Employee Retention & Recruiting

Sustaining a healthy workforce is crucial to portable restroom businesses. A great team helps everything run smoothly. But where do you find job candidates, and what entices them to stay? These days, this issue feels like a million-dollar question.

Recruiting, hiring, and onboarding processes affect employee retention, as do your company’s benefits and compensation package. Use this article as your guide to improve your approach and develop effective strategies.

Portable Restroom Employee Recruiting 101

Let’s face it. A newspaper ad or sign on your door is unlikely to send a flood of applicants your way. Today’s workers rely on their cell phones. They can research opportunities from anywhere, and you only have a few seconds to catch their attention. Adapt your recruiting process to give your portable restroom business an edge. Here’s how to find an employee for your company.

Write Effective Job Advertisements

A job ad is a chance to make an excellent first impression. Start with a brief introduction summarizing the position and why it’s a great opportunity. Highlight the key aspects of your business, such as how many years you’ve been in business or how many clients you serve. Next, move into the factors that matter most: pay and benefits.

Heat map studies find that individuals spend more time reading about compensation and benefits than a company’s culture. Similar surveys show that job seekers respond better to a needs-supplies approach than job ads focusing on demand and abilities. The former showcases what your company can do for an individual, whereas the latter emphasizes your expectations.

So, put the most important details first, then follow with position responsibilities and requirements, like CDL licensing. Use bullet points to make your task list and qualifications easy to scan. Read our articles about important positions to understand how job roles differ for portable restroom drivers, yard managers, and outside sales.

Draw job applicants to your ad by:

• Using plain language: Write concisely at an 8th-grade (or below) reading level (about 13 words or less per sentence). Run your ad through a free grammar checker like the Hemingway app, as it catches passive voice and grade level.
• Keeping it a reasonable length: Research shows 300- to 700-word listings get more responses than longer ones. You can always link to a longer description on your website.
• Making it visually appealing: Use bullet points to break up text and bold or italics to highlight important details. Keep paragraphs to five lines or less to improve readability on mobile devices.
• Being candid: Don’t gloss over the drawbacks. Be upfront about long hours, weekend shifts, and the fact that they’ll be scrubbing porta-potties.
• Sounding professional: More than applicants see your job ad. Adding political statements or off-the-cuff comments about your expectations is unlikely to score points with candidates or your community.

Improve Your Application Process

Research shows that over 70% of people abandon applications that take 15 minutes or more to complete. Simplify your process by creating a custom form. It can increase the number of apps you receive, and your screening process can gather additional information, if necessary. Free tools from Google or similar companies let you save, upload, and print employment applications.

Mobile recruitment may also work for some employers. Job seekers can apply via text message. From there, hiring managers can confirm the applicant’s eligibility for the position. Automated mobile software makes this process easier, but you can make it work manually if you only handle a handful of candidates.

Many PROs prefer individuals to drop by the office for an application. However, this might cause you to miss out on good candidates. Instead, add a hiring page to your website. This allows you to provide more details about your company or the position, highlight multiple job openings, and even create an FAQ (frequently asked questions) section.

An FAQ section is also a great spot to address perceptions of the portable sanitation industry. Discuss the methods that keep your toilets clean and fresh from the perspective of the job seekers’ duties. Mention the types of customers your business helps and how your new employee will navigate various job sites and client interactions.

Your career page should:

• Be mobile-optimized: Most job seekers look for new positions from cell phones. After creating a hiring section, test it yourself on a mobile phone and use the links in our tips for a great website infographic to identify and fix errors.
• Have an online application: Let applicants complete a digital application and submit it to your company. Many website hosting providers offer customizable forms for creating a job application.
• Allow job seekers to upload resumes: Add a file upload button to your website. This tool lets users submit their resumes from cloud-based services like Google Drive or Dropbox.
• Include scannable FAQs: Most web hosting providers like Squarespace or Bluehost offer website builder tools with navigation blocks. These display your FAQs in a list, and users can click on the question to view the answer or drop down to the solution in your content.

