How to hire employees to clean commercial office buildings

How To hire employees
This post may contain affiliate links. Feel Free to review our Private Policy. Thank You!


Most professional cleaning service owners will get to the point in their businesses that they’ll need to hire staff.  It’s a good thing!  The caveat is knowing how to hire employees to clean commercial office buildings.  Where to look for prospects?  How to do background checks?  What is a good hiring process?


Hiring employees to clean offices while my husband, business partner and I handled other matters with our cleaning service was the best thing we could have ever done.  It almost felt as if we multiplied ourselves.


It can be the best thing you do for your company as well.


Follow along and I can show you our proven 3-step process before we officially hire new team members to clean offices.



We learned that this method of on-boarding new staff has been the best way for us for over 27 years.  This process allows us to check off the most important factors we look for with new team members.


I guess I should express that right here… you should know what you are looking for in prospective hires.  You would want new team members that are a good fit for your core beliefs.


Having a few core beliefs is a good start in finding people who would be a good fit for you.


A core belief can be a part of your mission or vision statement.  It simplifies how you prefer to operate your business based upon your own personal beliefs.


Like “Try it better” or “Best is more”.  Mottos like these can explain who you are and how you operate your commercial cleaning service business.  Your goal is to hire someone who could live out your company’s values.


These following 3 steps is what we implemented in our cleaning service.


They’ve helped us to hire the right staff.  And we’ve had staff as long as 6 years, 11 years, and one team member who is still with us for 17 years now!


First step in hiring employees is finding an employment agency.

Typically employment agencies will vet their clients to a certain degree in order to fit your requirements.


Some agencies will do criminal background checks, drug testing, training for job readiness and janitorial maintenance.  Each type of agency is different.


Two of the agencies we have used are Ada S. McKinley and The Good Will Industries.  Some organizations were local and provided transportation costs up to 30 days for our new hire.  AND, provided financial assistance for us while we trained our new hires.

We also used places such as Employer and Employee Services and St. Sabina Employment Resource Center.


Again, each facility is different.  Check your local area for employment centers.  They can do a lot of the vetting for you.


Once you have established yourself with the agency, schedule a group meeting of about 10-20 applicants where you would explain the job description in detail.  Collect all resumes.


At the same meeting, set up a quick 5-10 minutes one-on-one with each individual.   Select the best candidate that may make a good fit for your company.


At this point, if anyone is interesting to you, have them to sign any and all documents, employee applications, agreements to be drug tested, background checks, and etc.


Second step of this process for hiring employees to clean offices.


Check the resume.  Any large gaps in their employment history is a red flag, so inquire.  Call their references, personal and business.  Also, check their criminal background at this point.


Have a phone interview addressing any lingering questions you may have.  This is when you go with your gut feeling!


Sometimes, there may not be anything on paper that you can point out, but, you have to come to a conclusion as to who you think will be the best fit.  Ultimately, consider your core beliefs and based upon their interviews, make a choice.


Note: if you’re hiring for only one position.  Schedule for 2 people at a time to come out to an on-the-job interview.


Lastly, have 2 or 3 eligible people to come for an on-the-job interview.


Observe their timeliness, their attire, their overall disposition.  Take note of them in action as they perform different tasks.  Have one of your key employees observe them also if you have one on site.



As they clean in the actual position you’re hiring for, 1) notice their ability to follow directions; 2) think about the questions they ask you; 3) take note of their integrity of getting the job right.  At this point decide who you will select.  (But don’t tell them then).


It is also at this point you would arrange for a drug test (check your local authorities if this is legal).  If you are hiring for just one position, I would advise to hire 2 people and divide the work.


If you cannot afford to hire two, then hire the one, but inform the other that you would like to let them know how things work out within the next 30 days.


It should go without saying that all employees should be within a probationary state for at least 30 days but no more than 90 days.  During this time, you are still observing and making sure that your new hire is a good fit and that they can represent your company well.



Going through this process is long and intentional but well worth it.  Like any relationship, it takes time to get to know a person.



If you have not already created core beliefs for your company, work on it.  Establish a relationship with reputable and local employment agencies who will screen prospective help for you.  Set up a meeting of 10-20 people to meet in a group meeting.  Select a one-on-one for about 5-10 minutes each for the people you are interested in.  Arrange an on-the-job interview for the best candidates, two at a time.  At this point, make your final choices.  This 3-step process is how we hire employees for office cleaning.



“Trust your intuition. You don’t need to explain or justify your feelings to anyone, just trust your own inner guidance, it knows best.” Anonymous ”



Until next time,

Happy cleaning!



Here’s another article related to our hiring processes for our cleaning service.



Creator of A Janitor’s Story®.  I started my office cleaning side hustle at 20 years old. Years later, with the partnership of my husband and our amazing staff, my business grew to mid-six figures and fulfilled my wildest dreams!  Now, 27 years STRONG, I’ve retired, and I help aspiring entrepreneurs to START and GROW their house and office cleaning service businesses to achieve their biggest dreams.  I’d like to help you do the same.


Click here to join my email list for constant inspiration, deals and special offers EXCLUSIVELY for new cleaning business solopreneurs and small cleaning teams.  I look forward to meeting you inside!



You may also like


  1. Real good information.Thanks!

    1. Stacey Freeman says:

      You’re welcome.

  2. Alice Carroll says:

    Thanks for the reminder that I should also do some background checks when it comes to hiring janitorial cleaning services. Knowing the people who will be entering my property to clean would be very crucial for security reasons. As such, I will need to be very meticulous about that in the future when I would need such services for my own business.

    1. Stacey Freeman says:

      You are very welcome. Enjoy.

Leave a Reply

Your email address will not be published.