How to Hire Cleaning Employees: A Step-by-Step Guide

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Blog summary

The quality of employees you hire for your cleaning business determines how good your services will be. And ultimately your success. So follow these steps to hire quality cleaning employees.

📝Key Takeaways:
  • Before you start hiring, identify the specific type of cleaning employee you need.
  • A well-crafted job description includes job duties, required qualifications, and benefits of the job to attract the right candidates.
  • Use a combination of traditional and modern recruitment methods, including social media, job boards, newspapers, and job search websites.
  • Shortlist the most competent and affordable candidates to increase your chances of finding the best employee.

If you want to grow your own cleaning business, hiring employees is a must. And that too the right ones. That is why it feels tricky to hire employees. So, we have put together this guide on how to hire cleaning employees

In this post, we will start with defining your job requirement and go on to making the job offer. And cover everything in between. On top of that, we will also discuss the importance of onboarding and training new employees. 

So relax. By taking the steps laid here, you can ensure that you hire the best cleaning employees for your business, and set them up for success from day one. So let’s dive in and get started!

Step 1: Define Your Job Requirements

Ask yourself, “What specific type of cleaning employee do you need?” When it comes to defining the cleaning job requirements, it is important to start by identifying the specific type of cleaning employee you need.

  • Are you looking for someone to clean residential homes or commercial buildings? 
  • Do you need someone to focus on general cleaning or specialized tasks like carpet cleaning or window washing?

Once you get the answers to these questions, you can begin to get clarity on the qualifications, experience, and skills required for the job. 

For example, you may want someone with sufficient previous cleaning experience, especially if you are looking for someone to take on a leadership role. Or, you may be looking for candidates with excellent time-management skills.

    Pro tip: Will your job require a driver’s license or any cleaning-specific certification? Don’t forget to consider that also in job requirements (if needed).

Step 2: Develop a Job Description

A well-crafted job description gives the candidate a clear overview of: 

  • Job duties and responsibilities
  • Required qualifications
  • Benefits and perks of the job

The purpose of the job description is to attract the right candidates and ensure they understand what the job demands. 

    Here’s a simple job description you can use to get a better idea:

    Job title: Cleaner

    Job summary:

    If you are a reliable and experienced cleaner, seeking a job, then our cleaning company is waiting for you. As a part of our family, you will be responsible for maintaining a clean environment for our clients in a timely and efficient manner.

    Job duties and responsibilities:

      Perform routine cleaning tasks, such as dusting, sweeping, mopping, and vacuuming.
      Clean and sanitize restrooms and other common areas.
      Empty trash cans and dispose of waste appropriately.
      Provide excellent customer service.
      Restock cleaning supplies.

    Required qualifications and skills:

      High school diploma or equivalent
      Previous experience in cleaning or housekeeping preferred
      Excellent time management and organizational skills
      Good communication and customer service skills
      Ability to work flexible hours and weekends as needed

    Perks and benefits:

      Competitive salary based on experience
      Paid time off and holidays
      Health, dental, and vision insurance
      Retirement savings plan
      Opportunities for career advancement and training
      Positive company culture

Remember, a well-written job description is essential to setting expectations and ensuring a successful hiring process.

Step 3: Create Your Job Advertisement

To make your efforts to find the best candidates, it is important to identify the best places to advertise the job opening. This could include internet job boards, the career page of your cleaning website, local newspapers, and other job search websites.

Social media can also be a powerful tool for finding candidates. Share your job posting on your business’s social media accounts and encourage your followers to share it with their networks.

When creating your job postings, make sure: 

  • It is eye-catching and easy to read. 
  • It precisely communicates your expectations and the benefits an employee will receive.
  • It includes a clear call to action, such as “Apply Now” or “Submit Your Resume.”

So, by using a combination of traditional and modern recruitment methods, you can increase your chances of finding the best cleaning employee for your business.

    Pro tip: Ask your current employees or cleaning staff to give you any references. 

Step 4: Screen and Shortlist Candidates

This is where it gets interesting for cleaning business owners as you filter out the job applications to send them to the next round.

To start with, review the resume of each applicant to get an initial sense of his qualifications and experience.

Next, conduct telephonic/video interviews with candidates that match your requirements. This can help you get a sense of the candidate’s communication skills, work style, and overall enthusiasm for the job.

Based on this, you can then shortlist the most qualified candidates. When shortlisting, here are the most important things for you to consider:

  • Experience and qualifications
  • Competence
  • Availability, and
  • Salary requirements

By taking the time to carefully screen and shortlist candidates, you can increase your chances of finding the best employee for your cleaning services.

