The Season for Hiring

For most of us, the hiring season has arrived. The process of finding and keeping the right people can be a daunting task. How can we make this not so painful?

For most of us, the hiring season has arrived. The process of finding and keeping the right people can be a daunting task. How can we make this not so painful? How can we keep the good ones that we find? You want to have a good experience with hiring, so here are a few tips to guide you.

Consider your approach to finding the right candidates for your company. You will want to make sure you are fishing in the right pond. Are you just placing a “help wanted” sign in the window, or are you placing an ad on a career finding website? Do you want the randomness of whoever walks by your building to be the candidates? Or do you want the position to be viewed by serious candidates seeking specific employment? When you create the ad, make it stand out and make it as professional looking as you can. You want the talented candidate to recognize your talent.

Stick to a routine of questions when conducting interviews. You will begin to be able to really read people when you ask them the same questions that you’re asking other candidates. There are many great questions out there, but be careful not to ask any discriminating ones. One of my favorite questions to ask is “What qualities do you appreciate in a supervisor?” This question helps me to find the potential employee’s expectations and values.

When you have found the right candidate(s), have a game plan for their introduction into your company. Create a thorough orientation and training program. You have built a lot of respect bringing your company to its current level. You will want this respect reflected to new employees from day one. The well-organized orientation will give the employee a great start and it will increase retention.    

After you have given an unforgettable orientation, set up a program to check in on the employee’s progress. This can be done at intervals such as the two-week, the 30-day and/or the 60-day marks. Inspect what you expect. Be honest with the employee about their performance and give them the opportunity to correct any shortfalls. 

Did you enjoy this article? Click here to subscribe to i Cleaning Specialist Magazine.

Recent Articles by Marcus Taylor

You must login or register in order to post a comment.



Image Galleries

The 2014 Experience Conference and Exhibition

A look in photos at the 2014 Experience Conference and Exhibition, which was held from April 24-26 at the Embassy Suites Convention Center and Spa in Frisco, Texas.


Beginning April 21, Google will start judging websites based on their mobile friendliness. What exactly does this mean to you cleaning website? Find out in the latest edition of The Hitman Advertising Show, which will also cover tips and suggestions on getting mobile compliant.
More Podcasts

ICS Cleaning Specialist Magazine


2015 April

The April ICS issue features content on concrete polishing, green cleaning, air duct cleaning, injection sprayers and new products.

Table Of Contents Subscribe

Janitorial Work

In addition to residential and commercial carpet cleaning, do you do any janitorial work on the side?
View Results Poll Archive


The Carpet Cleaner's Book of Unlimited Success! (ebook)

Don’t worry about the recession or about your competition.  Now you can be the owner of over 400 ways for carpet cleaning professionals to make more money and get more jobs!

More Products


Director_Buyer.jpgThe premier resource and reference guide for the cleaning and restoration industries.

Click here to view


facebook_40.png twitter_40px.png youtube_40px.png


Truckmount.jpgEquipment listings and specifications from the leading industry manufacturers.

Click here to view