Older man in a suit

When hiring new staff, building service contractors and cleaning executives typically interview a few people and then select the one they believe is most qualified and will best fit in with the team and company culture.

But what about the others? Do you just forget them? 

All too often, that's precisely what happens — which can be a mistake. When the contractor has to hire someone again, they must start all over by typically using job listing websites and getting inundated with applications and resumes to sift through.

To avoid this, Ron Segura, a business consultant and coach for BSCs and cleaning service providers in different industries, suggests companies keep the names of qualified people that were not hired in mind.

“Create a network, keeping in touch with them about your company happenings,” says Segura. “Then, if they are called in again for an interview, they will know more about your company and very often may want to work for you.”

So, how can BSCs and cleaning executives go about building this network of qualified, former job applicants? Here is what Segura advises:

  • Make sure the applicant leaves the interview with a good feeling about you and your company. 
  • If there are steps in hiring an employee causing delays, keep the applicants posted as to what is going on through each phase of the hiring process.
  • If the applicants are millennials, sometimes the best way to communicate with them is by text. Emails can get lost or overlooked.
  • Don’t leave applicants wondering what you have decided on their fate. Let them know within a week if someone else was hired and make sure to point out that you will keep their application on file.
  • Ask the applicant for feedback on the interview process.

"(Asking for feedback) is rarely done,” says Segura. “However, asking for feedback builds relationships with job applicants, enhances your brand, and serves as one more way to determine if this applicant should be reconsidered for another position down the road.”

With the job market very tight right now, finding good people can be hard.  “By building a network of qualified applicants and keeping in touch, contractors are in a far better position to hire the right person the next time a job opens up."