The Secret to Hiring Cleaners Faster (and Smarter) with Group Interviews

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Introduction

Hello everyone, welcome back to the Filthy Rich Cleaners podcast. I’m your host, Stephanie from Serene Clean, and in today’s video, I am going to be going step by step through one of the core reasons Serene Clean has been successful over the years, and it is something that we started about five years ago.

I realized I had not made a video explaining this or talking about this fully since 2021, and I realized now I have a little bit more of a platform, and I have years of experience with this, not just the excitedness of it early on. I have years of data showcasing that this works, and what we are talking about today is the magic, the splendor of group interviews and how it is exactly what you need for your cleaning business in order to keep up with the absolute beast of hiring and turnover that we all deal with.

The Power of Group Interviews

This is the hardest part of our industry. I think we can all agree that staffing and turnover and just difficulties when it comes to personnel is going to be the biggest challenge we face, and it never goes away. It literally never goes away. This morning, I had a brief manager meeting. It’s Monday today. We had a team meeting, and then I talked with my managers, and what are we talking about? Staffing issues, right? And people acting wild. Not gonna go into details, but let’s just say last Friday was an absolute shit show with people and for a lot of crazy reasons, and it just highlighted the fact that thank goodness we are always hiring.

We’re always hiring. We are always doing group interviews every single solitary week for years. And in this video, I’m going to highlight why you should be doing group interviews, the pain that it’s going to solve for you, and then I’m going to explain how to do it, as well as some possible workarounds if you think it’s not going to work for you.

Why Group Interviews Are Game-Changers

And you may be thinking, I’m too small to be doing that. No, you’re exactly the person who should be doing group interviews, because your time is so stretched thin, because you are still cleaning, and you do not have the time to be dealing with the nonsense of traditionally setting up individual interviews from the get go, and then they ghost you, because you will experience this, or they walk in, and within two minutes, you’re like, oh my gosh, no, this person is absolutely not the right choice, and now you have set aside this time again.

Remember that conversation we had a couple weeks ago about opportunity cost? Group interviews is one of the biggest game changers when it comes to opportunity costs. It is so valuable. Your time is precious. You do not have a lot of it. And for you, this could mean not cleaning, not bringing in revenue, because you set aside a day to interview, or a time slot to interview, and then nobody shows up, or the people that do show up are low quality.

Group Interviews as a Filtering Process

What I want you guys to think about when it comes to group interviews – group interviews is a filtering process. It is not about setting aside and having the perfect interview. It is about seeing as many people as possible. You need to get in front of you as many people as possible with as little time and effort as possible. And there’s multiple levels to protecting your time and energy resources when it comes to group interviews.

Always Be Hiring: Job Listing Strategy

First and foremost, if you are waiting until you are feeling the pain of staffing, meaning maybe a big opportunity came your way, somebody quit, somebody got fired, some other thing is happening to you, and you’re like, oh shit, I need to hire yesterday, it’s too late. You are starting the game too late. You need to be proactive and create a hiring system, not reactive based on what is happening in your business today.

This is the issue you will always be facing. So that means if we have a pillar of the industry as a problem, that means we need to create a system to deal with this, because it ain’t ever going away. This is something we will always be dealing with. And really, this is any industry, right? But especially in our industry, there’s a pretty high turnover rate.

Why You Can’t Wait Until You Need Someone

In the beginning, it’s hard to offer anything that people actually want, and that’s why I’m going to talk about what is actually included in the group interview. But point being, we can’t wait until we’re feeling the pain to go put a job listing on Indeed, because now all of a sudden, you’re cleaning and you really don’t have time to be texting people back and forth, trying to arrange interviews and meet up and all of this stuff, and combing through resumes. You don’t have time for that.

And so what we need to have going is job listings at every single moment. We never don’t have job listings out. Now for most of us, Indeed is going to be the best place to hire. Do I like Indeed? No, no, I don’t. When Facebook took away Facebook jobs, I was so upset, because we actually got a lot of great applicants through Facebook jobs. I think they took that away in order to make more money off of us. Screw you, Mark Zuckerberg.

Indeed Optimization Without Paying

So Indeed is where we all funneled to, and we were already on Indeed. But Indeed wants you to spend money. They want you to spend money on them, and they’re gonna push as hard as possible. We never spend money on Indeed. We are a business of around 30-ish staff, never, ever spend money on Indeed. There is a workaround, and that is just having multiple listings going.

