10 Important Steps to Hire Employees in Janitorial Company

Hiring employees for a janitorial company requires careful planning and execution. Here are 10 important steps to follow:

1. Identify job roles: Determine the job roles you need to fill in your janitorial company, such as cleaners, supervisors, managers, and administrative staff.
2. Create job descriptions: Write clear and concise job descriptions for each role that outline the required qualifications, skills, and experience.
3. Advertise job openings: Post job openings on online job boards, social media, and your company website. You can also use local classifieds, industry publications, and job fairs to attract candidates.
4. Screen resumes: Review resumes and cover letters to shortlist candidates who meet the qualifications and experience requirements.
5. Conduct initial interviews: Conduct phone or video interviews with shortlisted candidates to assess their communication skills, knowledge, and motivation.
6. Perform background checks: Conduct background checks on the candidates to verify their employment history, education, criminal record, and references.
7. Invite for in-person interviews: Invite the top candidates for in-person interviews to assess their personality, attitude, and fit for the company culture.
8. Test skills: Administer skill tests to assess the candidates’ practical knowledge of cleaning procedures, safety protocols, and equipment usage.
9. Make an offer: Select the most suitable candidate for the role and make a job offer that includes salary, benefits, and employment terms.
10. Onboard new hires: Provide onboarding and training to new hires to familiarize them with company policies, procedures, and expectations. Ensure that they have the necessary equipment, tools, and supplies to perform their job duties.

Identify job roles

Job roles in a janitorial company can vary based on the size and scope of the business. However, some common job roles that you may want to consider are:

1. Cleaner: Responsible for performing cleaning tasks such as mopping, dusting, vacuuming, and disinfecting surfaces.
2. Supervisor: Oversees the work of the cleaners and ensures that the cleaning schedule is followed. They also handle administrative tasks such as scheduling, budgeting, and managing supplies.
3. Manager: Responsible for the overall operations of the janitorial company, including hiring, training, and supervising employees, managing client accounts, and developing business strategies.
4. Administrative staff: Handles administrative tasks such as answering phone calls, scheduling appointments, and managing payroll and accounts.
5. Sales representative: Responsible for generating leads, contacting potential clients, and closing sales to expand the company’s customer base.
6. Human resources staff: Handles employee-related tasks such as recruiting, onboarding, training, performance evaluation, and benefits administration.
7. Safety officer: Ensures that the cleaning staff follows safety protocols and that the cleaning equipment and supplies are properly maintained.
8. Quality control staff: Monitors the quality of cleaning services to ensure that they meet the company’s standards and the clients’ expectations.
9. Equipment technician: Maintains and repairs cleaning equipment such as vacuums, floor machines, and pressure washers.
10. Trainer: Responsible for training new hires on cleaning procedures, safety protocols, and equipment usage.

Create job descriptions

Creating effective job descriptions is essential to attract the right candidates for your janitorial company. Here are some steps to create job descriptions:

1. Determine the purpose of the job: Define the goals and objectives of the job role and how it contributes to the company’s overall success.
2. Identify job requirements: List the qualifications, skills, and experience required for the job role. This may include education, training, certifications, and relevant work experience.
3. Outline job responsibilities: Describe the specific duties and responsibilities of the job role, including the frequency and scope of each task. This may include cleaning tasks, administrative duties, and supervisory responsibilities.
4. Specify work conditions: Specify the work hours, work location, and physical demands of the job role. This may include standing for long periods, working in confined spaces, or lifting heavy objects.
5. Include salary and benefits: Specify the salary range and any benefits such as health insurance, retirement plans, and vacation time.
6. Use clear and concise language: Use clear and concise language that is easy to understand and avoids technical jargon.
7. Use an appropriate tone: Use a tone that reflects the company’s culture and values, and is respectful and professional.
8. Review and revise: Review the job description and revise it as needed to ensure it accurately reflects the job role and requirements.
9. Consult with others: Consult with managers, supervisors, and employees in similar job roles to get their input and ensure the job description is comprehensive.
10. Publish the job description: Publish the job description on your company website, job boards, social media, and other relevant channels to attract potential candidates.

Advertise job openings

Advertising job openings is crucial to attract a pool of qualified and diverse candidates for your janitorial company. Here are some steps to advertise job openings:

1. Post job openings on your company website: Add a careers section to your company website and post the job openings with detailed job descriptions, qualifications, and requirements.
2. Use online job boards: Use online job boards such as LinkedIn, Indeed, Glassdoor, and Monster to post job openings and reach a wider audience.
3. Use social media: Post job openings on your company’s social media pages such as Facebook, Twitter, and LinkedIn. Encourage your employees to share the job postings on their personal social media pages as well.
4. Attend job fairs: Attend local job fairs and industry events to meet potential candidates face-to-face and showcase your company and job opportunities.
5. Contact employment agencies: Contact local employment agencies that specialize in hiring for the janitorial industry to help find qualified candidates.
6. Use local classifieds: Use local newspapers, radio stations, and television channels to post classified ads and reach a broader audience.
7. Ask for referrals: Ask your current employees, industry peers, and clients for referrals and recommendations for potential candidates.
8. Use your network: Reach out to your personal and professional network to spread the word about job openings and ask for referrals.
9. Target diversity organizations: Partner with diversity organizations and associations to promote job opportunities to a diverse range of candidates.
10. Monitor and adjust: Monitor the effectiveness of your job postings and adjust your advertising strategy as needed to attract more qualified candidates.

