I recently participated in a webinar through G & A Partners, the PEO Company we use for our business. They offered some very useful hiring information I would like to share with you.
There are three important qualities you should look for when hiring a cleaning technician.
The three main areas you will want to assess in your candidate include ability, willingness, and manageability. If the potential employee has a strong showing in all areas, you more than likely have a great hire on your hands.
You should structure interviews using these three main criteria for selecting the best cleaning technician for your cleaning company.
What abilities does the candidate possess that will be useful for this position? This includes such things as knowledge, skills, experience, and capabilities. These are mainly behavioral based and are the things you are probably most familiar with.
How did they perform these types of abilities in the past? These can best be assessed by tests or questions about their past job performances. If possible try to direct the question so that it pertains to the position you are hiring for, or just make a generalized question for the candidate. For example, you may want to ask the question “tell me how you dealt with a particularly difficult problem at your last job?” Discuss with them the problem, the experience and the outcome. This information will provide you with some insight into their ability to handle problem situations and help you to determine if they are resourceful and possess problem solving skills.
How willing are they to perform the job required of them? Is the candidate self-motivated? What reason do they have for wanting this job? What has motivated the employee in past jobs? Look for a candidate who is passionate about life; that type of individual is more likely to be passionate about their work ethic, quality of their work, and their performance on the job as well.
Ask the question “what motivates you on the job and what keeps you motivated?” The response will be revealing and help you determine if they are well-suited to the position. It is important for you as the employer to know how people will look at the job you are offering. Is it a stepping stone position or a long term position? Look for someone who is determined, enterprising, and self-motivated. That is the person who will possess the willingness to complete assigned tasks and make on the job decisions.
How manageable will the new hire be? A few questions you may want to ask during this part of the hiring process would be “tell me about your favorite supervisor and what made that person so great to work for?” This can be a useful clue on their manageability.
Another question you may want to ask is “what would you tell a previous supervisor about what he or she could have done better or should have changed about themselves?” This response can sometimes throw up a red flag about that person’s character and manageability in regard to taking direction.
Once you make the hire, the supervisor will need to direct, manage and work with them. Training is key and should continue throughout their tenure with your company. The supervisor will need to determine how to best keep the employee motivated and adapt to each individual’s unique character.
Two out of three ain’t bad:
There is no perfect candidate and you will interview people that may be strong in some areas but fall short in another. When this happens, you will need to compensate for their weaker areas. For example, if you realize that the candidate is strong in ability and strong in willingness, but weak on the manageability side, you will need to compensate by setting boundaries and through sound pro-active management practices.
Now, they may be highly capable and willing to work with you but weak in motivation. In this case, you will need to respond by being a better motivator for them. This could be accomplished through recognition when a job is done well, more one-on-one coaching, or perhaps providing extra attention. And finally, they may have the willingness and are easy to work with but just don’t know how to perform the job. In this instance, you will need to compensate through better training and education.
Consider the job you are hiring them for and what you can do to compensate for their weaker areas. This will help you decide if this person is a good hire. What it all boils down to is how well this new hire will fit into the position you are hiring them for. You want to look for a cleaning technician that will fit your company’s culture and goals. You want to retain and nurture that new hire so they can grow along with your company. By structuring your interviews to using these three criteria, you will favorably narrow your candidates to those who fit your needs. If the candidate can effectively communicate these three qualities to you during the interview, you can feel confident that you have selected the best possible person to fill your cleaning position.