Retro styled Businessman picked out from the crowd by a huge people picking red handUndoubtedly you’ve seen this company’s yellow car with the blue letters driving around somewhere; I actually just saw one in my neighborhood yesterday.

It is “the only franchised residential cleaning service to clean for health, combining environmentally preferable cleaning supplies and state-of-the-art equipment with a methodical process to maintain the healthiest living environment possible for families.”

It’s The Maids—and the company has a few pointers to share about finding the right person for the job.

Now, I know you may be thinking, what does a cleaning services company have to do with HR and recruitment?

Well, as we all know, today’s no.1 source of hire continues to be employee referrals. And in order to receive quality referrals—leading to successful, quality hires/employees—a company must have an appealing employer brand (among other things). And with 100 percent satisfaction guarantee and 96 percent customer referral rates, The Maids is one business that has done a great job of boasting its employer brand—in both areas of attracting people to join its franchise and getting new business from referrals.

The Maids has also demonstrated its understanding that a business is only as good as its workers. Employees are the lifeblood of any company, playing a direct role in an organization’s success or failure. Experts with The Maids know that hiring the right people for the job is essential, especially for companies with a relatively small workforce.

So, to help businesses during the selection process, The Maids have shared three simple tips to consider before your organization makes its next hire:

1. Conduct thorough background research

Resumes are helpful, but remember what looks good on paper may not translate into reality. Likewise, a 20-minute interview may not give you a complete picture of the person. Contact references – and if you are able, other people who have worked alongside the candidate – to determine the personality, collaborative nature, and true skills the person possesses.

2. Prepare effective interview questions/topics of discussion

During the job interview, avoid asking “vague” or “trick” questions. And don’t do all the talking. Instead, discuss topics that will allow you to determine whether the candidate is smart, has a great work ethic, is a collaborator and is interested in the industry and growing with the company. Look for foundation skills that can be rounded out with specific training. Don’t assume that because a candidate affirms his or her work experience that the statements are absolutely true; ask the person to provide examples of his or her talents. You might also ask “what if” questions to determine how the candidate would react to potential company scenarios or issues.

3. Assess for cultural fit

Determine whether the candidate will “fit” into the company culture. Does the person share the values of the company? For instance, would the candidate be able to follow a strict ethics policy? Does he or she play nice with others? Is the candidate ambitious? While some traits are desirable in all your hires, don’t employ only one “type” of person. “Type A” personalities may be focused on current issues while a “creative” type might be thinking about long-term product evolution. Employ a variety of personality types for a well-rounded workforce. Hiring only one type will lead to conflict and in-fighting, which not only will reduce productivity, but can make the workplace intolerable.



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