Screen resumes

Screening resumes is an essential step in the hiring process for your janitorial company. Here are some steps to screen resumes effectively:

1. Review the job description: Review the job description and make a list of the required qualifications, skills, and experience.
2. Create a checklist: Create a checklist of the required qualifications, skills, and experience and use it to evaluate each resume.
3. Scan for keywords: Scan each resume for keywords that match the job description and the qualifications you’re looking for.
4. Look for relevant experience: Look for relevant work experience in the janitorial industry or similar fields that demonstrate the candidate’s ability to perform the job duties.
5. Check for education and certifications: Check if the candidate has the required education and certifications that are necessary for the job role.
6. Assess writing skills: Assess the candidate’s writing skills, attention to detail, and ability to communicate clearly and effectively.
7. Look for accomplishments: Look for accomplishments and achievements that demonstrate the candidate’s skills, work ethic, and ability to succeed in the job role.
8. Check for red flags: Check for any red flags such as gaps in employment, frequent job changes, or inconsistencies in the resume.
9. Keep track of candidates: Keep track of each candidate’s name, contact information, and other relevant details in a spreadsheet or database.
10. Shortlist candidates: Shortlist the candidates who meet the qualifications, skills, and experience required for the job role and move them to the next stage of the hiring process.

Conduct initial interviews

Conducting initial interviews is a critical step in the hiring process for your janitorial company. Here are some steps to conduct effective initial interviews:

1. Schedule the interview: Contact the candidates to schedule a phone or video interview at a mutually convenient time.
2. Introduce yourself: Introduce yourself and explain the purpose of the interview. Provide a brief overview of the company and the job role.
3. Ask open-ended questions: Ask open-ended questions to allow the candidate to express themselves and provide detailed answers. Ask questions that relate to the job duties and requirements.
4. Listen actively: Listen actively to the candidate’s responses and take notes. Ask follow-up questions to clarify any information.
5. Evaluate communication skills: Evaluate the candidate’s communication skills, including their tone, clarity, and ability to articulate their thoughts.
6. Assess motivation: Assess the candidate’s motivation for the job and their interest in the company.
7. Provide information: Provide additional information about the company, the job role, and the hiring process. Answer any questions the candidate may have.
8. Discuss availability: Discuss the candidate’s availability to work and any scheduling conflicts.
9. Thank the candidate: Thank the candidate for their time and interest in the job. Let them know what the next steps in the hiring process will be.
10. Evaluate candidates: Evaluate the candidates based on their responses and qualifications. Shortlist the candidates who meet the job requirements and move them to the next stage of the hiring process.

Perform background checks

Performing background checks is an essential step in the hiring process for your janitorial company. Here are some steps to perform effective background checks:

1. Obtain consent: Obtain written consent from the candidate to conduct a background check. Explain what information you will be checking and how it will be used.
2. Choose a reputable screening company: Choose a reputable screening company that specializes in employment background checks.
3. Verify employment history: Verify the candidate’s employment history by contacting their previous employers. Confirm dates of employment, job titles, and responsibilities.
4. Check education and certifications: Verify the candidate’s education and certifications with the issuing institutions.
5. Conduct criminal record checks: Conduct criminal record checks in the jurisdictions where the candidate has lived and worked. Check for any convictions that are relevant to the job role.
6. Verify references: Verify the candidate’s references by contacting their previous supervisors, colleagues, or clients. Ask about their work performance, reliability, and ability to work with others.
7. Check driving record: Check the candidate’s driving record if the job role involves driving a company vehicle.
8. Conduct credit checks: Conduct credit checks for job roles that involve handling money or financial transactions.
9. Respect privacy laws: Respect privacy laws and regulations such as the Fair Credit Reporting Act (FCRA) and the General Data Protection Regulation (GDPR).
10. Evaluate results: Evaluate the results of the background check and determine if the candidate meets the job requirements and is suitable for the job role.

