Why you should be aware of your commercial cleaning company's HR practices

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Why should this be important to you?

Picture this, you’ve just given your keys and alarm codes to your new commercial cleaning company. Bear in mind, most of your office staff that you’ve personally vetted don’t have this level of unsupervised access. Wait….who’s that? You don’t recognize that fellow but he seems to be pushing a mop bucket into your server room!

Staff turnover in the commercial janitorial industry is generally high (North America industry average is over 150%). While there may be perfectly good reasons for some turnover, how does your janitorial provider manage their HR when they are under pressure to place staff in remote locations in oftentimes short notice? A warm body may be perfectly able to empty your garbage and clean your restrooms, but someone who’s been properly screened for past indiscretions is a more pressing concern to you if it seems like people are turning over quickly.

For peace of mind, it's important to know how they screen and place their staff. You may want to occasionally ask for a criminal record check confirmation to ensure they’re actually being done. Your new company should give you a heads up if Rosie is going on vacation and why Patrick is a perfectly good replacement for a couple of weeks. You will be more welcoming to him when you see him since you will know he’s the very carefully vetted and trained fail-safe in case Rosie gets the flu.

Some companies go the extra mile. A commercial cleaning hiring funnel should look something like this: Resume, phone interview, online personality assessment, face to face interview, reference check and finally background record checks. This is time consuming and costly especially when you are trying to fill a position quickly. Good companies always keep a constant drip of applicants so you can at least mitigate some of the time the process takes and deepens the applicant pool.

But here’s the win and the ROI for the cleaning company and you as their client. A hiring process as described above should not only reduce staff turnover but should also give better insight into whether someone has a predisposition to this type of work. Reducing the turnover in cleaning staff has a direct correlation to reducing turnover in the client base. This creates longer term healthier relationships where everyone from you the client, to the cleaner, to the cleaning company wins.

 

 

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