I Hosted a Hiring Event for Cleaners and Nobody Came. Why it was Still Worth It

Let me tell you about the time I hosted a hiring event for cleaners and it completely flopped.

Well, sort of.

I was desperately looking for cleaners. I'd tried Indeed, Facebook groups, referrals, and all the usual methods. But I wanted to try something different.

So I decided to host a hiring event.

I posted in Facebook groups, spread the word, and set up a casual meetup at Panera Bread. Coffee and bagels are on me. Come meet the team, learn about the job, and maybe do some quick interviews on the spot.

I was pumped. I thought this was going to be huge.

Want to know who showed up?

No one new.

Our current cleaners showed up. But not a single new candidate came.

Now, before you think this whole newsletter is about a failed experiment, let me tell you why I'm including this strategy anyway and why I'd probably try it again.

The idea made sense in my head.

Most cleaning jobs are kind of impersonal, right? You apply online, maybe do a phone interview, and then you show up to work for someone you barely know.

I wanted to flip that script. I wanted to create an event where potential cleaners could:

I've heard of other businesses doing hiring events successfully, like restaurants, retail stores, and even other service businesses. So why not a cleaning business?

Plus, I was genuinely struggling to find enough cleaners at the time. I thought casting a wider net with an in-person event might attract people who don't typically respond to online job postings.

I didn't just post once and hope for the best. I actually put in real effort to promote this thing.

Facebook groups

I posted in the Airbnb host groups I was already part of, saying something like:

"We're hosting a hiring event for our cleaning company. If you know anyone looking for flexible, well-paying work, send them our way. Coffee and bagels are on us!"

I also posted in general local groups and even in some cleaning-specific groups I'd joined.

Timing and location

I chose Panera Bread because it's central, public, and non-threatening. Nobody wants to interview at someone's house or office when they don't know the company.

I scheduled it for mid-morning on a weekday, thinking that would work for people with flexible schedules who might be looking for cleaning work.

What I promised

Looking back, I still think the setup was good. So what went wrong?

So nobody new showed up. But our current cleaners did.

And that's actually where the value came from.

At the coffee shop, one of our cleaners, Barbie, mentioned her friend Jodi was looking for a job and was a great cleaner. I called Jodi immediately after the event.

Jodi has become one of our top cleaners and she's been with us for a long time now. Jodi is consistently reliable and does high-quality work.

The hiring event did produce a hire. Just not in the way I expected.

It reinforced something I already knew: your current team is your best recruiting asset. When your cleaners are happy and engaged enough to show up to a company event and bring their friends, that's gold.

Despite the "failure," I actually think hiring events could work. I just needed to execute better.

If I were to try it again, here's what I'd do differently:

1. Give way more advance notice

At least 3-4 weeks. Post multiple times leading up to the event to ensure everyone sees it repeatedly and has ample time to plan.

2. Target the right Facebook groups

Focus on:

3. Make the value proposition crystal clear

Instead of "hiring event," I'd call it something like

"Casual Coffee Chat: Learn About Flexible Cleaning Jobs (Hiring on the Spot)"

Be explicit about:

4. Offer a hiring bonus for attending

Maybe something like "Anyone we hire gets an additional $100 after their first month."

This creates an incentive to show up even if they're on the fence.

5. Time it better

Early spring, when people are coming out of winter hibernation and thinking about new opportunities. Mid-morning on a Saturday might work better than a weekday.

6. Partner with a local organization

Maybe team up with a workforce development program, a community center, or even a church. They might help promote it and bring people who are actively job searching.

7. Do on-the-spot interviews

Have a simple 10-minute interview structure ready. Bring copies of your job description. Be prepared to make offers that day.

The whole point of an in-person event is speed and personal connection. Maximize both.

Here's my honest recommendation:

Don't start with a hiring event. Try Indeed, referrals, and Facebook groups first. Those are proven and lower-effort.

But if you've exhausted other options and you're in growth mode, it might be worth experimenting.

Here's how to set it up:

4 weeks before:

2 weeks before:

1 week before:

Day of:

After:

If it works, great. If it doesn't, you'll at least have learned something and maybe strengthened relationships with your current team.

For me, I'd probably try it again in the future. But next time, I'd do it better.

If you want to see how hiring events fit into a complete recruiting strategy, including the methods that work more consistently, check out our Airbnb Cleaning Course. We cover Indeed, referrals, Facebook groups, and yes, even hiring events.

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