It's been argued that training and development improves staff retention and whilst this is true, it must also be mentioned that some cleaners take an informal approach to cleaning jobs. Business owners could therefore spend a small fortune re-recruiting to remedy recurring staff shortages.
Additionally, tackling hundreds of CVs from an un-structured recruitment campaign can deprive valuable hours better spent in a time-strapped small business. Moreover, the in-cohesive format of these applications makes it tough to identify key skill sets required for the job.
The entire recruitment process could be compromised as a result!
While cleaning companies should seek to offer training to their staff, an efficient recruitment process will ensure that they invest training resources in staff more likely to remain employed to the business for longer.
Fran Mullings, the founder of the Clean Town software believes that the way forward is a dedicated platform where the detailed application process for cleaners deters those cleaners who are just looking for quick money.
Evidently, these are the cleaning staff that’s more likely to let business owners down at last minute. Clean Town employment platform is one such recruitment software for business owners, who struggle to address the problem of high cleaning staff turnover in their business.
The software simplifies the entire recruitment process all from a single dashboard. With just a few clicks, cleaners’ key skills are easily identified ensuring that the right applicants are shortlisted.
Any recruitment process for cleaners must include cleaners, said the founder of Clean Town and ignoring cleaners is the dominant trend up until now. However business owners cannot afford to ignore the key front line staff that determines the growth of their business.
Clean Town recruitment software demonstrates well how to give cleaners the opportunity to negotiate their terms of work. In a survey conducted in 2005 among 400 cleaners, they express that the ability to choose their hours, location of work and to negotiate better rates of pay brought job satisfaction. Bottom line and sometimes, avoidable reality is that cleaning is often a job of convenience.
Therefore, it would be unwise not to consider these factors when retention of cleaners is being discussed. It is important that cleaners feel valued.
The high turnover of cleaners within the industry is a complex issue but it’s important that the recruitment stages are fine-tuned ensuring that those dedicated to the professional will have a good change of being employed.