How to Hire Cleaning Employees

Finding reliable, skilled cleaning employees can feel like searching for a needle in a haystack. You need people who will uphold your standards, connect with clients, and show up consistently. Without the right team, even the most organized cleaning business can falter. If you’ve been struggling with hiring, you’re not alone—but this guide will equip you with strategies to transform your hiring process.

3 min read

Why Hiring Cleaning Employees Feels So Challenging

You might be dealing with high turnover, applicants who don’t show up for interviews, or hires who vanish after a week. Let’s face it: cleaning isn’t glamorous work. However, with the right approach, you can attract and retain the best candidates—the kind who will stick around and thrive in their roles. The secret? Understanding their needs and matching them with your business goals.

Step 1: Define Your Ideal Candidate

Before you start advertising positions, get crystal clear on what you’re looking for.

Key Traits: Look for reliability, attention to detail, and a good attitude. Cleaning requires focus and stamina, so candidates must be both physically capable and meticulous.
Experience vs. Trainability: Experience is valuable, but don’t overlook trainable individuals with the right mindset. Often, an eager learner can outperform someone set in their ways.

Step 2: Write a Job Description That Attracts Talent

Your job description is your first chance to stand out. Avoid generic listings; instead, highlight what makes your business unique.

Include Benefits: Whether it’s competitive pay, flexible schedules, or opportunities for advancement, showcase why working for you is better than the competition.
Be Transparent: Clearly outline job responsibilities, expected hours, and pay range. Transparency attracts serious candidates and weeds out those who aren’t a good fit.

Pro tip: Use emotional triggers like “Join a supportive team” or “Build a career, not just a job” to make your listing compelling.

Step 3: Use Strategic Recruitment Channels

The key to finding great candidates is knowing where they hang out. Consider these options:

Local Job Boards: Community-focused boards often attract candidates who prefer nearby jobs.
Social Media: Platforms like Facebook and Instagram can be goldmines for local talent. Join community groups to post openings.
Referrals: Incentivize your current team to refer friends and family. Offer bonuses for successful hires who stay beyond their probation period.

Step 4: Master the Interview Process

The interview is your chance to dig deeper and assess whether a candidate truly fits your needs.

Ask Behavioral Questions: Instead of yes/no questions, ask how they’ve handled specific situations in the past. For example: “Tell me about a time you had to deal with a difficult client. How did you handle it?”
Assess Soft Skills: Punctuality, communication, and problem-solving are just as important as technical cleaning skills.
Practical Assessments: Consider a trial shift or practical test to see them in action.

Step 5: Make Onboarding Seamless

Hiring doesn’t stop at “You’re hired.” A strong onboarding process sets the tone for success.

Provide Clear Training: Equip new hires with step-by-step guidance. Include everything from using equipment to handling customer interactions.
Pair with a Mentor: Buddying up new employees with experienced team members accelerates their learning curve.
Outline Growth Paths: Show employees how they can advance within your company, fostering loyalty.

Step 6: Retain Your Top Performers

Retention is as important as recruitment. Keeping your best employees reduces turnover costs and builds team morale.

Recognition: Acknowledge hard work with shoutouts, bonuses, or small perks. Feeling valued motivates employees to stay.
Competitive Pay: Conduct regular market research to ensure your compensation is fair.
Flexible Schedules: Flexibility is a top priority for many workers, particularly those balancing other responsibilities.

Frequently Asked Questions About Hiring Cleaning Employees

Q: How much should I pay cleaning employees? A: Pay rates vary by location, but competitive wages are essential to attract top talent. Research local averages and consider offering above-average rates to stand out.

Q: How can I prevent high turnover? A: Focus on hiring for culture fit, providing thorough training, and offering growth opportunities. Retention is easier when employees feel supported and see a future with your company.

Q: What’s the best way to handle no-shows for interviews? A: Confirm interviews a day in advance and consider offering a small incentive for showing up.

Advanced Insights for Hiring Success

Leverage Technology: Use applicant tracking software to streamline the hiring process. Automation tools can help you sort resumes, schedule interviews, and even conduct initial screenings.
Create an Employer Brand: Invest in your business’s reputation. Positive reviews on platforms like Glassdoor or Indeed make you a more attractive employer.
Offer Non-Monetary Benefits: Beyond pay, perks like paid training, team outings, or wellness programs can set you apart.

Conclusion: Build Your Dream Team Today

Hiring cleaning employees doesn’t have to be a struggle. With the right approach, you can attract, train, and retain a team that supports your business’s growth. Start by defining your ideal candidate, crafting a standout job listing, and refining your hiring process.

Ready to level up your cleaning business? Visit Cleaning Profit Academy for exclusive resources that make hiring and management easier. Your dream team is just a few steps away!