The Multiple Listing Strategy

Basically, after a couple weeks, or whenever you stop getting traction on that listing, meaning lots of applicants, you pause it, you make a copy of it, and you post that copy as a new job. Because Indeed, if you’ve ever been on Indeed, it’s a list of jobs, right? And at the very top is going to be the sponsored jobs. That is always the case. The goal is to be on that first couple pages, and the only way to do that is to either pay for it or to be a new job. And so if we’re not going to pay for it, that leaves us with one other option, and that is to be a new job listing.

All you need to do is, when you go to Indeed and click create a new job, you do your first listing initially. And then when you go to make a new job again, instead of saying create from new, it will give you an option to say basically use an old listing as a template. That’s what we want to do. And we just pause the old one and we post the new one. And that gets us pushed to the top of the rankings, underneath the sponsored, of course, and that will get us more eyeballs on it.

Multiple Locations and Job Types

If you service multiple towns and a lot of you guys do, or multiple areas or suburbs, have a job listing in every single town for the same exact job posting. So for us, we have three locations. They’re all within about 45 minutes of each other. And so we have all of these towns that we are hiring in. So we have multiple job listings in each of those towns, and covering multiple types of shifts as well.

Because think about it, what are people searching for? If you do commercial work, make sure you have some type of evening position always going. If you do only residential, always daytime. Make sure that you have part time jobs available as well. Make sure it’s very clear in your job listing that this is flexible work, because that’s what it should be. And really that’s the only thing you can offer in the beginning.

Job Listings Are Marketing and Sales

What I want to highlight too on job listings is, this is marketing and this is sales. We have a couple audiences as cleaning business owners. We have our clients, we have our communities, and we have our employees and potential future employees. So if your job listing reads “you must do this, you must do this,” and it’s just super dry, I’m not going to click on that. It sounds very aggressive.

There is a way to phrase things, and that’s what ChatGPT is for – to make it sound like a place people would actually be interested in working. We need to sell this job listing, guys, we need to sell this job. And I’m not suggesting lying. I’m suggesting really playing up what is great about this job, even in the beginning.

Setting Up Your Group Interview Process

Communication Best Practices

Make sure that you have your Indeed notifications turned on so that it sends you an email every time somebody messages so you don’t lose it. Do not, I repeat, do not be texting applicants from your private number. Bad idea. You are never going to have work-life balance, which, I mean, that’s really impossible in general in the beginning. But the point is, we do not want people texting our personal number as much as possible, especially strangers on Indeed.

Get a Google Voice number if you must, so that you can have some privacy. Think about safety. We don’t want our phone number going out to hundreds of people, and then if it goes badly, they’re going to pester you, and you gotta block them. It’s not very professional either. So Google Voice is free. You can get a free Google Voice number to text from, or there’s plenty of other apps that you can do that as well.

Template Messages Save Time

We want to create templatized responses, because much like every other area of our business, we are oftentimes doing the same things over and over, meaning communication wise, as well as just actual processes. We’re doing a lot of things over and over, but when you’re texting the same things over and over and manually texting, you’re wasting so much time. And Indeed has templated messages built right in, so you can create custom templates so that you can bulk send people the same thing.

Here’s our template message that everybody gets:

“Hello [applicant name], I received your application, and I am interested in setting up an interview with you. I have virtual interviews scheduled for this position on the following dates and times: Wednesday, May 28 at 1pm or Thursday, May 29 at 11am. The interview will take approximately 30 to 60 minutes. Please let me know if one of these options may work for you. If it does not, please let me know what your availability is for an interview. Please note there are no interview times available for the week of May 19 through the 23rd. Additionally, responses to messages will be delayed as I’m out of the office starting May 15 through May 21. I will respond as soon as I can upon return May 22. Thank you. Crystal Davidson, Director of Human Resources, Serene Clean.”

What NOT to Do: Common Mistakes

Don’t Read Resumes Initially

We don’t like to read resumes. I don’t find it useful. Because for me, I don’t even want to waste a second reading a resume of somebody who most likely, the skills I’m looking for are not going to be on that resume. It’s a personality, it’s a traits thing. I do like to see obviously longevity in workplaces, but that doesn’t even necessarily matter either.

We don’t care about any of that. Can they show up to an interview? That is what we are trying to figure out. And I don’t want you to waste a second of your valuable, precious time as a cleaning business owner, especially in the beginning, on combing through resumes where people lie, put their best foot forward, and it doesn’t even matter, because they could have the most beautiful, perfect AI generated resume in the world, and they still don’t show up. They still ghost you, right?

