Page 64 - CleanIndiaJournal October Digital Issue

Service MatterS

Recruitment strategies for maximal deployment

Haraprasad Panda, President, Kapston Services reveals the HR

processes put in place for growing the housekeeping workforce
without compromising on quality.

ost-pandemic, there was Assessment of staffing needs: work ethics, attention to detail and
a significant surge in the We determine the need for customer service skills, because
demand for housekeeping additional housekeeping staff based we want to ensure that they fit the
services from our clients, on increased demand, expanded client’s organisation culturally too.
Pnearly doubling our property size or seasonal variations. Training and onboarding: We
workload. Our soft services team Job analysis and role provide training for new hires,
has faced the challenge of rapidly definition: We clearly define the
expanding our workforce within a responsibilities of housekeeping covering housekeeping procedures,
tight timeframe without impacting staff, from room attendants, safety protocols and customer
customer experience and within housekeepers, laundry workers, to service standards. After ensuring
the framework of ‘new normal’ supervisors. that they understand the specific
guidelines. requirements of the property or
establishment, they are onboarded
To address this surge in demand, Recruitment strategy: Our for work.
we have initiated a thorough strategy for recruitment caters
to the specific needs of the
reassessment of our clients’ housekeeping industry like Legal and regulatory
requirements and collaborated collaborating with staffing agencies, compliance: All our hiring
closely with our sourcing team to using job boards, and promoting practices comply with local &
ensure a more meticulous approach vacancies through various industry- central labour laws and regulations,
to daily staffing. We also assembled specific channels. including minimum wage, working
a dedicated core team to conduct hours and health and safety
daily checks on deployment status, Candidate sourcing: We actively standards.
aiming to create a secure and search for candidates with relevant Uniforms and equipment: Once
hassle-free environment for all our experience in housekeeping, they are ready to take up the role,
clients. Despite the considerable hospitality or related fields across we provide them with uniforms
challenges and high demand, we various channels including and necessary equipment needed to
remained committed to consistently exploring local communities or perform their duties effectively.
achieving our target of maintaining vocational schools.
a deployment rate exceeding 95%. Screening and selection: Performance management:
We follow a very stringent Once we receive applications, Along with clearly setting the
expectations for performance,
process to expand the workforce we thoroughly review them, we evaluate their performance
in the housekeeping industry. We conduct interviews and assess the regularly and offer constructive
customise the process as per the need candidates. Along with experience feedback and opportunities for
of the client, but certain fundamental and qualification, we prioritise career growth.
aspects remain common: candidates based on their strong
Retention strategies: We
constantly review, recognise
and reward top performers. We
monitor their quality of work,
integrity at work etc., thus
ensuring that the best ones will
be rewarded effectively. We
also provide opportunities for
career advancement and reward
excellence. All these factors help in
retaining the workforce.

OCTOBER 2023•Clean India Journal
64 www.cleanindiajournal.com