How To Find Hire and Grow A Team of Amazing Cleaners

How to Find, Hire &
Grow A Team
of Amazing Cleaners
That Your Customers Will Love
Overcome hiring challenges, stop having to

micro-manage every detail, and get back
to working on your business instead of in it…
CLEANINGMARKETER
cleaningmarketer.com
Why You Need Hiring Systems
Recruiting can be an extremely difficult process. It seems that nobody wants a part time cleaning job.
So, where do you start to attract great staff who are motivated, have an eye for detail and turn up for work each day?
When it comes to attracting cleaning staff, you need to ‘sell the sizzle, not the steak’. It’s the same principle we use when we're
trying to attract a new prospect right?
We’re selling them a clean house or a clean office – not a cleaning contract (and there’s a big difference).
In recruitment you need to take the same approach. We have to sell the job to a potential new employee.
You'll have a range of great Instead of simply cleaning You won’t have to worry about
candidates to choose from, and customers’ houses and offices, your doing everything yourself because
won’t have to go with “whoever you staff will give them a complete you're understaffed. You'll get a full
can get.” customer experience, bringing night’s sleep, and rest assured
repeat business and rave reviews. knowing that your reputation’s in
good hands.
Remember: Nobody leaves school or college wanting to work as a part time cleaner (or a fast food worker for that matter)
They want the transformation that the job offers them - financial security...
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CLEANINGMARKETER
cleaningmarketer.com How to Find, Hire & Grow A Team of Amazing Cleaners That Your Customers Will Love
Get The Most Out Of Your Staff
When you put hiring systems in place, recruitment becomes a lot easier. You
know what you're looking for in a team player. And, ultimately, you’ll have an
“A-Team” instead of just “a team”.
Be prepared to put in the time and effort to build your ideal team. Because
you're not selling a cleaning service. You're selling a customer experience. Your
cleaners’ attitudes will make or break the interaction.
Of course, they need to be good at cleaning, too. Which requires a great eye
for detail, the ability to follow directions and taking pride in doing a great job.
With the wrong attitude, even the best cleaner will do a makeshift job. On the
other hand, when you have a team of cleaners who care, you can trust them to
take your business to the next level.
CLEANINGMARKETER
How to Find Your A-Team
Finding the right staff means more than finding people who can do the job
well. They need to fit into your business’s culture too. Ask yourself what
values you want to be associated with your brand. Once you can clearly
identify that, write up your outline of the type of person who exemplifies
your values.
Take into account whether you cater to a specific niche. If so, you'll want
staff who you can train in that specialist area.
Now, these people won't just come to you. You need a strong strategy to
attract them. And the most important factor will be how you frame the job.
CLEANINGMARKETER
When you're recruiting, don't try to recruit cleaners. Look for people interested in the benefits of working with
your company. You can begin by telling them the kind of money they can make...
PRO-TIP: Although you are the potential new employer, remember, it’s not all about you. It’s about them. What kind
of transformation can you offer them in their lives?
For example, a great way to frame the vacant position is to use the following structure (of course, we've just plucked
these figures out of the air - but you get the idea)...
$10,000! $10,000!
That’s what you could earn in a year That’s how much you could earn in 12 months working as
working two hours per evening for (company name). a part time cleaner for (insert your company name here)
xx hours per day/night – weekdays only.
Would that pay for next Christmas, School Tuition
or Paying off Your Credit Cards?
Would that pay for next year’s summer holiday?
Would that amount pay for next year’s summer holiday?