Step 5: Conduct an In-person Interview

By you will have a few potential gems to select from. But to finalize one (or some) of them, it is important for you to meet them in person.

So, before the interview, prepare a list of questions that will help you assess the candidate’s skills and abilities. Here, the crucial thing to look out for is, “Can he do what he or his resume said earlier?”

During the interview, try to get a sense of how the candidate has handled past situations and challenges. 

Ask open-ended questions that encourage the candidate to provide detailed responses. For example, “Tell me about a time when you had to deal with a difficult customer.”

In addition to this, use the interview to evaluate their fitness as it is a physically demanding job. Also, consider how the candidate’s values and work style align with your business’s mission and goals.

This is a great opportunity to gain deeper insight into the candidate. By using asking thoughtful questions, you can make an informed decision about whether or not to hire that particular candidate.

Step 6: Check References and Background

Have you finalized the candidate? But wait, it’s not over yet. You need to do a background check before you hire cleaners. How to do this?

  • Verify the candidate’s work history by contacting their previous employers. Ask about the candidate’s job performance and reliability.
  • Conduct background checks to further evaluate the candidate’s character. This can include a criminal background check, credit check, and drug test.

Do not skip this step. This can save you from any trouble later on. 

Step 7: Make the Job Offer

Now it’s time to say “Congratulations” to the selected candidate for making it through. This is the final step before the candidate comes on board.

To make a job offer, first determine the salary and benefits you are willing to offer the candidate. Be prepared to negotiate with the candidate on those. The key here is to be open to compromise and remember that negotiation is a two-way street.

After that draft an offer letter that outlines the details of the job, including: 

  • Start date
  • Job responsibilities
  • Salary
  • Terms and conditions of employment
  • Benefits package

Remember that this is the final hurdle in hiring employees for your cleaning business. By being clear about the details of the job and offering a competitive salary and benefits package, you can increase your chances of overcoming it.

Step 8: Onboard and Train Your Selected Employee

As a caring business owner, it is your responsibility to welcome your new employee well and train him to give a quality cleaning service.

To onboard a new employee, provide him with an introduction to your company. How? By communicating your mission, values, and culture.

Next, provide training on the specific job duties and expectations for the cleaning role. This may include training on cleaning techniques, equipment, and safety procedures.

Finally, introduce the new employee to the team. This can help them feel welcome and build positive working relationships from the start.

By taking these critical steps, you can set your future employees up for having a great time working with you while also maintaining a positive workplace culture.

Are you still left with some questions? Then let’s address them at last.

Frequently Asked Questions
  1. What qualifications do cleaning employees typically need?

    Cleaning employees may not need formal education, but they should have relevant experience and skills. Look out for qualities such as knowledge of cleaning chemicals and equipment, attention to detail, and physical stamina.

  2. How can I ensure new cleaning employees are trained properly?

    Provide an orientation to the company, Offer job-specific training, Introduce new employees to the team

  3. What salary should I offer a cleaning employee?

    The salary for a cleaning employee can vary depending on factors such as:

    • Experience
    • Location
    • Job responsibilities.

    The average wage in the cleaning industry in the US is $14.91 per hour, as per Indeed. However, research the market rates in your area and determine a competitive salary that aligns with your budget and expectations.

  4. What types of benefits or perks should I offer to my cleaning employees?

    Benefits and perks that may be appealing to cleaning employees include:

    • Health insurance
    • Paid time off
    • Flexible work schedule
    • Bonuses or incentives
    • Opportunities for advancement or professional development

  5. How long does the hiring process for a cleaning employee typically take?

    Usually, it can take anywhere from a few weeks to a few months to hire a cleaning employee. It varies depending on the number of candidates, the complexity of the job, and the urgency of the hiring needs.


Hiring cleaners who are qualified, experienced, and aligned with your company culture is crucial for the growth of your cleaning business. By taking the time to invest in the hiring process, you can increase your chances of finding the best candidates.

Author Bio
Jeel Patel
Jeel Patel

Jeel Patel is the founder of InvoiceOwl, a top-rated estimating and invoicing software that simplifies the invoicing and estimating processes for contractor businesses. Jeel holds a degree in Business Administration and Management from the University of Toronto, which has provided him with a strong foundation in business principles and practices. With understanding of the challenges faced by contractors, he conducted extensive research and developed a tool to streamline the invoicing and estimating processes for contractors. Read More

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