HIRING & TRAINING
HIRING PRACTICES
Acleanco employs only experienced, reliable and qualified cleaners who demonstrate the ability to provide trustworthy service. Our preference for internal promotion encourages employee pride and loyalty. Long term,intensively trained, well supervised and ready at your request. We make a good faith effort to retain the same workers the same schedule in the same area for as long as possible.
CAREERS
Acleanco is an equal opportunity employer pledged to the elimination of discrimination on the basis of race, colour, religion, gender, national origin,age, sexual orientation, disability,
marital or veteran status, and ancestry.
APPLICANT SCREENING
All of our employees are carefully interviewed, screened and reference checked. Each worker undergoes a professional pre-employment screening,which includes a criminal and civil records check, and a motor vehicle report. Our Operations Manager is responsible for screening potential workers. He personally interviews them and insures their documentaries are in order for our
client’s protection. We do our homework first and avoid problems later. Persons with any history of sexual misconduct,drugs, violence of any type, theft of all types, fraud, etc. shall not be assigned to work with National.
EFFECTIVE TRAINING
Our training programs have always been a strong point of our operations.We have a continuing education and training program, which includes on- the-job training, testing, and certification in all positions. Perhaps no other factor is more important to quality improvement than on going and effective training.
Industry relevant training improves worker competence and morale, saves our firm time & money and drastically increases customer satisfaction. It also allows for more effective delegation and supervision.
Factors such as (i) changes in cleaning technology and (ii) pending health & safety legislation are key drivers to continue to update our training methods. Commercial office cleaning has become more of a technical endeavor in recent years. Even people have become more sophisticated.
We train people “the right way” the first time — much more in depth and hands on than any other contractor. Employee
turnover ends up costing other janitorial service contractors more money in the long run, because of additional expenses associated with retraining a new employee. National’s historic annual turnover rate is below four percent (4%) which is within the top percentile for our
industry.
TRAINING PROGRAM FOR MANAGERS & SUPERVISORS
Managers & Supervisors – All Managers and Supervisors are exposed to extensive seminars throughout their employment. Providing our customers with exceptional service requires the best trained supervisors. Supervision is the key to any successful cleaning contractor’s operation.
CAPABILITIES
Cleaning staff shall have the ability to:
- Speak and understand the English language.
- Have the necessary public relations skills to deal with customers in a professional, courteous, businesslike manner.
- Understand written and oral rules and regulations and apply them in a tactful and non-confrontational manner.
- Maintain poise, self-control, tact, diplomacy and mature judgment under stress.
SKILLS & QUALIFICATIONS
Porters | Minimum two (2) years previous experience is preferred although full training is given. Must have driving license and own transport.
Floor Maintenance | Carpet Cleaning Technicians | Minimum two (2) years previous experience is essential. Must have driving license and own transport.
Contract Cleaning Managers | Substantial management experience of performance based service contracts or five (5) years experience in a similar role is essential. Must have driving license and own transport.
On the third and
fourth weeks, that worker would be required to work as a lavatory cleaner, so that he or she is exposed to all the necessary functions that go with cleaning lavatories on a regular basis. Again, each night his or her work would be inspected and reviewed.
For the fifth week, the worker would be required to work with a tile floor maintenance crew. This would ensure his or her exposure to tile floor maintenance such as the stripping and waxing of flooring. On his sixth week, the worker would be required to work with a carpet cleaning crew to learn the methods of carpet cleaning.
For the seventh and eighth week, he or she would perform an assortment of different types of custodial functions, such as follows: the worker would be required to work on interior and exterior metals such as stainless steel, brass, bronze, etc.; the worker would be required to scrub a concrete sidewalk with an alkaline solution; the worker would be required to work on lighting fixtures, replacing burnt fluorescent lamps and tagging faulty ballasts.
After their initial training, they receive hands-on training on a regular basis by our supervisory staff. Instructional manuals, videos or training seminars can also be offered as assistance.
CUSTOMER SERVICE TRAINING
Many companies have recognized that repeat business is directly influenced by their customer service professional’s interaction with customers.Selected staff are provided with an introduction to customer service,focusing on communication, computer and financial skills. The program is designed for both telephone and face-to-face interactions, covering topics such as:
- telephone etiquette
- trust & rapport building
- active listening skills
- problem solving
- defusing anger
- stress control
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