Also, consider adding a calendar for self-scheduling an interview from your career page. Tools like Calendly embed on your site and sync with Microsoft, iPhone, or Google calendars. You can set aside a few available times and ask applicants to sign up for an interview now. Let them know that you’ll confirm the interview time after reviewing their application.

Leverage Job Boards & Alternative Spaces

Job boards and social media connect PROs to applicants. But don’t stop there. Spread the word at local job fairs and involve your staff through an employee referral program. Create a list of assets that you can use to expand your search. When looking for new employees, check off each item to ensure ample coverage.

Reach applicants through:

• QR codes: Add QR codes to business marketing materials like flyers. Say, “We’re hiring! Scan to apply.” And the QR code takes them directly to your online application.
• Your website: Put a banner or pop-up announcing that you’re hiring. Once visitors click on the banner, they land on your career page.
• Employee referrals: Develop an employee referral program that rewards staff for referring qualified candidates. Studies show that referred applicants are more likely to stay with your business.
• Local job fairs: Engage with community members by attending job fairs at colleges or community sites. Be ready to interview people on the spot and include QR codes on your display so they can learn more.
• Social media: Share a shortened version of your job ad on business and personal profiles. Also, use community boards on Facebook and add a “we’re hiring” headline to your company’s LinkedIn page.
• Job boards: Craigslist, Indeed, and Monster are popular options for employers and job seekers. Optimize your listing for search engines by displaying the job title first, then your company name.

Also, remember to check your Glassdoor status. Many job seekers look at company profiles to see if current or previous employees have left reviews. Improve your reputation by updating your profile, sharing information about your work environment, and responding to reviews.

Candidate Screening & Interviewing

Few portable restroom operators have time for a drawn-out hiring process. However, mistakes during screening and interviewing can increase employee turnover or cause legal troubles. An effective screening process goes a long way in helping you find and keep good help. Learn what to look for in a candidate and brush up on your interviewing skills before hiring.

Screen Applicants

Unless you use an applicant tracking system (ATS), you must go through each resume or application manually. Look at their job history and confirm that they meet your basic requirements. Make notes on a separate paper (not their actual application) to help guide your interview. These might highlight an employment gap or mention military service.

For those that make the initial cut, contact references to find out:

• Their current or previous worker’s start and end date
• Their starting and ending pay rate
• The reason they left
• If they were a safety risk
• If the employer would rehire them
• If the employee was on time

If you have many applicants, you may want to follow up with a pre-screening phone, text, or video interview. Use the same four to six questions but remember to review employment laws before interacting with applicants. Social media can also offer some insights. However, it’s important to be careful here. Personal social media profiles may disclose protected information you can’t use for decision-making. This includes medical conditions, age, race, or if they have children.

Perfect Your Interviewing Skills

Some people naturally excel at interviews. They say the right things, have great posture, and win over the interviewer. It’s your job to instill objectivity into the process. To this end, it’s imperative to collaborate with everyone who will interview candidates. Develop an approach that identifies quality applicants and gets accurate results.

Consider the following:

• Legality: Know what you can and can’t say or ask during an interview. Certain questions or offhand comments are unprofessional, at minimum. Others break employment laws.
• Interview questions: Develop standard interview questions for each job role, and ask all candidates the same ones. These should elicit responses that tell you what the individual wants from a job and how they engage with management, co-workers, and customers.
• Non-verbal standards: Consider the minimum non-verbal requirements for the role (appearance, mannerisms, body language, and posture). Instruct interviewers to confirm that applicants meet the standards, then focus on responses, not dwell on personal judgments.
• Candidate scores: Reduce bias by asking interviewers to provide concrete examples, such as a response to an interview question, when rating a candidate.

Onboarding: A Critical Element of Recruiting & Retention

Show new hires that they made the right choice with a seamless onboarding process. Making the extra effort to get this part right can increase loyalty and help them move into their role quickly. Remember to ask for feedback about the hiring and onboarding experience, as there’s always room for improvement.

What is Onboarding?

Onboarding means welcoming new team members to your workplace and preparing them to start their jobs. Give other staff a heads-up so they can say hello and make your new hire feel comfortable. Plus, have email addresses or mobile phones pre-provisioned before their first day.

