I think most employers will agree with me that hiring employees has become more difficult, and our industry is no exception. Welcoming a new employee is an important and, I would say, even fragile moment during the first six months. So, let's see together what can and cannot help build employee confidence.
First, let's see how an employee is treated.
The bad faith of housekeeping employees Many managers hand the keys to a cleaning contract to a new employee, saying, "Here are your keys and the address for your new contract!" And that's it, the new hire's onboarding is complete!
- They are not given any training, no clear instructions to do the job properly. In fact, it is assumed that everyone has learned how to do it at home and that it is sufficient. However, the level of hygiene, from one family to another, is not the same. Today, I was giving training to housekeeping employees. After demonstrating a few techniques and the why of doing things this way, I was told, ... "well yes, now that you tell us, we realize that it is logical. But I did not see these non-conformities before." So if a no one was made aware of the non-conformities, the latter simply won't see the dirt around a doorknob, For example.
- No introduction to company standards or regulations. So, the rules are already unclear to begin with.
- In addition, the work is done in the evening or at night. All employers offer the same salary. Employees work with products, accessories, and equipment chosen by the company. And often these are poor quality.
- Maintenance rooms are small, not locked, located under a staircase or in the kitchen, or at least not suitable. This is so common!
- They are not entitled to any vacation days in the first year. And after 280 days, they are entitled to only a small amount of social leave.
- There is no bonus for working nights or weekends like in other professions.
- Employees in this profession receive very little recognition. Before Covid-19, they were barely even greeted with a "hello"!
And what happens on the side of the employer who hires?
Becoming an attractive employer for a candidate The majority of companies currently having problems recruiting tell me that they have to schedule numerous interviews, and very few of them show up for the interview, having changed their minds for some reason.
- After hiring the employee and giving him an appointment for the next day, the employer will not be surprised to see that the hired employee does not even show up on the day of employment. And this without calling to advise that he will not show up.
- Recruiters say they have to hire the first person they meet because they'll have almost no candidates. And the quality of the candidates is poor (no experience, no motivation, nothing special).
- "Candidates want the big salary and to work less. They no longer want to work normal weeks, etc."
- Contracts are negotiated very tightly for contractors. And the risk of losing a contract at the slightest price increase is high. This is despite the increase in the price of products, accessories, and supplies.
How can the two sides come together again?
Neither of them is right or wrong; in fact, these are their own realities. Therefore, it will be necessary to adjust and, above all, listen to each other. To this end, you can read the blog on the obstacles to the communication.
I learned in my years of recruiting to be as close as possible to what the candidate really wanted in a job, and this has always served me well. This means that on the one hand, we have one or more positions to fill based on a pre-established profile. And on the other hand, we will have several candidates, each with their own goals to achieve for their future job.
If we assume that the objectives of both are equally important, we will obtain:
- One or more positions that the candidate could fill (and not a candidate to eliminate if he or she does not meet the criteria of the posted position). Currently, employers are complaining that they have too many positions to fill for the number of candidates who apply. So, my suggestion is that instead of recruiting for a single position, you would benefit from looking at ALL the positions for which you want to recruit. Keep an open mind.
- Become an attractive employer. Even if it's housekeeping, there are ways to make the job interesting and enjoyable. It's about having good working conditions. This last article might give you some ideas. See how improve your entrepreneur profile
Be creative
Moreover, if the new generation no longer uses the same recruitment channels, how can we reach them? By standing out from the crowd of recruiters! In other words, be creative!
- Some employers gave an amount of money to each employee who hired an employee who stayed with the employee for 3 months or more.
- Offer a coffee, snack or meal for each person coming for an interview
- Conduct a quick interview without the employee having to get out of the car. Offer them a muffin and coffee as a thank you.
- We draw a basket of something interesting
- Stand out from the crowd! Instead of advertising where you used to advertise, recruit on social media! Add a picture of your job, make a recruiting video, etc.
Be logical!
I'm falling off my chair reading the job requirements. Be consistent. Would you like a competent employee or one who will leave because the job is too boring, too stressful, too much or not enough...? Stop setting unattainable criteria. THE PERFECT EMPLOYEE DOESN'T EXIST.... And NEITHER DOES THE PERFECT EMPLOYER!
In closing, I wish you a good dose of patience and innovation! They say in marketing that for every obstacle, a good entrepreneur will be able to turn to a dime in no time. This means:
Every obstacle contains its opportunity!
