Hiring Your First Janitorial Staff
You might have started your cleaning business on the side with the intention of eventually leaving your “day job” to focus on it full-time. However, no matter how much effort you put into it, you may find that you are unable to keep up with the expanding demands of your cleaning service. It may be time to consider hiring help if you find that you are too busy to do things like advertise your company or maintain frequent contact with customers. In addition to helping your cleaning business expand, hiring help gives you the chance to take a well-deserved break.
As a first step in the hiring process, you should compile a list of all the duties associated with running your cleaning service. Hiring that first employee should be about more than just relieving some of your burden. This person should not only be able to help with cleaning chores but also ensure that they provide exceptional customer service, which will contribute to the general success of your cleaning firm.
When beginning the hiring process, it is important to first settle on a job title and write up a detailed job description. You may then hire your first employee with the confidence that they will enter their position with a clear understanding of their role within the company.
You can’t only rely on a job description, though; you’ll also need metrics for success. It is important to provide regular written feedback. It’s common practice to assess new hires after three and six months on the job, as well as at the conclusion of the first year. After the initial year on the job, annual reviews of performance are typically conducted on the employee’s hire anniversary. Maintain the ability to provide useful criticism as well. Immediately intervene to rectify an employee’s work if you notice they are doing it incorrectly.
It can take some time to find and hire the perfect person. Establish a reasonable timeline for when you’d like to have your first team member join. Finding and hiring the best candidate could take more than a week or two. Keep an eye out for candidates with positive, can-do attitudes while you conduct interviews. Most of the specialized abilities necessary for an individual are amenable to training. Don’t write out a candidate who lacks experience operating a buffer, carpet steamer, or backpack vacuum but has the proper attitude.
Once you have a job description written up, you may be anxious to start interviewing candidates. However, before you put out a call for volunteers, you need to take care of the following:
Is the worker included in your insurance plan? Make sure your insurance policy covers your staff by consulting a broker. Workers’ compensation coverage is another legal need for employers. The correct insurance policy can be obtained with the assistance of your representative.
Is there an up-to-date staff manual available? All of your employee’s duties and responsibilities, from orientation to performance reviews to vacation and equipment guidelines, will be laid out in your employee manual. Safety information may be included, or a separate safety manual may be provided. Before an employee’s first day on the job, you should have all of your policies outlined in writing.
Background checks are necessary for your cleaning staff because they will be entering secure buildings after hours. It’s possible that your clients don’t need to conduct background checks on their cleaning staff. All of your employees go through a background check before starting work for your cleaning firm, but you should still mention it to any new clients.
Establish a plan for training new employees. This could be in the form of a comprehensive handbook or a set of instructions for one-on-one instruction. All of the duties that will be required of the new hire should be included in the training program. Because of the chemicals and machinery they’ll be using, your cleaning staff also needs specialized training to handle safety concerns, as required by OSHA regulations.
If your company consists of a single individual, you may not have applied for a federal tax ID. Once staff are hired, you’ll need this number. Visit the IRS website (www.irs.gov) to get Form W-7, Application for a Federal Tax Identification Number.
Join the state’s jobs bureau. Unemployment insurance is governed by established systems in all states. Businesses must contribute to this fund by paying unemployment insurance taxes.
Create a payroll system to manage tax withholding and IRS tax payments. Make sure you file all of the appropriate paperwork by consulting with your accountant.
The government mandates the posting of certain labor notices at the workplace. You can find a list of required federal posters on the Department of Labor’s website (www.dol.gov). If you think there might be more regulations, contact the labor department in your state.
Hiring your first employee is a major milestone on the path to expanding your cleaning business. Taking your cleaning firm from a one-person operation to the next level is easier if you make sure all of your i’s are crossed and t’s are crossed before hiring anyone. Recruiting the first reliable cleaner is the first step toward building a thriving cleaning service.
