How To Hire Employees For My Cleaning Business

It's hard to find good employees for your cleaning business. And when you do, it can be even more challenging to keep them.

Don't worry, information technology'southward not simply y'all. According to cleaning manufacture expert Katie Pearse (Glisten Academy), staffing is past far the toughest part of running a housecleaning business.

But it's worthwhile when you lot succeed. You're creating careers for hardworking cleaners, helping your clients, and growing your business in the process.

Here'due south how to confidently find, hire, and retain new cleaners for your business—forth with some tried-and-truthful advice from Katie to prove it works.

Everything you should know near how to hire cleaners:

Hiring cleaners: how to know it's time

It's most likely time for y'all to commencement hiring employees if:

Your schedule is consistently full, you're waitlisting new clients, and in that location's plenty work to continue another cleaner decorated long-term
The business organisation is doing well financially and can handle the expense of an extra employee (including wages, taxes, and benefits)
You accept enough fourth dimension to focus on hiring and properly training a new cleaner
Hiring another cleaner volition help you offer new services, similar laundry or carpet cleaning

If any of those situations sound familiar, you're ready to grow your team.

How to set for hiring cleaners

Earlier hiring cleaners, yous'll need to consummate several tasks to stay compliant with federal and country labor laws. Hither'due south a quick overview of what your to-practise list should include:

Apply for an employer identification number (EIN) through the IRS
Register with your country labor section
Be ready to report the employee's information to your state's new hire reporting agency
Get a payroll organization in identify to aid you go on authentic records
Get workers' bounty insurance
Write an employment contract or at-will agreement (and get a lawyer to look it over)
Create an employee handbook, if you don't already accept one
Get a personal data grade that your employee can fill out for payroll purposes
Assemble an info package almost disability, family leave, and other federal policies
Create standard operating procedures for every task you do (hint: our firm cleaning checklist can aid yous get started)
Set a workplace safety program
If you have an office, put up the required federal posters nearly worker rights
Order employee uniforms (or be gear up to order when yous get your new hires' preferred sizes)

How to pay your cleaning employees

Before you lot start looking for employees, you need to know how you lot'll be compensating them. This volition be important information to include in your task posting!

Here's what to offer cleaners:

Good salary well in a higher place minimum wage
Paid breaks, meetings, and travel time
Paid mileage (if they're using their personal vehicle on the job)
Health benefits and insurance
Bonuses and other incentives
Scheduled raises
Flexible working hours
Paid holidays and vacation
Uniform and cleaning supplies

You lot'll also be able to attract better employees if yous offer a positive culture and a business where cleaners want to work.

How much do cleaning services pay employees?

On average, cleaners in the United states of america make $12.61/hour. Wages range from $9.31 to $18.82 per hour, or $xix,370–39,140 per year. Average pay per land is a good place to get-go, but brand sure your employees are earning a fair hourly rate based on their work and experience.

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How to hire cleaners in 6 steps

You're prepare to abound your team and start hiring cleaners—but how and where do you find them? To get the answers, watch Katie Pearse'south video about her hiring experience, then keep reading!

1. Identify your platonic employee

First, effigy out what blazon of people would practise well in your concern. College students? Parents re-entering the workforce subsequently staying home with their kids? Professionals looking for role-time evening hours?

Any your ideal employee might be, make sure their lifestyle and chore needs friction match up with the office you're hiring for. This will give you lot a much better chance of finding the right fit for the task.

For example, perchance y'all're looking for someone to handle midday cleaning. Your ideal cleaner could be a stay-at-dwelling house parent who only has a few hours to piece of work while the kids are at school.

Pro Tip: Already have a team of cleaners merely looking to hire more than? Go more than people just similar your current workers with an employee referral program.

2. Write a house cleaner job description and posting

Job descriptions are an internal listing of employee tasks and responsibilities. This sets expectations for your employee and helps you lot evaluate their performance.

When you lot're writing a house cleaner job description, you lot'll need to answer questions like:

Volition the employee schedule new jobs, create quotes, or send invoices?
Will they interact with customers, whether in person or past text or email?
Do you lot need them to work specific days or hours?
How many jobs will they need to consummate each day?
What cleaning duties will they be responsible for?

