how to hire pet sitting staff

I got an email today that inspired me to write a blog post.
Thanks Emi!

Here’s the email I received:

Hi Kristin,
I purchased your online product Business Hiring Kit: For Hiring Pet Sitting/Dog Walking Staff ™ two days ago and have been very pleased with the content.

Thanks,
Emi
Sniff and Go Dog Walking and Pet Services

Here’s my response:

Hi Emi,
Nice to hear from you. 🙂

I’m so glad you are happy with the Hiring Kit. I developed it years ago to use in my own pet sitting business and it has helped me hire top-notch pet sitters and dog walkers in my own pet sitting business. I currently have 30 great pet sitters on staff, all of whom I’ve hired through using the Hiring Kit. I have heard from lots of other pet sitters that my Hiring Kit has helped them hire great people too. I love hearing that.

Yes, I do have 5 suggestions for making the transition easier:

1) Share the jobs for awhile with your new staff. If you are hiring dog walkers continue walking on M/W/F and having your new walker walk T/TH.

2) Go to at least 3-5 of the client interviews when your staff meets your clients. After that the staff member should be able to go on his/her own.

3) When clients call about particular sits and you are going to put new staff members in say, “I’d love to help you but unfortunately I’m not available for those dates. I have a wonderful assistant that is. Would you like me to set up a time to have you meet my assistant?” If you are sharing the job say: “I’m available for some of those dates. For the dates I’m not available I have a wonderful assistant.”

4) Have your clients pay you via mailing a check or giving you their credit card information. Don’t have them leave checks for your assistant to pick up. It creates more work for your assistant.

5) Be sure to use a client questionnaire when staff members do sits on their own. Mail it to clients with a self-addressed stamped envelope so they will feel compelled to return it. The Six-Figure Pet Sitting Academy sells a client service questionnaire or you can create your own.

Have your questionnaire be simple enough that it will just take clients only a minute or two to fill it out the form and send it back to you with their comments. Having a self-addressed stamped envelope will compel them to mail back the questionnaire! I’ve found the online questionnaires to be less effective for client response so mail the questionnaire to them.

Sending out questionnaires will help you get feedback on how your new staff member is doing. It’s often easier for clients to write out their feedback than pick up the phone to let you know what their experience was like in using your new staff member. Keep it simple for them and for you!

A final note about the questionnaire: share the feedback, both good and bad, with your staff. The positive feedback will keep your staff motivated and the negative feedback will get them back on the right track.

Hope this information helps, Emi!