Complete Recruitment Bundle- All 4 Packages
- Fewer casual leads, more qualified candidates.
- Assess qualifications in minutes. No more long phone screenings.
- Don’t get fooled by a good first impression.Verify experience & qualifications.
- Reduce complaints and improve customer retention. Ask the right questions.
Phase: Post Job
Fewer casual leads, more qualified candidates.
Recruiting a superstar cleaner starts with a job post. Not just any job post will do. Your job post must set the tone for the screening process, in-person interview and working relationship. This job post should not bring you any and all interested leads, it should bring you pre-qualified cleaning candidates who believe they meet the specific criterias you have laid out. Cut down on recruitment time by being specific and clear in your expectations so that cleaners can confidently apply to the job. Automate your systems by having candidates apply electronically.
1. Recruitment Web Page Sample
Start by creating a page on your website where job seekers can find you. Having a web page dedicated to recruiting makes it easier for cleaners to refer your work opportunity to other cleaners. This guide shows you what information should be included in your Recruitment Web Page.
2. Registration Inquiry Form (Application P1)
Candidates have viewed your job post or Recruitment Web Page and see the opportunities of working with your agency. Make it easy for them to apply online anytime by linking the form to an “apply now” button on your web page and link your web page to your job post. This guide shows you where you can create your form and what fields should be included in the form. The purpose is for candidates to self-assess their qualifications as they’re filling out the form.
3. Job Post
This is the job post that I use every time I am recruiting cleaners. Simply duplicate this with your agency’s information and have your job post up in minutes.
conveys what experience level will qualify
assures candidates they can continue with their existing clientele
gives them an idea of income potential
explains the working relationship is not employer-employee based between your agency and candidate
describes who this job opportunity is NOT suitable for
Phase: Screen Leads
Assess qualifications in minutes. No more long phone screenings.
Phase two of the recruitment process is to screen the leads that come in. With the success of your job post, you won’t have to waste time kissing a hundred frogs to get one prince! This screening process allows you to assess if a lead is the right candidate to move forward, within minutes!
This helps you identify
do they plan to stick around long term
are they qualified to do the job and can back it up
do they meet your minimum criteria
4. Registration Inquiry Form Assessment
This guide shows you what answers are expected and acceptable in the Registration Inquiry Form. Simply filling out the form does not mean the applicant is able to advance to the next phase.
5. Application Invitation & Email
Once you’ve determined a candidate should move to the next phase, send them this pre-drafted email with a link to complete their application process. With each step, both you and the candidate becomes more committed. Less no shows during interviews and waste less time with unqualified job seekers.
includes bullet points to go over with candidate during phone call to ensure expectations are set with independent contractor working arrangements
includes email sample I use to send the application
Phase: Vet Candidates
Don’t get fooled by a good first impression.Verify experience & qualifications.
One of the biggest concerns is how can an agency provide quality service to clients when they cannot train or control the work of the independent cleaners? The answer is to make sure the cleaners have a record of delivering great service and can prove it.
6. Reference Form & Schedule Preferences Form (Application P2 & P3)
This guide shows you all the fields in my Reference Form & Schedule Preferences Form and where you can create your own. Working with Independent Contractors means they get to determine their scope of work, where to work and what they offer. This form helps you identify if what they offer will meet your needs as a referral agency. It will also help you extract their references so you can verify their qualifications.
7. Personal & Professional Reference Checks
Once you’ve gathered the personal and professional references from the candidate, what questions will you ask the named reference in order to determine whether this candidate is qualified to register with your agency or not? These are the questions I use when checking references. They address some of the most problematic areas that clients complain most about house cleaners and you will discover how this candidate has dealt with those situations in the past.
8. Schedule Interview Guide
This guide shows you how to schedule interviews in a way that almost eliminates no-shows. Includes sample confirmation email I use when scheduling interviews.
Reduce complaints and improve customer retention. Ask the right questions.
Find out what cleaners would do in difficult situations that could compromise the agency’s reputation or the client’s service experience. There’s nothing worse than disagreeing with a cleaner on how to handle a sticky customer situation AFTER it has already occured.
9. Interview Questions
A List of 23 interview questions from easy to extremely difficult. Discover what the candidate is really made of and if they can handle difficult situations independently. You’ll be able to use the cleaner’s answers to these questions if you have to face these situations in real life and hold them accountable for what they’ve promised to deliver.
10. Interview Assessment
This guide helps you determine what are acceptable answers and what pitfalls to watch out for. A very thorough explanation of how to redirect certain questions or how to dig deeper for more information.