The Reality of No-Shows

If you have not started heavily interviewing, you will be absolutely shell shocked by how many people do not show. They can seem like this job is going to be their saving grace, right? And they still don’t show up. So please do not be shocked, and don’t be discouraged by how many people no call, no show. I would say, on average, three quarters of people no call, no show. Three quarters of people don’t show up for interviews – in person, virtual, even people won’t even show up for a Zoom interview.

And this is why group interviews are so vital, because if 75% of people do not show up for it, how much time would you have wasted setting up individual interviews for them to not show up? You can’t afford it. We have to see as many people as possible. That’s why we have the multiple listings going. So if they’re not going to show up, you are wasting so much time. We got to see people, right?

The Group Interview Template

Setting Up the Physical Space

We set up the group interview. And if you’re going to do this in person, what we would do is have a sign in sheet wherever it is that you’re doing the interview. It’s just called group interview sign in sheet applicant details, and it has a slot for their name, their phone number and their email. And then on the right hand side is another column that just says admin notes.

So as people come in, you have them sign in on the sheet, and we all just sit in a room and wait until the allotted time for the start. Do wait. A lot of people show up early, and we’ll just wait. Obviously we have an office. If you don’t have an office, you can use a coffee shop, you can use libraries, you can use public spaces, you can rent out rooms in different places, community centers, etc. It is worth it just to have that space so it absolutely can be done without an office.

Just don’t do it at your house, guys. Do it in a public setting. A lot of people will be turned off by that, but it’s what you got to do in the beginning. So it is what it is. If you were doing regular interviews, you’d have to meet somewhere anyway. So you’re not getting around this.

Having a Second Person Present

Ideally, you will have a second person in the room with you, whether that be a seasoned cleaner of yours, whether that be another manager, if you have an admin person, if it’s possible, or your spouse, if you are a partner, if you have somebody available. They can literally not be involved at all, they can just be there and working on their computer or whatever. But what they’re really doing is scoping everybody out, right?

Because you’re focused on the interview, sometimes it’s hard to just observe and see how people are behaving. We do not tell people that this is a group interview. So how do they react to a surprise? How do they react to that? Do they seem really pissy? Do they seem disgruntled? What is their behavior? How do they dress? Are they rolling up in sweat pants, and it looks like they took an egg beater to their hair?

What’s the vibe? Because a lot of people don’t take it seriously, because it’s a cleaning job. I want people who take this seriously, and I’m not saying they have to show up in a suit and tie, but can you put real pants on? There’s a question, can you put real pants on?

Why the Surprise Element Matters

If they seem real pissy about the surprise of a group interview, they probably won’t make a good cleaner, because cleaning technicians need to be able to roll with the punches, figuratively, not literally. And so if they cannot handle that little tiny surprise, they really can’t handle when something goes crazy in the field, which happens all the time. They need to be able to handle that calmly, right?

Company History and Values

So the first thing we go over is the history of the company, and you may not have any history, so I’ll just go through this briefly:

“Opened in 2019 by our owner, Stephanie. We have three locations, Black River Falls, Sparta and La Crosse. We do residential, commercial and vacation rental cleaning. We average around 25 to 30 employees, and we average around 170 to 180 appointments per week. We state that our service range is 30 miles from any of our offices. However, what we’re looking at more so is drive time for our cleaning technicians. Anything over one hour is what we consider to be out of our service range. You can expect to travel up to 45 to 60 minutes one way per day. However, we do try to schedule logistically to minimize travel, but traveling is absolutely a part of the job.”

Core Values Presentation

Core values – we go through our core values as a company. So as you guys know, family first, integrity and a grateful and positive attitude each day.

Family First: Our mission is to bring families closer together. We do this by providing services that give our clients more freedom to spend more quality time with those closest to them. For our employees, we strive to do everything we can to make their work life balance as good as it can be.

Integrity: Doing the right thing each time, even if no one is going to find out about it, always consciously making the right choice.

A Grateful and Positive Attitude: We are honored to be able to make our clients and employees lives better. We know that you certainly cannot always feel grateful and positive. You’re going to have off days, but being able to smile and portray positivity even if you aren’t necessarily feeling that way that day is important, because we are in a service industry, and those customers deserve to have a happy cleaner, even if you’re not feeling it. So that’s part of professionalism. That’s part of being a grown up.