We have a vacancy in this area right now!
Contact us today for further details.
CLEANINGMARKETER
It already sounds much more appealing than the words “Help Wanted - Part/Full Time Cleaning Position”.
If you frame it effectively, you'll end up with a range of candidates. Among them you'll find those who are:
Motivated: they actually want the job and are not desperate.
Willing to learn: they don't have to be the best cleaners - yet. Staff who come to training with the right attitude
will ultimately be the best.
Driven: they'll turn up on time for the interview and will work hard for your approval.
Good communicators: they can listen to instructions, and communicate any challenges they might be facing.
They will build relationships with the clients.
Independent: you won’t need to micromanage them, and can rely on them to meet any challenges with
willingness and skill.
Of course, there will be many who don’t fit the mold. But because you'll attract far more candidates, you can
afford to cut the chaff from the wheat.
CLEANINGMARKETER
Team Development Life Cycle
6. Ongoing Training
& Performance
1. Attract 4. Interviewing & Hiring 5. Onboarding Management 7. Referrals
2. Capture 3. Nurture
• Frame your position to make it • Collect information • Invite prospective • Screening interview • Teach new hires • Set aside time each • Set up a referral bonus
attractive on website hires to workshops about your company week for ongoing structure for staff
• Group interview
and events training
• Connect with local colleges and • Add contact • Familiarize them • Half of the bonus is
• In-person interview
universities information for • Sign them up for with apps and tools • Create themes for awarded if you hire
people who email your newsletter • Take-home interview each month or someone they
• Post on job boards • Have them shadow
directly in a quarter referred
your best cleaners
• Keep your eyes open. If you’re out, spreadsheet
• Teach some • The other half is
and you see great cleaners at work, • Make sure they’re
trainings yourself awarded if the new
don’t be afraid to approach them and ready to work on
hire stays on staff for a
open the conversation - you never their own within a • Bring in outside
set number of weeks
know, they may be ready to leave month (earlier if instructors as well
or months
their current job for something else they're already
• Watch and discuss
(malls are a great place to watch experienced in the
training DVDs as a
cleaners in their workplace)... cleaning industry)
team
• Have a “Careers” page on your
• Have other cleaners
website
present to the rest
• Link to your “Careers” page on social of the group
media and in client newsletters
CLEANINGMARKETER
The Life Cycle For Staff
No matter what stage of your business you’re in, there is a specific journey or life cycle for building a great team.
This is the process you need to follow to grow a team of amazing cleaning staff that your customers will love.
1 ATTRACT 2 CAPTURE 3 NURTURING

