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Hiring Independent Contractors for cleaning

Posted By Prime Home Cleaning, Tuesday, April 4, 2017
Updated: Tuesday, April 4, 2017

Hello,

I started my cleaning referral agency and I have the hardest time hiring independent contractors to start with my company. 

 

I post on Indeed and I get many applicants. I then text them to either fill out online application and other forms which did not go well as some try to fill it out and send incomplete application. I provide them clear direction on what to do with these online application. Some don't even respond to text.

 

I then tried texting these applicants to meet to discuss the position and fill out the forms in person. This is also not successfully as most cancel on me last minute or don't even respond.

 

Is anyone experienced this or experiencing this? It is so frustrating to deal with this unprofessional behavior. I can't start marketing to get clients because I am stuck with no staff. I have 2 staff ready but I need more. 

 

I feel that if you want to work then why not show that you want the job. 

 

I really need advise on what I should do to hire reliable independent contractors.

 

 

 

Tags:  employees  hiring  human resources  Interviewing 

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Comments on this post...

...
Mercuri Cleaning Services says...
Posted Sunday, June 18, 2017
Hello Prime Home Cleaning,
I did have the same experience that which you speak of both on kijiji and on Indeed. To be truthful I think it is the quality and maturity of applicants those sites tend to attract. Try finding other avenues for seeking applicants where mature hardworking individuals would go to find work. Those who are not lazy for example would most likely go to an empoyment resources centre where they got out of bed and dressed up to go look for work. Depending on the age group you are seeking to hire, you might want to try out newspapers as I found the older ones are more likely to go look in local newspapers for employment. I guess what I am trying to say is find out what qualities you are seeking in your future employees and think about where those people would most likely seek employment. Otherwise it really is a numbers game. If you left specific instructions for them and they have not responded these are not the employees you want anyway. Then again there are other factors to look at as to whether the person has difficulty with one language over the other or maybe some other issue. Sometimes it is a simple one that can be corrected.

I don't text any of my applicants. I do everything through the phone. I prefer this method because I get to see how they handle themselves on the phone i.e. are they friendly, do they present themselves well, are they sincere? I always start with a phone call to give them the next steps. The next step when I call them after I ask a few basic questions is I schedule an interview. At the interview if I feel they may be a good candidate I get them to fill out the application on the spot if they are still interested in the position. I gather the applications of the ones I selected, I do the background checks to verify if everything on their resume is accurate. The second meeting i get them to do their criminal record checks and if they show up to that next meeting with all the required documentation, they are interested.
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