Typical onboarding steps include:

• Complete new-hire paperwork
• Explain job expectations and basic processes
• Go through benefit plans
• Discuss pay rates, timing, and raises
• Point out important employee policies
• Outline training schedules and safety incentive programs
• Describe how to report a problem or give feedback
• Define 30-, 60-, and 90-day milestones
• Ask if your new hire has questions

Create a New-Hire Packet

Gather new hire information efficiently by creating employee packets with a checklist. That way, you or another team member can ensure that new workers receive all necessary documents. When possible, consider digitalizing your new hire information. Create a staff portal on your website where workers can access your employee handbook, W-2 forms, and benefits information. Encourage them to review everything beforehand and be prepared to answer their questions.

Portable Restroom Employee Retention Strategies

Nearly every PRO can share a story about a great employee being lured away. You can’t prevent folks from checking out greener pastures. But you can entice them to stay with competitive pay and benefits, a supportive company culture, and growth opportunities. Even if you cannot offer every perk now, you can communicate your intentions and show employees that you’re prioritizing a better future for them.

Offer Competitive Employee Pay & Benefits

An attractive compensation package helps PROs attract and retain staff. Typically, it includes health insurance, paid time off (PTO), a retirement plan, and competitive pay rates. Research your local market to understand what businesses offer employees. Then, speak with health and retirement plan brokers to evaluate your costs and tax impact. Lastly, decide when new hires become eligible for health and retirement plans.

When creating a benefits package, consider the following:

• Pay rates: Many factors determine pay, including supply and demand, cost of living, and the going rate in your area. Review your pay structure regularly to ensure it’s competitive with industry expectations and accurately reflects the job duties.
• Health insurance: Options and requirements depend on your business size and location. For instance, U.S.-based employers with 50 or fewer employees can choose group coverage or health reimbursement arrangements (HRAs) through Healthcare.gov. Larger companies may benefit from working with a health insurance broker to find and select plans or health savings accounts (HSAs). Learn more in our article on saving money on health insurance.
• Employee savings plans: Many vendors offer retirement plan services for small businesses, including Vanguard, Charles Schwab, and Fidelity Investments. Learn the differences between a 401(k), SEP IRA, and SIMPLE IRA. Then, decide if you will offer a company match. Start with the Department of Labor’s 401(k) plan guide.
• Time off: Employers often provide paid time off for major holidays that fall on weekdays. Most also offer full-time staff some combination of vacation and sick days, with hours accruing throughout the year.

Use Employee Retention Best Practices

Get the most from your employees by giving them your best. Allow your staff to experience and celebrate the great moments that bring your team together, from personal wins like a co-worker buying a home to business successes like getting a new client. When they see PROs involved in day-to-day work, they want to work harder for you. The same goes for management.

As your company grows, so do the stress levels. And greeting employees or being aware that something is off can fall by the wayside. Make an honest effort to stay in tune with your team through sustainable company growth.

Portable restroom operators and leaders should:

• Keep your team engaged: Plan to manage employees during the slow season and motivate them when facing long hours. Incentive-based programs can encourage staff to finish a winter checklist quickly or show up every Saturday.
• Ask for employee feedback: A company culture that welcomes feedback can appeal to workers from all generations. When considering fringe benefits or changing your health plan, ask your team what they’d like to see or what’s missing from your current offering. Set up a way for employees to share information about their workplace or position, such as a suggestion box.
• Recognize achievements: Develop programs to reward safe behavior and those who go above and beyond. A small gift card and company-wide announcement can uplift morale and prompt others to improve their approach to a demanding customer or restroom disaster.
• Acknowledge their efforts: You couldn’t take on that big client or achieve your financial goals without a dedicated, hard-working team. Take time to thank them personally and tell them that you appreciate their daily effort.

Achieve Employee Retention & Recruiting Goals

Hiring in a competitive market has plenty of challenges. However, portable restroom owners can devise strategies to stand out and attract qualified candidates. Use key performance indicators (KPIs), competitive research, and employee feedback to assess your processes and compensation package. If something isn’t working for your staff (or you), change it. Don’t wait until people leave or reject a job offer over it.

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