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Cleaning is a universal need wherever you are in the world, so language and location is no barrier to the delivery of


this essential service. We all live and work in a global marketplace – whether we like it or not – and embracing and learning about new cultures and countries is one of the most enjoyable parts of this phenomenon.


Human beings inhabit all four corners of the globe, and wherever there are people, facilities are needed. We all require hospitals, schools, shops, offi ces – the list is endless – and these all need to be cleaned. You could even argue that cleaning is a language of its own, but it is ‘spoken’ and understood by everyone on the planet! The expansion of European borders brings many opportunities for businesses to increase trade in other markets and countries,


This topic is ultimately a question of reputation and reliability. I think we can make excellent use of this extension to


British worker numbers, but we have to make sure that we are selective in who we hire. We need to ensure that we get people with the right qualifi cations and the right attitude towards the industry – the same way we should approach everyone else!


The biggest issue for us is ensuring that they pass all the security measures, especially the follow-up of references and work histories. We believe in treating every member of our team equally, and that includes the individual having a traceable working background, as it’s the only true way for us to gage the reputation and reliability of that person, but we understand that in many cases this can be diffi cult to obtain. Nonetheless, a lot of people are able to produce


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and it also creates a more fl exible workforce. The fact that people are willing to leave their homelands to study or work abroad is not a new trend, but it has certainly increased in recent years.


Forward-thinking and progressive cleaning contractors are already adapting by ensuring that the appropriate training and support materials are available in a choice of languages. This approach, backed by stringent security checks and procedures to ensure that only people with the right skills are recruited – whatever their nationality – is helping the cleaning industry to diversify, increase professionalism and become more inclusive, which is no bad thing.


Multi-lingual cleaning staff could also be seen as a defi nite benefi t to contract cleaning companies, especially if they are working in frequently-used public spaces or buildings. The rising popularity of daytime cleaning means that


a work history, and the ones which have, have an excellent work ethic.


We employ a number of Eastern European individuals, but interestingly, while the number within the hands-on cleaning workforce is only around 1%, in the offi ce environment that rises to around 5%. We’re fi nding that we have a highly- skilled team within our offi ce worker population, particularly from Poland and in terms of computer skills. They also are certainly not nine to fi ve personnel! They have no issues with working extended hours, and we know we can always rely on them when we need to work overtime on particular projects.


I fi nd it interesting how there are a number of staff who, in their native countries, have very highly skilled professions such as doctors and lawyers, yet upon entering this country, fi nd themselves unable to fi nd work in the sector for which they are trained and take up cleaning jobs. They appear to approach this with the same gusto and ambition, though, which I have no doubt


operatives are more likely to come into contact with other members of the public, and that public is now more culturally diverse than ever. Employing operatives that can talk the same language as overseas visitors to the UK provides a distinct USP and added value. Whether you say cleaning, reinigung, czyszczenie or pulizia – the same high standards apply!


Ceris Burns, Managing Director, Ceris Burns International


www.cbipr.com


This month we ask... Whe recruitment, is the expan helping or hindering the c


they showed towards their other profession, and we are quick to realise their drive and potential. They quickly progress through the ranks of the company, taking on supervisor roles and so on, but it is not a case of us identifying them – they make themselves known to us, and we help them to develop their skills in return for their hard work. If you do the proper checks on any new staff, the results will speak for themselves.


Douglas Cooke, Co-Founder of Principle Cleaning Services


www.principlecleaning.com


www.tomorrowscleaning.com


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