Hiring is more than just filling roles — it’s about finding qualified Cleaning Technicians who fit your company’s values. That’s why I’ve been developing the first-ever Cleaning Technician Fingerprint: a blueprint to identify the traits that make for amazing employees and avoid the red flags that lead to turnover.

Step 1: Always Be Recruiting

• Keep a bench of applicants ready, even when you’re not actively hiring.

• Recruiting only when someone quits puts you weeks behind.

• Think of it as an insurance policy for your business — you don’t need it until you do.

Step 2: Recognize the 3 Key Traits

1. Positive Attitude

   • Obvious: negativity is easy to spot.

   • Seen: bubbly, people-pleasing, overly eager (can be risky).

   • Overlooked: quiet confidence, mild-mannered, solution-focused.

2. Reliability

   • Obvious: constant excuses or tardiness.

   • Seen: rigid structure, easily rattled by schedule changes.

   • Overlooked: consistent habits, steady presence, dependable follow-through.

3. Good Communication

   • Obvious: one-word answers or shallow responses.

   • Seen: over-communicators, constant updates, office overwhelm.

   • Overlooked: timely, thoughtful, and concise input that builds trust.

Step 3: Spot the Red Flags

• People pleasers vs. servant mindset.

• Overly structured applicants who crumble when schedules shift.

• “Adult toddlers” who over-communicate to mask insecurity.

Step 4: Hire for Quiet Confidence

• Great interviewers aren’t always great employees.

• Look for steady habits and quiet confidence, not noise and drama.

• Remember: “Confidence is silent. Insecurities are loud.”

Important Notes

• Use interview questions to uncover rituals, habits, and consistency in a candidate’s personal life.

• Don’t overlook reserved applicants — they may be your most dependable team members.

• Build your bench on consistency and quality, not just charisma.

✅ Done! You now have the foundation of the CT Fingerprint. With this system, you’ll build a bench full of qualified, reliable Cleaning Technicians — and stop wasting time on bad fits. Share this with your team, use it in your interviews, and start creating a hiring process that works like clockwork.