Just a Thought About Recruiting
Once again it is becoming difficult to attract quality employees to the Professional Cleaning Industry. We are hearing from members that they have had to put potential new business on hold because they can’t find enough quality employees.
When we are developing new customers don’t we generally try to find out what that prospective customer’s pain is and then create a resolve for them? Why wouldn’t we do the same when recruiting new employees? We should be asking candidates; why do you want a job in the Professional Cleaning Industry. Why do you want a job with our company?
Typically, we are hiring part-time employees. So, if they are intending to support their family from the income gained from part-time employment within our industry, there is a potential problem right from the beginning. Wouldn’t we experience high turnover because an employee trying to support their family would leave as soon as they find a full-time job or a higher paying position elsewhere? But, if they want to work a part-time job to pay off their car, pay down a loan, buy new furniture, earn money for a vacation or assist their children with college tuition, then they will seek employment for a specific duration of time. That would give us a more manageable workforce.
My favorite place to recruit from has always been small local colleges or community colleges. Many of you have heard me discuss this many times in the past. However, in today’s market place where we are experiencing low unemployment rates again; we need to get creative.
In that my youngest child is preparing to go off to college and make my wife and me empty-nesters, I’ve been thinking a lot about college tuition lately. Ouch, higher education is not cheap! As my child searched and applied for untold numbers of scholarships my little brain started working overtime. Then it came to me—why not hire college kids and offer them a bonus/scholarship for each semester of $500 so long as they work part-time for my company (4 hours daily). Then pay the bonus/scholarship directly to their school, so long as they are maintaining a certain GPA. The school would spread the word on campus, so in a way they would become our recruiter. Once such a program is established, then spread the word in the community. The PR dividends would be great and I believe quality applicants would start rolling in. We will also have a great story to tell our potential clients about how we are supporting our community through our scholarship program as well as sharing the fact that this program provides us with a better quality employee to place in their properties. Just a thought.