Job Requirements and Expectations

Technology and Transportation

Smartphones are mandatory. We have three apps that we utilize for education, scheduling and messaging, one of them being ZenMaid, obviously.

Traveling is a part of the job. One, you need a reliable vehicle to get you from A to B. Two, you need a valid driver’s license and insurance on the vehicle to ensure you are legal while traveling.

We do background checks on everyone so many times we are alone in homes and businesses, and ensuring we are hiring trustworthy employees is really important to us.

We talk about reliability, accountability and teamwork being so important here and that all employees must be available for at least 15 hours of work per week, although there may be specific positions that may be offered at less hours.

Dress Code Standards

All tops are provided by Serene Clean at no cost to you. You receive polos and a warmer zip up. Branded tops are not allowed. It is acceptable to layer a long sleeve shirt underneath your Serene Clean top. Any undershirts should be neutral, solid, unbranded, and must conform to acceptable colors.

Bottoms must be knee length or longer and free from rips, holes or written phrases. All bottoms must be neutral, solid and must conform to acceptable colors.

Shoes: Any closed toed shoe that has a back and tread. Footwear must maintain a professional appearance and be free of rips or holes. Shoes that look like slippers, ie moccasins are prohibited. Many residential cleaners have a pair of house shoes as well, but that is not required.

Supplies and Safety

We strive to be as all natural and environmentally friendly as possible. There are certain situations where we do use a heavier or more chemical based product, but for the most part, it’s more natural. We provide everything that you need, and we actually don’t want you purchasing anything yourself. We are OSHA compliant, meaning that we have all the information on the products that we do use. We are always open to suggestions, but have to have management’s approval prior to utilizing.

Benefits Package Overview

Insurance Benefits

Medical insurance is provided through Anthem Blue Cross Blue Shield. There is a 60 day waiting period for this benefit, and it’s only available to full time employees. We cover about 35% of the premium for individual insurance and for any dependents, we help cover 10% of the premium cost for them.

Dental and Vision Insurance is provided through Beam, more commonly known as Beam Dental. There is a 60 day waiting period for this benefit and is also available only to full time employees. Premiums for both of these are 100% the employees responsibility.

Retirement and Time Off

401k is available to all employees over the age of 18, no weekly hour requirements. There’s a 90 day waiting period for this benefit. Serene Clean provides a 100% match on the first 2% that is deferred.

Holiday pay: The applicable holidays are New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas Day. Anyone working 15 hours a week or under is not eligible. Anyone working 16 to 29 hours a week will receive three hours paid for that day. Anyone working 30 plus hours a week will receive six hours paid if a holiday lands on a day that you are unavailable for work, you do not get paid.

Additional Benefits

Paid time off for full time employees goes from six months to 11 to 12 year work anniversary, which goes from 20 hours a year all the way up to 160 hours a year. And then for part time employees at their two year work anniversary, they get 20 hours and four plus year work anniversaries, and they get 40 hours a year. PTO cannot be paid out until you have reached your one year work anniversary, and PTO can be carried over, but the max PTO you can keep in your bank at any given time is 160.

Bereavement policy: Employees are entitled to two consecutive days of bereavement leave in the event of the death of an immediate family member. The amount of paid bereavement leave will depend on the amount of hours the employee is available to work per week.

Car care benefit: Funds reimbursed to employees for parts, maintenance, repairs or labor for your vehicle. It cannot be used for fuel or gas. Employees must pay out front, submit receipts, and then the employee will be reimbursed through their paycheck up to the amount the employee is eligible for.

Employee Assistance Program: This is access to trained professionals, 24/7, 365, available to all employees, their dependents and immediate household at no cost. No ties to insurance. Options for telephone, video or face to face counseling to help manage mental health concerns such as anxiety, depression, marital or relationship concerns, grief, job stress, trauma, situational stress, drug and alcohol dependencies, anger and much more.

Creative Incentives

Spin the wheel: This is an incentivized behavior benefit. It is calculated quarterly, and the qualifiers are the following: no complaints in that quarter, no absences or tardiness, one successful quality check and one successful compliance check, 10 written reviews, or two video reviews, based on that quarter of behavior.

The prizes include: two hours of PTO, three hours of PTO, a $25 QuikTrip gift certificate, $25 cash, $50 cash, $75 Walmart gift certificate, or $100 cash. And the employees really love this one.

