Entry-level staffing has long been one of the most persistent pressure points for cleaning businesses and, as workforce expectations continue to shift, operators who treat recruitment as a transaction rather than a relationship are finding themselves in a costly revolving door. The challenge now extends well beyond simply filling vacancies. It demands a rethink of how businesses attract, prepare and retain the people who keep their operations running.
Managing expectations from the first interview
One of the most avoidable drivers of early attrition is the gap between what a candidate imagines the role will be and what they actually encounter in their first week. Melissa Behrend, director of HR On Call, says the responsibility for closing that gap sits squarely with the hiring manager. “It is very easy to oversell and overpromise when you are keen to have new people join your team,” she says. “But equally as important is explaining to them what a day in the life looks like and what exactly they will be doing.”
Behrend recommends walking candidates through the job description in detail during the interview, rather than relying on a quick overview. When a new team member arrives already understanding the specifics of their role, they are far less likely to disengage in those critical early weeks.
Competing with the gig economy
The rise of platforms like Airtasker and on-demand staffing apps has added a new layer of complexity for cleaning operators. These platforms offer flexibility and immediacy that traditional employment struggles to match, but Behrend argues businesses hold distinct advantages when they leverage them well.
“Business can offer a more personalised approach to the candidate,” she says, pointing to structured mentoring as a key differentiator. Buddy systems, where newer staff work alongside experienced team members, allow knowledge to transfer organically while giving entry-level workers a sense of belonging that gig work simply cannot replicate. Targeted training that builds genuinely transferable skills is another lever operators can pull to position permanent roles as the more compelling long-term choice.
The induction manual as a retention tool
Recognition and consistency matter more than many operators realise, and sometimes the highest-impact changes carry the lowest price tag. Behrend highlights the induction manual as a surprisingly powerful retention tool and one that is often overlooked. “Everyone will come to the role with their own experiences,” she explains, “and this assists businesses in maintaining their quality control and ensures that all employees are trained the same or similar way.” A well-constructed induction manual signals professionalism, sets clear standards and gives new starters a framework for success from day one.
Building a stable entry-level workforce ultimately comes down to treating people as long-term contributors rather than short-term solutions. The operators getting this right are investing in clarity, consistency and culture, which shows up in their retention numbers.
A version of this article first appeared in CMM.