House cleaner job description instance:

At Sparkling Cleaners, a house cleaner is responsible for:

– Completing tasks according to the provided cleaning checklists

– Managing a particular area of the client'southward abode and ensuring a loftier level of quality

– Working with minimal supervision

– Assessing a client's home, prioritizing tasks, and using good judgment to customize the appointment per customer's wishes

– Building positive relationships with clients by earning their trust and respect

– Complying with proper safety policies and procedures

– Transporting all equipment and supplies from each visit

– Collecting payments from clients when required

– Professionally addressing any complaints or issues and reporting to direction

– Taking the initiative to delight our clients wherever possible

READ More than: Employee hiring and engagement tips from half dozen industry experts

A job posting, on the other hand, is shared online to market a chore to potential applicants. It builds on the responsibilities laid out in your task description and should also include:

Company overview
Position summary
Personality characteristics
Job requirements (phone, driver'due south license, their ain car, previous concrete labor or cleaning feel, clean criminal tape)
Hours (full-time, function-fourth dimension, days, times)
Bounty (wages, benefits, holiday, incentive, perks)
Additional information candidates should know (background check, drug testing)
A asking for at least 2 references
How they can apply (email, web form, through the posting)

Pro Tip: Make your job posting sound like the people you want to rent. For case, if yous want your staff to be friendly and professional, make your posting friendly and professional person, as well.

Job posting example:

RESIDENTIAL CLEANER (PART-Fourth dimension)

Position summary:

This is a new position to provide extra flexibility and meet client demand. In this office, which reports to our crew lead, you will clean homes and build client relationships. This function is ideal if you have limited gratis daytime hours and are looking for fulfilling work!

You lot'll find this position rewarding if you pride yourself on a job well done, piece of work well with a team and on your own, and pay shut attention to the details.

Responsibilities:

– Completing tasks according to the provided cleaning checklists

– Managing a particular area of the client'due south home and ensuring a high level of quality

– Working with minimal supervision

– Assessing a client's abode, prioritizing tasks, and using good judgment to customize the appointment per client's wishes

– Edifice positive relationships with clients by earning their trust and respect

– Complying with proper safety policies and procedures

– Transporting all equipment and supplies from each visit

– Collecting payments from clients when required

– Professionally addressing whatever complaints or issues and reporting to direction

– Taking the initiative to please our clients wherever possible

Requirements:

– Cell phone

– Valid driver's license

– Personal vehicle

– Make clean criminal tape

– Previous cleaning feel is an nugget

Work hours: 10am–2pm, Monday to Fri

Bounty: $16.00/hr + $0.50/hour performance incentive

Additional information:

– A criminal groundwork check will be performed before hiring

– Two weeks of paid grooming will be provided upon hiring

How to utilize:

Please send your resume, embrace letter of the alphabet, and two professional references to [email protected] We'll contact successful candidates to schedule an interview and on-the-task cleaning audition (paid at $12.00/hour).

Nearly Sparkling Cleaners:

Since 2022, Sparkling Cleaners has made our clients' lives improve through the unproblematic power of a make clean home. Our 8-person team offers professional house cleaning service, including specialty services such as deep cleaning, construction cleaning, laundry, and organization. We pride ourselves on our dedication to the wellbeing of both our clients and our employees.

Become your chore posting template

Apply our free template to create a chore posting for your cleaning business.

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3. Advertise the job

How do you market to cleaners? Unproblematic—you already know what type of person you're looking for, so find the places where they spend time. And then you lot just need to create a message that attracts and connects with them.

Here's how to attain and where to observe employees for your cleaning business:

A Careers page on your website (ideally with a job form for applicants to fill up out!)
Job boards like Indeed, Craigslist, Kijiji, Monster, Glassdoor, and ZipRecruiter
Social media, including chore and interest groups for your customs
Branded flyers and signs advertizing the job
Budgeted hard workers at large businesses and inviting them to contact you for a chore
Referrals and recommendations from your clients, other employees, friends, and family
Applicants who previously applied for a dissimilar position
By employees yous want to hire again (or who might know someone worth hiring)
Job fairs and career days
Professional recruiters

READ MORE: Get adept hiring tips from Nick Huber (The Sweaty Startup)

Share your job posting on these platforms, and don't be afraid to put a niggling budget behind your efforts. Subsequently all, y'all're paying to market place to clients—yous should be doing the same to attract cleaners.

You can try several platforms to come across what works for your business organisation. For Katie, the best results were with Kijiji.

"We tried a few dissimilar things like Monster and Facebook, simply it was always Kijiji that worked like a amuse."

—Katie Pearse

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four. Interview candidates

As you lot start to receive and sort through applications, outset making a shortlist of candidates yous'd like to see with.