As we've mentioned, you need to frame the position to make it more
Don’t let your prospective hires think you've
attractive. That way, you'll get a range of candidates to choose from. So how
forgotten them. The process will inevitably
do you get the word out?
take a bit of time, so keep them updated by
Let your network know you're hiring. Even if they have no interest in the
inviting them to training workshops and
position, they can send you referrals they trust.
events. If you have a staff newsletter, you
Post on job boards. Websites like Craigslist, Facebook, Care.com and even could even include them in the mailings to give
flyers on business storefronts (if the owners allow it) are effective places to
them a ‘feel’ for the type of company culture
post your openings. Write up attractive posts and outline a simple
that you have.
application process. If you are in local Facebook networking groups,
remember these can be great places to post your openings too - and you can ask
your team members to comment on your post to say how great it is to work
there!
Connect with local colleges and universities and let them know you have Capture candidates’ emails by collecting
roles available. Tell them exactly what you're looking for, and which section their data on your website. Set up a
of their student-base you'd expect to find suitable candidates. spreadsheet or if you have a CRM like
Feature a “Careers” page on your website and social media. When your Infusionsoft, capture the data of those who
positions are filled, allow anyone interested to leave their details for future email you directly.
openings.
CLEANINGMARKETER
4 INTERVIEWING AND HIRING
Your interview process should not be overly complicated, but it must be carefully structured. You don’t need to
have endless interviews to find the right people. Google is known for their elite hiring process, and the great way
they treat all potential hires. They use a system of four interviews when it comes to hiring new staff.
Interview #1:
The Screening Interview
The screening interview is the shortest and least complicated step of the process. Simply
have a 15 minute phone call with each candidate, where you ask them about their
experience and why they're interested in working for your company. This stage will cut out
candidates who are not qualified and clearly not a good fit.
Interview #2:
The Group Interview
Use the group interview to filter out those who aren't actually interested in working for you.
There will inevitably be candidates who are ambivalent about the position, or who misunderstood what you're looking for. The group interview gives you the
opportunity to let all the candidates know more about your company and what the position entails.
Start the session by telling the group about your company’s values and culture, your mission statement, and what it’s like to be a member of your team. Let them
ask questions, and use the opportunity to find out more about your candidates.
CLEANINGMARKETER
In this interview, you’ll want to cover things like:
1. What happens if they don’t show up or cancel late on the day of work
2. What happens if they’re late for work
3. What happens if they break something while they’re on the job
4. What happens if they call in sick too often
5. Ask them, "Do you have any vacations planned that we should know about now?"
The idea here is so they understand the negative impact each of these things have on their fellow workmates, on their customers and on the business in general. If you feel that certain
appliants are resistant to one or any of these items, that's good news - you see, you literally want to "repel" the people who won't follow these rules - and you want to do it at this stage!
Why? Because they’re joining a team of people who are going to depend on them, so they need to understand that their dependability is a key core value of your cleaning business..
Finally, make them take the next step. Tell those that are still interested to send you an email stating as much, and bring them forward to the next stage.
It’s a good idea to hold group interviews at least once a month, even when you're not hiring. This helps you build a pool of candidates for when you inevitably are hiring.
Interview #3:
The In-Person Interview
This is the most traditional phase of the interview process. Meet each candidate one-on-one to evaluate their aptitude for the role. An excellent way to kick
off the interview is by asking them how they think your company could be improved.
Their answers will demonstrate how much effort they have put into knowing more about your company, what they got out of the previous two stages, and
how they perform under pressure. It will also help you evaluate their skills in assessment, and the possibility of supervising.
At this interview, you want to learn if they are able to follow your instructions.
"So I'd like to you to go to the storeroom and put together a cleaning kit that has a mop, a bucket, glass cleaner, bathroom cleaner and 4 clean cloths.
Then I'd like you to go to the sign in book and write your name, and finally, I'd like you to go to the kitchen, pour yourself a glass of water and meet me back here
in 10 minutes"
A simple, but very effective test of their listening and action skills.
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CLEANINGMARKETER
Interview #4:
The In-Home or Office Space Practical
Finally, you need to evaluate how well they can actually do the job. They don't need to be perfect, especially if you are holding training sessions, but they need
a high level of competence and of course, common sense. Have them clean your own home or office, or that of a friend or even a free bonus clean for a
friendly client (of course, with full on-site supervision).
By the end of this four stage process, you will have found a team of interested, motivated, skilled, and passionate cleaners. They will perform well under
pressure and be motivated to succeed, proving a perfect fit for your cleaning business.
5 ONBOARDING
Week one is where it all starts. This is the time to induct your new hires into your organization.
WEEK 1
You'll need to have an induction book which outlines the policies of your business, and what is expected of them as an employee (or sub-contractor). It is very important that
you have all new hires sign this induction book before they start work with you (and be sure to give them a copy of their signed document).
Don't forget to outline all those areas where issues can arise such as: Returning Keys, Returning Supplies, Breakages On Site
You'll also want to clearly spell out your policies that relate to: Not showing up for work, Being late for work, Write Ups
Be sure to have a clear conversation so your new hires understand that they are part of a Team - and that both the Team and your
Customers are depending on them every day.
Finally, introduce them to colleagues and clients and let them know when staff training and/or meetings will occur.
Take the time to train them to use any apps or tools they'll need for scheduling, etc.
PRO-TIP: If you use tools that will require them to use their phones to sign in/out of a job and leave messages, it is imperative that
