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A new labor insight report reveals top recruitment and retention strategies commercial cleaning executives can consider in the current staffing climate.

Only 57,000 jobs were added in June amid a stable unemployment rate of 4.2 percent. Although this data tracks a seemingly positive trend of job growth, it also signals a shrinking staffing pool. This low-momentum labor market compromises the employment supply chain, adding to hiring challenges.

At present, the unemployment rate reflects a workforce that is retiring. While people are exiting the commercial cleaning industry, prospective workers are facing different job opening realities. As shared in the 2026 Mid-Year Labor Market Summary, although mid-career employees can apply and find new employment regularly, novice employees are enduring slow hiring processes. This impacts the overall recruitment process, which encourages some while discouraging others.

Alongside recruitment processes are retention needs. Inflation is also on the rise, reaching 4.2 percent in May. Although wage growth rose to 3.5 percent, this mismatch of increases has impacted employees’ financial security. With workers feeling economic pressures, it will fall to commercial cleaning companies to provide competitive wages alongside comprehensive benefits to retain their workforce.

Geopolitical conflict may influence inflation impacts; however, commercial cleaning companies can strategically budget cost-of-living needs within scheduled raises to maintain employee stability. Scheduled minimum wage increases nationwide should also be accounted for when factoring in compensation packages.