The Happy Cleaner Blog

How to Hire: Hiring the Best Candidate Start to Finish (Part 2)

In my last article, we drilled down how to define the best employee for your company’s needs. Now that we have a picture of what that looks like, we need to know how to identify the candidate.

Once you’ve posted the job, you have a lot of work to do. Hopefully you’ll be in the position where you have many resumes to sort through, but even if this is not the case, you need to know what to look for.

If you are receiving many resumes, create a cut-off date for submission. You don’t want to be overwhelmed by more and more resumes coming in each day. Just take all those resumes received after the cut-off date and set them aside. You will look through them if you have to, but for now you have plenty of choices. Here are some things to keep in mind when looking at resumes:

• Job hopping - Keep a lookout for job hopping. Although there may be a good reason for switching jobs, if you are seeing someone who is moving jobs every few months there is a good chance they will move after a few months with your organization.
• Consistent work history – When reviewing the resume make note of any gaps of three months or more in employment. There may be valid explanations for these gaps, but a time without work may be a red flag. Make sure to ask the candidate about each gap in job history.
• Minimum requirements – Look back at the job description and the knowledge, skills and abilities you determined this person should have. Does the resume reflect those skills, education and the minimum requirements? If not, it’s easy to set that resume aside.
• Bonus qualities – If you’re flooded with resumes you may have the luxury of being picky with your candidates. Take those qualities that you determined were preferred, but not absolutely necessary and determine whether the applicant has those qualities. If you are not able to be picky, indicate which applicants have bonus qualities and which do not so you can keep track of those that have preferred experience or traits.
• Professionalism – Look at each resume carefully. Is it thorough and grammatically correct? Does it look professional? A resume can reflect the candidate’s attention to detail as well as how serious he or she is about getting a job.

Once you have gone through the resumes and found your top picks, telephone each candidate. This call can be used to gather very basic information, or it can be used to narrow down candidates to those few who you want to bring in for the interview. Make sure you cover the basics – introduce yourself, and give a brief description of the company and the position you are calling about. Confirm that this person is still looking for a position, if he or she is looking for full-time or part-time work and what hours seem best for his or her schedule. Make sure the candidate is aware of your location and willing to travel to the location. Other questions may be appropriate for certain positions or industries. For instance, if you need this person to get from one location to another, it is reasonable to ask the candidate if he or she has reliable transportation. Try to ask those questions in the phone interview that are straight-forward and deal-breakers.

Sometimes you receive many wonderful resumes (don’t you wish this were the case with all positions!) and you want to use the phone interview as a way to narrow down your candidates. In this case you can stick to the broader questions, but look for position fit, desire and potential growth. For instance, “What are you looking for in a position?”, “How will you contribute to our company?” or “Why did you leave your past position?” These kinds of questions may help you narrow down to candidates that would fit your open position.

Once you have completed the phone interview, if you want to move forward with the candidate give them the date, time and place of the interview. In the final article we will explore how to find the best employee through the interview process.

By Annelise Larson, Human Resource Consultant, PHR
Founded in 1999, EMPO Corporation is a leading Human Resource Outsourcing (HRO) and Professional Employer Organization (PEO). EMPO services all markets with specialties in the manufacturing, professional services and nonprofit sectors. For more information on EMPO Corporation and other human resource related topics, visit www.empocorp.com.

How to Hire: Hiring the Best Candidate For Your Cleaning Business Start to Finish (Part 1)

You’re in a panic. You have work that needs to be done tomorrow, but the only person you had to do the work just quit. Does this situation sound familiar? Your first instinct is to fill the position as quickly as possible, but most times quick hiring decisions lead to many regrets.

It is very tempting to hire the first person who walks in your door. You need someone right now. Why not take the first warm body that walks in? Well, even though it might mean short-term discomfort, hiring the right employee can save you time in the long run. You can avoid recurring recruiting costs, frustrating employee issues, low morale, poor customer service and quality issues. It’s much better to get it right the first time! Your employees are the face of your company and can help move your company to the next level. Why not put as much time into the hiring process that you would for a financial investment? This investment could be even more impactful to your business!

First, take a look at what your company needs.

• What kind of culture do you have or are trying to have? What characteristics would an employee need in order to perpetuate that culture?

Second, take a look at the departmental needs. If you own a small company, this may be similar to your company needs.

• What areas are you strong in?
• Where are your weaknesses? Find the areas of growth potential and focus on finding someone who will fill the gaps and add strength to those areas.

Third, take a look at what this position needs to get the job done.

• Create a job description – take a look at the job responsibilities. What characteristics are needed to excel in this position?

The good news is, for a high turnover position you only need to do this analysis once. For instance, if you have done an analysis for a janitor, every time you hire a janitor you can use that analysis to determine what kind of employee you will need. The needs may change for your areas of weaknesses and strengths, but the company culture and job responsibilities (if they do not fluctuate) will require the same type of employee.

Once you have looked at each of those areas, determine which of these qualities are non-negotiable. Which are bonus qualities? This information will help you craft interview questions that reflect the qualities you are seeking. Also, determine what knowledge, skills and abilities are required to perform well in this position; and what level education and experience would help this person succeed.

Finally, determine fair compensation for the work you need performed as well as the requirements imposed on the applicant.

In an upcoming article we will explore how to proceed with the interview process based on your detailed analysis.

By Annelise Larson, Human Resource Consultant, PHR
Founded in 1999, EMPO Corporation is a leading Human Resource Outsourcing (HRO) and Professional Employer Organization (PEO). EMPO services all markets with specialties in the manufacturing, professional services and nonprofit sectors. For more information on EMPO Corporation and other human resource related topics, visit www.empocorp.com.