they understand that they will need an iPhone or Android phone to work for your business.
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WEEK 2 The second week of training should be used to familiarise them with the customer experience. Train them in their roles with the customer, including how to engage in a
friendly yet professional manner, and how to deal with difficult clients. Spend some time informing them about any legal or policy-related rules.
Set The Pace Early For Success
No cleaning business owner wants to face difficulties and issues with staff. To avoid potential problems, here are a few strategies that will help you reduce (or even avoid),
unpleasant situations - just remember, you need to be consistent!!
1. Be crystal clear with what your expectations are. Have policies that are in place that make sense and are reviewed and communicated on a frequent basis. A good rule is
to cover one policy at each team meeting.
2. Should you have Team Members who break (or even bend the Company Rules), it’s important that you address it immediately. Have boundaries in place that you enforce
in a professional manner, and be clear of what your expectations are in relation to these boundaries.
3. Have a clear cut system and process in place for any behaviours or attitudes that are not in alignment with the Purpose, Values & Mission of the Company, and stay
PURPOSEFUL to those systems and processes, no matter what. For example:
1st: A verbal warning
2nd: A written warning
3rd: A day suspended without pay
4th: Immediate termination
At each step, they know what is next and what will get them fired.
To summarize: Clear expectations that you follow to the letter, clear communication, consistency and follow through even when it might feel hard to do. Remember, you're
running a business, not a drop in center!
WEEK 3
WEEK 4
Have your hires shadow your best cleaners. This will
By the end of week 4, new cleaners should be set up and
help them learn on the job exactly what is expected
scheduled to visit clients on their own for the first time.
of them and fill in any gaps in their training.
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6 ONGOING TRAINING & PERFORMANCE MANAGEMENT
Although training ends after a month, the best cleaners are constantly improving. Your cleaning
business will truly thrive if you focus on constantly honing your employees’ skills.
Put some time aside each week for training, and create themes each month for your staff to work on.
PRO TIP: Remember, training should not just focus around cleaning. Your cleaning team are problem
solvers and relationship builders, so ensure you help build their skills in these areas just as much as
how to actually clean.
Training does not need to be as intense and organised as during the first four weeks. Sometimes, just
watching an online webinar or YouTube Video is enough to keep learning new skills. Alternatively,
have experienced members of your staff speak to the newer hires.
Remember, many staff members will find any excuse to avoid Company meetings. In the 21st Century
there is absolutely no reason why someone can’t join a meeting online if that’s the only way to get the
team together. Having a meeting every week and then expecting full attendance and participation is
the key to building a million dollar + cleaning business - and keeping your team connected.
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CLEANINGMARKETER
7 REFERRALS
Finally, set up a referrals program in order to keep finding the best new
members for your staff. Offer incentives to members of staff whose referrals
you hire. For example, offer $250 for hired referrals, and an extra $250 if the
hire is still there 6 months later.
This will ultimately save you money, and make hiring simpler in the future, as
you already have a level of trust in the candidates.
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Summary
When your staff visit a client, they aren't just cleaning. They're helping people.
The way they present a clients home or office (we call this their "sense of arrival") is paramount. Leaving chairs untidy, or trash cans in the
wrong place - looks like they don't care. By just taking an extra minute or two on site to check everything looks neat, makes a huge
difference to that sense of arrival for their clients...
Their ability to be reliable, have a great eye for detail, and be looking for ways to provide a delightful experience for each and every
customer, is their Number 1 role within your business.
Your role is to ensure you hire the right fit (and not just whoever turns up for the interview). In essence, your job as a cleaning business
owner is to hire, fire and train to the purpose, values and mission of your cleaning company.
When you do that, your entire team will work in alignment to a shared goal, and that alignment creates
incredible strength within a business.
If you’d like to know more about this, I’d highly recommend you read the book “The Dream Manager” By
Matthew Kelly which talks about this in more detail and uses a cleaning company as the example for this
(available on amazon.com).
In summary, you need the right staff to be able to do this, and that starts with the right attitude. Having
systems in place for recruitment helps you find your A-Team, and proper onboarding and training will
ensure you get the most out of them.
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CLEANINGMARKETER
Would You Like Me To Help You?
Best-selling author, Ultimate Marketer and Small Business ICON Award Winner - Lisa Macqueen, knows how to use strong
management skills, smart marketing strategies, systems and automation to help cleaning business owners around the world succeed.
With over 22 years as a cleaning business owner herself, growing that business to a multi 7 figure cleaning
business with tremendous success, her mission continues.
Lisa took her husbands’ ‘average’ cleaning company and turned it into a multi-million dollar international
empire in a little over 2 years, and is now in hot demand as a cleaning business coach, speaker, and mentor.
Lisa was recently named as one of “America’s Premier Experts” and appeared on the Brian Tracy Show on ABC
CBS and & FOX Affiliates in the US, and also co-authored a book with Brian Tracy, Power Principles for Success
which reached best-seller status.
While many people frequently call her the “Queen of Cleaning” she will be the first to say that what she really
helps cleaning business owners with, is teaching them how to run a cleaning business with a combination of
tough love, great systems and strong marketing strategies that actually work for cleaning businesses…
If you’re serious about your cleaning business and would like to get to the next level, Lisa can help you get there
faster than anyone else.
Interested in working with Lisa? Click here to schedule a free 30 minute discovery call.
AS SEEN ON
Follow Lisa on Facebook, LinkedIn, YouTube or Twitter.
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How to Find, Hire &

Overcome hiring challenges, stop having to

Would that amount pay for next year’s summer holiday?

1 ATTRACT 2 CAPTURE 3 NURTURING

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