Compensation Structure

Base Pay and Raises

Everyone starts at $16 with the potential of getting to $17.25 within the first month. Overall, we do have a set pay raise schedule that provides the potential for a 60 day raise, 90 day raise, and yearly raises which coincide with your work anniversary and performance evaluations. The amount you receive is based on performance and attendance. Top pay for our cleaning technicians is $25.

Travel Compensation

Travel time: Employees are compensated at $12 per hour while traveling to, from and between jobs.

Gas stipends: Employees are compensated for their mileage and wear and tear. Gas stipends are calculated each day by how many miles you drive. This is to help offset the cost of gas you are putting into your vehicle, and the wear and tear on your vehicle as well.

Mileage per day and stipend amount is as follows:

• 0 to 10 miles is $5
• 11 to 20 miles is $10
• 21 to 35 miles is $15
• 36 to 50 miles is $20
• 51 plus miles is $25 in a day

Travel time and gas stipends will be calculated from the employee’s home office, which is the office that is located closest to the employees home address, to the job site, between job sites and back to the employees home office at the end of the day. The employees commute from their home to their office home office is not compensated and isn’t considered their normal commute.

Additional Pay Information

Opportunities for tips, primarily in residential settings. And then payday is every Friday via direct deposit. So the goal is to answer every possible, conceivable question. We want them to understand what they are getting into. We’re not trying to pull the wool over anybody’s eyes.

The Filtering Process

Questions and Information Gathering

Then we get into our questions for applicants, which are going to be based on everything else on that group interview sign in sheet, so the admin notes – that’s going to be things like availability, what time of day and what days of the week, as well as total number of hours that they want to work in that week. So that gives us a perfect idea of what can we expect from their availability, and seeing if it’s a good fit for you and what you’re looking for right now.

Then we open it up to questions Q and A, and we just say, “What other questions do you have?” And we just answer them in front of the entire group.

The Reference Request

Finally, this is our last part of the group interview. If you are interested in pursuing employment, send over two to three professional references which can be sent through Indeed messenger. The same way we set up this interview, you can use personal references if you do not have two to three professionals, but we don’t take those as seriously. If no references are received, we presume you are no longer interested in the position and will not move forward. Any questions can go to Indeed messenger as well. We will respond as soon as we can. If you are looking for an update on where we are in the hiring process, please just reach out through Indeed and we will let you know where things are at.

If you sent your references over and we are interested in pursuing you, I will reach out to you to schedule a second interview, which is a one on one interview and will include more traditional interview questions that will allow me to learn more about you. In general, it will be completed virtually and take 30 to 60 minutes.

Virtual vs In-Person Interviews

The Shift to Zoom

We now do this completely over Zoom, because our service range is so much larger, it does not feel right to me to ask somebody who lives 45 minutes away to drive somewhere for a group interview, or really just an interview in general, when we can just totally do that over Zoom. At first I was actually pretty against it. I was like, “No, we need to see them in person. We need to get a vibe.” But you’d be surprised by how well you can pick up on people on Zoom.

And also, if they can’t figure out Zoom, also not going to be a good fit for us, because first of all, Zoom is really easy to use. Secondly, can they not Google and solve a problem? It shows you their problem solving skills.

Benefits of In-Person When Possible

I will say in person is great, especially if people are really struggling to find your office and you have given clear instructions, probably not going to be a good fit. That’s another good filter for you, because if they cannot find a clearly labeled place that’s in a town or something like that, you think they’re gonna be able to find houses easily?

Do they communicate if they’re running late? So that is helpful as well, because I’ll give somebody a chance if they’re like, “Hey, I’m running 10 minutes late, parenting emergency, traffic, whatever happened.” Okay, you’re still allowed, but you mosey in 10 minutes past the start date, and just expect us to interview? No, that’s immediate grounds not going to work out, right? You can’t be late.

Follow-Up and Second Round Interviews

The Second Layer of Filtering

As you saw in that last slide, this is where the second layer of filtering happens. They showed up. They did not make a fool of themselves, because we can definitely get a vibe. Up until recently, we have just been making decisions off the group interview. We’ve added that second round of interviews more recently, just to get a little bit more time with the applicant prior and getting into more nitty gritty. But a lot of times, we’ve made really good decisions just based off of that group interview.

By now, you’ve already filtered two things: they showed up when they said they could on time and they followed direction, they sent you two to three professional references over Indeed messenger. That’s a test, guys, because if they can’t follow a simple direction like that, you think they’re going to be able to do this job? No, absolutely not. People think that cleaners are stupid. Hell no. As we all know, this job takes a certain level of intelligence and skill in order to be competent and really a master of your craft in this, right? They need to be able to follow directions. So that is the second test after being able to show up.

