We are all well aware that cleaners and domestic staff are some of the most “in demand” workers in the UK right now. The challenges of Brexit and post-Covid hygiene have left many cleaning firms with significant numbers of vacancies. As the economy tries to bounce back, demand for cleaning services shows no sign of dimishing. That and the limited supply of labour, means businesses are at risk of staff shortages.
The cleaning industry faces unprecedented challenges, says Jim Melvin, British Cleaning Council Chair. “We believe that the cleaning and hygiene industry is one of the areas where businesses will be hardest hit by problems in recruitment.”
But what can cleaning companies do?
Cleaning firms must look beyond the traditional approaches to recruiting staff, becoming more creative in attracting talent. Here are three ways that could help businesses overcome the difficulties of staff recruitment.
Use every means possible
Your competitors are already posting adverts for cleaning roles, so you must do more to attract talent. Specialist recruitment websites are effective at matching job seekers with vacancies, but it can be hard to make your vacancies stand out from the competition. The costs can quickly add up, so enterprising businesses are looking for new methods to meet potential new staff members.
You can make best use of the power of word of mouth by asking existing staff to help you find new talent. Many companies offer incentives for doing this, including cash bonuses. It may seem strange, but it’s a fraction of the price you’d pay third parties and it can be just as successful.
Social media such as Twitter, Facebook and even Instagram are emerging ways to engage new talent. You could meet a potential audience of 1000’s in minutes by encouraging staff, contacts, and even customers to share your posts.
Improve wages and benefits
Money talks. Cleaning companies increasingly must pay more than the national living wage to attract and retain talent. It’s easy to check out local adverts to see what your competitors offer. You’ll need to match that (and more) to win the battle for talent. If your wages are higher than those of other prominent local employers, make it known – you could find massive interest in your opportunities.
Staff retention is crucial, as the cost and effort associated with recruiting and training new staff is significant. Offering bonuses or rewards for high attendance levels and longevity of service can make a big differnece to motivation. Offering financial advice and supporting staff financially with the cost of living could reduce their stress and lift their spirits overall. Embracing more flexible working options to provide a better work/life balance can also make a huge difference in deciding whether a job is worth staying with.
The bottom line is that any choices you make must be suitable for your business. The lower the staff turnaround, the less work there is in recruiting and training staff, which always helps with staff morale.
Streamline security checks and accelerate interviews
Processing delays can cause problems while taking on new staff – particularly where prospective staff have multiple offers and want to start earning as soon as possible. Streamlining security and eligibility checks can ensure new team members are ready to begin almost immediately.
While you must always complete prescribed checks, adopting electronic processing methods can streamline document checking and verification. First, be clear with potential new starters what you need and when, such as passports, proof of right to work and DBS information, then ensure they are provided promptly, to ensure the process starts as soon as possible.
Another way to speed-up recruitment is to use video conferencing to conduct interviews. Depending on their availability, you can email an invite, conduct an interview and appoint new employees in a matter of hours, compared to days using more traditional methods.
Make recruitment a company priority
Staff are the lifeblood of any business. Identifying, recruiting and retaining staff should be a priority for any business that’s serious about success and focused on growth.
Managers and leaders should develop an open and supportive culture that your current staff talk positively about. Then, behind the scenes, you must invest in your systems and processes, making it quicker to appoint employees and bring them on board.
