your Facebook page. Really showcase your business as a great place
to work. That’s really important. And also, to be competitive. Be competitive with your pay. Don’t just check out other cleaning companies. Check out what the restaurants are paying,
check out what the retailers are paying, and try and be as competitive as you can. Angela Brown: Well, that sounds like you’re
creating a community that people would then want to join and be a part of. Jean Hanson: Exactly. Angela Brown: All right, so where do you put
these ads so that you can get the most exposure in a competitive marketplace? Jean Hanson: I have a business coach and she
used to own a recruiting business, and so her saying that she loves is “cast a wide
net.” So a lot of us, we have our one or two favorite
places that we post things at, and that’s great. If they work for you, you should do that. There’s all the online sites, you’ve got Indeed
and ZipRecruiter, and you could use … Some people love and hate Craig’s List, but cast
it wider. Many people have luck with social media, Facebook. You can either post it on your business page. You can use the Facebook job posting service
that they have. I would also put it on Instagram because a
lot of the millennials, they love Instagram. So, if you can put a picture of your happy,
smiling employees with a little eye-catching title with that, do it there. Hiring for office personnel, you may want
to consider LinkedIn. Besides just all the normal places that you
would post ads online, think about all the people that you know. So friends, families, suppliers, if you belong
to networking groups, let them know because they have friends and family, maybe they have
children that are looking for jobs. You never know where they’re going to come
from. And, also consider your clients. If you do a newsletter, whether it’s email
or … We actually have a print newsletter at MyHouseCleaningBiz.com, and there’s a section
where you can post things about your own business. Let your clients know that you’re hiring. Maybe they’ve got children, or nieces and
nephews and friends that are looking for this kind of a job, and really sell it. “We’re looking for more great cleaners like
the ones that clean your home.” Let them know, maybe even incentivize them,
do a free refrigerator cleaning for a referral, a free cleaning, whatever it is. And then, the last place that I want to emphasize
is your own employees. We’ve done surveys, and I’ve seen other surveys,
and employee referrals is always the number one place where people get the best cleaners
or employees, I should say, no matter what kind of business it is. So, the key to this is that you’ve got to
really keep it in front of your employees at all times. Put it on the bulletin board, talk about it
in your meetings. If you do an employee newsletter, you want
to do a referral. And, the way you can do a referral that works
is don’t wait too long to give it. Too many of us are like, “Well, if I give
it to them after a couple weeks or a month, what if I lose the employee? Then I’ve given them a referral fee and I
don’t even have the employee.” What I would recommend there
is break it up. So, give them part of it, at least, at 30
days, and then maybe at 90 days, give them the rest of referral. I’ve actually saw a study where you can get
away with a lower referral amount if you give it to them sooner. Angela Brown: Well, and I love that because
if you’re giving the rest of it to them at 90 days, they have an inspiration to encourage
their friends like, “Hey, keep your job for a little bit because then I make the rest
of my commission.” Jean Hanson: Exactly. Angela Brown: Oh, that’s awesome. All right, so once you have these amazing
ads written and you’ve posted them in the proper places, which was a fabulous list … Thank
you for all of that … How do you get people to actually show up for the job interview? Jean Hanson: The first thing is as soon as
you make an appointment with them, do it as fast as you can. If you talk to them on Monday and you’re not
going to talk to them until Friday, guess what they’re doing the rest of the week? They’re going off to every other place to
interview and the ones that are going to catch the good ones, they’re the ones that are the
fastest at it, they’re going to snatch those people up and they’re not going to show up
for your interview. So, make sure you do it very quickly. Be available when they are. So, I used to work sometimes … I’d stay
till 6:00 or 7:00 at night because there was a lot of people that were interviewing that
were already working jobs. They had to work till 5:00, so I had to stay
late. You have to be available when they are, and
maybe opening on Saturday mornings, it doesn’t have to be every Saturday, but maybe once
or twice a month you open on Saturdays and do interviews. You can have an entire day devoted, or a Saturday
morning from 9:00 to noon. “Come on in. We’re doing a recruiting day.” So, that’s really important, too. One of the things too is make sure that you’re
doing lots of reminders. So, confirm after you’ve made the appointment
through email, send them a text, send them a text the day of the interview. Be always communicating with them. If it’s going to be a couple of days before
you talk to them, you might even put them into an email drip campaign. So, send them a couple emails reminding them
about some things about your company, why it’s a great place to work. Being in front of them all the time, encouraging
them to come, that’s going to be really important. And then, one other thing is a lot of people
do phone interviews first, and I think that’s great because you can do some screening there. But, the thing to keep in mind with a phone
interview is unless you’re doing it on Zoom like we are here and you can see their face,
you’re talking on the phone. They can’t see your face. So, make sure that you’re trying to build
a connection with them. Have a warm voice. You might want to smile when you’re talking
because it lifts your tone of voice. You want them to think that you’re a nice,
kind, warm person that they would want to work for. That’s going to encourage them to show up
as well. Angela Brown: All right. Now after you’ve gone through all of this
and you’ve found the perfect candidate, how do you keep them from abandoning your company
after a few weeks? They get in and they actually start cleaning,
and they’re like, “Man, this is really tough. These are long hours and I’m tired when I
get home at night.” How do you keep them from just jumping ship? Jean Hanson: During this whole process, I’ve
talked about really selling your place of work, right? You’ve got to market to them. You’ve got to make this a place that they
would want to work. The thing is you have to live up to that. So, you have to have a culture that really
supports everything that you’re selling to draw in these good employees, because if they
get in there and it’s totally different than what you’ve promised, you’re going to lose
them right away. The trap that a lot of business owners get
into is they get frustrated over time with people quitting after two weeks, a month. So, they start thinking, “Why am I spending
so much time on this because they’re just going to quit anyway?” And so, all of a sudden this snowball effect
starts happening and it gets worse and worse and worse. So, put some thought into your company culture
and how you welcome people in. Make sure you have a really strong onboarding
process. I mean, I’ve got a whole webinar just on onboarding,
but welcome them in. Be prepared. Make sure you’ve got everything ready for
them, that the paperwork is ready to go, that you’ve told them what ID to bring with them
to do the I-9, that you’ve got their uniform ready, they’re in the timekeeping system. Everything is just bing, bing. They’re going to know you’re prepared, and
I recommend doing a little welcome kit to really make them feel welcome. It doesn’t have to be expensive. It could just be something like a greeting
card with other employees signing it, welcoming them, maybe a little company swag, a coffee
cup, a Starbucks gift card. Just something to make them feel welcome,
and that’s going to go a long ways towards making sure that they stay with your company. Angela Brown: Alrighty, and that is the amazing
Jean Hanson. Thank you, Jean, so much for joining us today. This was awesome. And, I’m going to leave links in the show
notes to all the different places that she mentioned. I want you to go over to MyHouseCleaningBiz.com,
and on the front page, there are 150 marketing tips to grow your cleaning business. Once you add in your email, you will then
start receiving their emails every week and you will become part of their ecosystem. So, thank you again, Jean. This was so helpful. We learned so much from you, and from the
bottom of my heart. If you found this helpful, please pass it
on to a friend. If we’ve earned your subscription, please
subscribe, and until we meet again, leave the world a cleaner place than when you found it.


  1. Hey Angela, Jean here. Thanks for having me on your show! I hope these tips will help your viewers who are looking for ideas on how to improve their recruiting process!

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