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Recruitment in the cleaning industry has changed

⏱️ 29:40 🎤 Louise Trehearn, Diane Greenwood
AUDIO EPISODE
Recruitment in the cleaning industry has changed
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Chapters

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  • 0:23
    Recruitment Landscape
    The hosts discuss the current state of recruitment, noting recent drops in unemployment and their personal experiences with hiring trends.
  • 3:44
    Indeed's Evolution
    They explore the significant changes on Indeed, focusing on the shift from free to paid postings and strategies for optimizing sponsored adverts.
  • 8:58
    Automation & Engagement
    The discussion shifts to the role of automation in recruitment, including Indeed's features and the hosts' own processes for filtering candidates and maintaining engagement.
  • 15:05
    Targeted Recruitment
    The hosts explain how to use Indeed's paid features for direct CV targeting and emphasize the importance of diversifying recruitment channels beyond a single platform.
  • 23:11
    Old-School Tactics
    They reflect on the necessity of revisiting traditional recruitment methods like local adverts and community outreach when online platforms become less effective.
  • 30:08
    Interview Process
    The conversation moves to the interview stage, comparing personal phone interviews with video calls and discussing strategies for assessing candidates.
  • 35:13
    Selling the Job
    A key takeaway is the importance of 'selling the job' to candidates during interviews, making them feel valued and excited about the opportunity.
  • 42:32
    Optimizing Interview Scheduling
    The hosts share insights on scheduling interviews, noting the impact of timing on attendance rates and their methods for keeping candidates engaged.
  • 47:37
    Objective Candidate Assessment
    They discuss the use of objective criteria for assessing candidates to ensure fair comparisons and informed hiring decisions.

Speakers

L
Louise Trehearn
Host
D
Diane Greenwood
Host

Key Takeaways

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Regularly adapt your recruitment strategy, especially on platforms like Indeed, by understanding their evolving features and pricing models.

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Diversify your recruitment channels beyond single platforms; explore local community groups, social media, and traditional advertising to reach a broader candidate pool.

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Optimize paid job postings by sponsoring for short, strategic blocks of time that align with your availability for quick response and candidate follow-up.

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Streamline the initial candidate screening process using automation to filter out unqualified applicants, but balance it with personalized communication to maintain engagement.

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Adopt a 'sales' mindset during interviews: actively promote the benefits and unique aspects of the job to excite candidates and make them feel valued.

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Implement an objective scoring system for candidates, assessing them against predefined criteria (e.g., reliability, punctuality, experience) rather than relying solely on subjective impressions.

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Monitor and adjust interview scheduling practices; limit how far in advance interviews can be booked to improve attendance rates.

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