Reference Checks and Communication

Then we’re going to reach out to those contacts, those references, and see what they say. And again, people are going to put their best friends as references, or whatever. You’re not going to give a bad reference, but it does give us some insight. Sometimes we’ve gotten some really good insight, or it’s made us lean towards one candidate over another.

You may not have a position right now, and I know one of the feedback will be, “Well, that’s not really fair to them.” If I have no open position, you could have an open position tomorrow. You don’t know. So again, coming back to the very start of this conversation, you have no idea when you need to hire.

If you are not actively hiring somebody right now, meaning you need somebody to start within the next week, then we just communicate. We just keep in contact with the people that we’re interested in, and we’ll just let them know. We’ll be like, “Listen, we don’t have any open positions, but we really are interested in you. Is it all right if we keep in contact and reach out when we do have a position opening up?” And you will be shocked by how many people, a lot of times, they’re at a job that they just don’t like, and they will willingly wait for you if they want to get in with you.

Tracking and Documentation

The Importance of Spreadsheet Tracking

After we have the Zoom interview, number one, we have the Zoom meeting things turned on. So it actually records the meeting, the interview, and then it sends you notes, basically a summary of the interview, which is super useful. And then we go back to that spreadsheet, which, again, check the description, guys, you’ll have that template. Just go, open that up, go to the left hand corner and click on File and say, make a copy. And then you’ll be able to edit your copy.

And then I want you to be adding notes on all the people, because you need – three months from now, the perfect opportunity might open up for a person you really liked, but they only had very specific availability. And you’re like, “Yes, I got this commercial account. This is going to be great for them,” but you can’t even remember their availability, but the spreadsheet is going to help keep track of it.

Why Documentation Matters

This is business, guys. You need to have tracking systems in place, and this is just one of many ways that we keep our shit straight, is by tracking all the applicants and again, who did not show up when they said they did, because if they do that, and then three months later, they apply again to your job, then we want to not even be sending them the invite, right? Because they no-showed us. We don’t want to give them an opportunity, because that shows that they’re unreliable, especially if they did not communicate why they couldn’t show, because that changes things. We need that context.

And then you can add your notes of what you thought of the person and whatnot. So this is going to give you such power. I do not want you basically being held hostage in your business by staff members. I want you to be able to make decisions that you need to make for the betterment of your business, and sometimes that means getting rid of somebody, right? And a lot of you have held on to people far too long, including myself, because you felt you had no options. You’re like, “Well, what am I going to do? I have to keep them, even though they’re completely destroying my business from the inside, I have to keep them.” This is going to give you your power back.

Final Thoughts

Please give this a go, guys. Leave in the comments if you have any questions that I didn’t give enough clarity on and I would be happy to help. This is going to be a game changer for you. This is one of the top three reasons Serene Clean is where it is today. I’m not exaggerating at all. So get group interviewing in place, and I think you’re going to see just such an overwhelming amount of productivity and stress relief and just not dealing with so much nonsense when it comes to the interviewing process.

All of these things help you filter people very quickly, and it starts to hone your muscle of hiring. And the biggest thing is not wasting time, not wasting energy, having everything templatized as much as possible, as you saw, we are ready to do interviews at any moment, because we have this laid out right, and then just putting all of our notes in that spreadsheet.

In that second interview, you can do a more traditional one, where you sit down, get to know the person and ask things that are specific to what you care about in your business. We’re really looking at things like the traits that we want to learn about, personal traits, emotional stability, reliability, the physicality of the job. These are questions that we have asked ChatGPT to help us form because those are some of the biggest issues that we have – highly emotionally unstable, unreliable and unable to do the work kind of people. So we now ask questions in the second interview about those things and just get a feel for them.

So I hope this was helpful, guys. Give me a like, hit that subscribe, go join the Facebook ZenMaid mastermind group. You will love it, and I’ll see you in the next episode of Filthy Rich Cleaners.

Note: This transcript has been edited for clarity and readability.

Resources Mentioned in This Episode

• Group Interview Tracking Spreadsheet
• ZenMaid – Try free for 14 days
• Google Voice – Free phone number
• Indeed – Job posting platform
• ChatGPT – AI assistant for writing
• ZenMaid Mastermind Facebook Group