Invite for in-person interviews

Inviting candidates for in-person interviews is an important step in the hiring process for your janitorial company. Here are some steps to invite candidates for in-person interviews:

1. Select candidates: Select candidates who have passed the initial screening and meet the job requirements.
2. Contact candidates: Contact the candidates to schedule an in-person interview at a mutually convenient time. Provide the interview location, date, and time.
3. Confirm interview details: Confirm the interview details with the candidates, including the location, date, and time. Provide any additional instructions or details.
4. Prepare interview questions: Prepare a list of interview questions that assess the candidate’s skills, experience, and qualifications. Include questions that relate to the job duties and requirements.
5. Plan the interview format: Plan the interview format, such as a one-on-one interview, a panel interview, or a group interview.
6. Introduce the company: Introduce the company and provide an overview of the job role and the company culture.
7. Ask questions: Ask the interview questions and listen actively to the candidate’s responses. Ask follow-up questions to clarify any information.
8. Assess skills and qualifications: Assess the candidate’s skills, experience, and qualifications. Evaluate their communication skills, problem-solving skills, and ability to work in a team.
9. Provide information: Provide additional information about the company, the job role, and the hiring process. Answer any questions the candidate may have.
10. Thank the candidate: Thank the candidate for their time and interest in the job. Let them know what the next steps in the hiring process will be.

Test skills

Testing the skills of candidates is an important step in the hiring process for your janitorial company. Here are some steps to test the skills of candidates:

1. Choose the appropriate test: Choose the appropriate test that assesses the candidate’s skills relevant to the job role. For example, you can test their cleaning skills, equipment handling, or safety protocols.
2. Set up the test: Set up the test environment and provide the necessary equipment, tools, and supplies. Ensure that the test conditions are safe and comfortable for the candidate.
3. Explain the test: Explain the test instructions and what is expected of the candidate. Provide any additional information or clarification the candidate may need.
4. Observe the candidate: Observe the candidate as they perform the test. Note their performance, speed, accuracy, and attention to detail.
5. Evaluate the results: Evaluate the candidate’s performance and score their test based on the predetermined criteria. Assess their skills, experience, and ability to perform the job duties.
6. Provide feedback: Provide feedback to the candidate on their test results. Explain what they did well and what they need to improve.
7. Answer questions: Answer any questions the candidate may have about the test or the job role.
8. Consider additional tests: Consider additional tests if necessary to assess other relevant skills, such as customer service, communication, or problem-solving skills.
9. Keep track of results: Keep track of the candidate’s test results and any other relevant information in a spreadsheet or database.
10. Evaluate candidates: Evaluate the candidates based on their performance on the test and other factors, such as their interview results and background check. Shortlist the candidates who meet the job requirements and move them to the next stage of the hiring process.

Make an offer

Making a job offer is a crucial step in the hiring process for your janitorial company. Here are some steps to make an effective job offer:

1. Choose the candidate: Choose the candidate who has passed all the stages of the hiring process and is the best fit for the job role.
2. Contact the candidate: Contact the candidate to make a job offer. Provide a brief overview of the job offer and its terms.
3. Explain the job offer: Explain the job offer in detail, including the job title, job duties, work schedule, salary, benefits, and employment terms.
4. Provide a written offer: Provide a written job offer that outlines the terms of the employment. Ask the candidate to review and sign the offer.
5. Negotiate if necessary: Negotiate the job offer if the candidate has any concerns or questions about the terms. Be open to making reasonable adjustments to accommodate the candidate’s needs.
6. Set a start date: Set a start date for the candidate to begin work. Confirm the start date and provide any additional information or instructions.
7. Provide orientation: Provide orientation and onboarding to the candidate before their start date. Familiarize them with the company policies, procedures, and expectations.
8. Follow up: Follow up with the candidate to ensure that they have received the job offer and that they have accepted it.
9. Notify other candidates: Notify the other candidates who were not selected for the job that the position has been filled.
10. Celebrate: Celebrate the successful completion of the hiring process and the addition of a new team member to your janitorial company.

Onboard new hires

Onboarding new hires is a crucial step in the hiring process for your janitorial company. Here are some steps to onboard new hires effectively:

1. Create an onboarding plan: Create an onboarding plan that outlines the steps, timelines, and resources needed to onboard new hires.
2. Provide orientation: Provide a company orientation to familiarize new hires with the company policies, procedures, and culture.
3. Introduce the team: Introduce new hires to the team and key stakeholders, such as supervisors, managers, and clients.
4. Assign a mentor: Assign a mentor or a buddy to new hires to help them navigate their role, answer their questions, and provide guidance.
5. Provide job training: Provide job training to new hires that covers the cleaning procedures, safety protocols, and equipment usage.
6. Provide customer service training: Provide customer service training to new hires that covers communication skills, conflict resolution, and handling customer feedback.
7. Provide ongoing feedback: Provide ongoing feedback and coaching to new hires to help them improve their performance and develop their skills.
8. Evaluate progress: Evaluate the progress of new hires during the onboarding process and provide support and resources as needed.
9. Offer benefits and perks: Offer benefits and perks to new hires that are part of the employment agreement, such as health insurance, retirement plans, and vacation time.
10. Celebrate milestones: Celebrate the milestones of new hires, such as their first day, completion of training, and successful performance reviews. This will help them feel valued and motivated to succeed in their job role.