These are the qualities that Katie and her partner looked for in their applicants when they starting time started hiring:

Experience: Y'all can lose time and money training people who are new to cleaning and might quit later on a few months, according to Katie. Yous may need to hire people without experience, just try to await for those who do—especially if they want to make a career out of information technology. They already know how to practice the job and understand how hard it is!
Independence: Wait for applicants who show they're independent, motivated, and able to piece of work without a supervisor—only can still work as part of a team. "You demand people who like to work on their own, because yous are working alone almost of the time," says Katie. "You might have a partner, but y'all're non working side by side."
Friendliness: Your cleaners are part of a team, and so they should get along well with others. They'll often communicate with clients on your behalf, too, and then they should be friendly and professional. In many ways, your cleaners are the face of your company, and then they need to make a good impression and represent your brand accordingly.
Commitment: Your employees demand to bear witness upwardly every day, no ifs, ands, or buts. "You have to be committed to serving your clientele," says Katie. "If y'all don't testify up, nobody else can pace in. I had staff with such loftier commitment that they would be upset if they got ill. They felt bad that their clients weren't going to become their houses cleaned."

READ More: Attract employees with these skilful hiring tips

When you have your shortlist, volume an interview with each candidate, ask questions, and go to know them. This will tell you if they're likely to exist a valuable member of your squad.

Pro Tip: You might observe information technology useful to accept group job interviews and auditions. This can cut down on no-shows and wasted time. You can also run into how your candidates get along with each other and work together.

five. Concur paid auditions

Some cleaning companies hold paid on-the-job auditions. This involves taking candidates along with current employees to help tackle real cleaning jobs while they're being closely supervised.

Here's Katie'southward experience with auditions:

"I pay them for the audition but explicate they had to pass the audition to become an employee. I say, 'The manager will tell you what to exercise; but practise your best.'

"You have to know how your cleaners make clean. At that place's no bespeak going through the hiring process with someone if they tin can't clean or don't show potential to learn."

—Katie Pearse

Pay closer attention to attitude than technique during the audition. Maybe a candidate takes longer to vacuum, but they're paying attending to the details and they're open up to learning how to do better.

At the end of the audition, share constructive feedback and so the candidate knows what they did well. You tin pay them by cheque or eastward-transfer, regardless of whether or not you're hiring them.

half-dozen. Rent the successful candidate

Depending on how interviews and auditions go, you lot may cease up with 1 or more candidates who would do well on the job.

You'll recognize a great employee right away, and then trust your instincts. Make them an offer in writing, become their signature, and start filling out the paperwork for their first day.

If your candidates are simply so-and then, though, don't hire one—you may cease up firing them and finding yourself back where you started.

READ MORE: Kristen Hadeed'due south five-infinitesimal squad-building activities

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Retaining your cleaning employees

Katie and her partner built a cadre grouping of 8 cleaners who stayed with the company for years. Merely to go there, over 200 employees came and went, often lasting merely a few months.

In the early years of Katie'south business, the churn of staff coming and going was a constant grind. She finally figured out that money wasn't the best motivator.

"In after years nosotros were paying almost double what we paid in the kickoff years, but the aforementioned amount of people didn't brand it through training and concluded upwards leaving. It didn't improve our retention at all."

—Katie Pearse

Fortunately, Katie constitute three other factors that did motivate staff to stay:

Benefits: When Katie's company put a health benefits program in place, it changed everything. "People started looking at our company as a place for a career," says Katie. "We couldn't afford 100%, but we asked for the best package possible and paid 50%. Staff had wellness intendance, vision, dental. It showed that we cared."
Autonomy: Katie trusted her staff to be in charge and make their ain decisions, which gave them pride in their jobs. She says, "You've got to have your staff be your representatives. I was e'er huge on empowering them and giving them all the tools they needed to make decisions. They never had to run things through me."
Connection: The cleaners who connect with clients and intendance virtually helping them are far more than likely to stick effectually. Katie recommends looking for this trait during the hiring procedure and encouraging staff to develop information technology. "You genuinely have to care about your clientele, and yous accept to be committed to serving them," she says.

READ More than: Learn how to get more clients for your cleaning business

Hiring and retaining employees takes a lot of fourth dimension and effort, and sometimes it can feel like an uphill struggle. Y'all're experiencing growing pains—and that's completely normal!

Proceed at it and don't give up. Before you lot know information technology, your cleaning business will have a defended, hardworking team of cleaners who care about your clients just as much as you do.

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Originally published July 2022. Last updated on November 16, 2022.

Good employees are at the core of whatsoever successful cleaning business organization, however, and ...

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