Written by Barry Victor, President and Owner of PROS Parts   

For many drycleaners, one of the biggest operational challenges today is staffing. Finding dependable front counter employees, production staff, route drivers, and pressers has become increasingly difficult over the past several years — and recent workforce uncertainty has only added additional stress for some operators.

The good news? While the labor market continues to evolve, there are practical strategies that are helping cleaners successfully attract and retain strong team members. Nothing in this article is probably new or earth shattering, but it’s always good to do a quick check to make sure you have processes in place to ensure you are doing as much as you can. 

Your Current Employees May Be Your Best Recruiting Tool

One of the most effective ways to find good employees is through the people already working for you.

Employees are far more likely to recommend friends or family members when they feel respected, valued, and proud of where they work. Referral bonuses, simple appreciation programs, or even just directly asking employees if they know someone dependable can produce better candidates than online job boards alone.

Strong workplace culture is often the foundation of strong recruiting. 

Today’s Workforce Is Looking for Stability and Respect

Compensation matters, but many employees are also looking for something just as important: consistency.

Predictable schedules, respectful communication, flexibility when possible, and a positive work environment can make a major difference in both recruiting and retention. Employees want to know what is expected of them and feel that their contributions matter.

In many cases, cleaners who focus on creating a stable, supportive workplace are seeing stronger long-term staffing success than those competing on hourly wages alone. 

Hire for Attitude and Reliability

Technical skills can be taught. Reliability, customer service, and a positive attitude are often much harder to train.

When interviewing candidates, consider focusing less on whether someone has drycleaning experience and more on whether they:

• show up on time,
• communicate well,
• demonstrate professionalism,
• and seem willing to learn.

Many successful employees in this industry started with little or no prior experience.

Speed Matters in Hiring

In today’s hiring environment, waiting too long can mean losing good candidates.

Some cleaners are finding success by:

• simplifying applications,
• responding to applicants quickly,
• scheduling interviews within a day or two,
• and making hiring decisions faster than they may have in the past.

Candidates often apply to multiple jobs at once. A responsive hiring process communicates professionalism and interest.

Consider Expanding the Candidate Pool

Some operators are finding dependable employees in places they may not have considered previously, including:

• retirees looking for part-time work,
• students,
• parents re-entering the workforce,
• second-job seekers,
• and individuals seeking flexible schedules.

Positions that offer consistency and a welcoming environment can appeal to a broad range of applicants. 

Retention May Be More Important Than Recruiting

Hiring new employees is expensive and time-consuming. Keeping good employees is often the better investment. 

Simple actions can have a major impact:

• recognizing dependable employees,
• celebrating milestones,
• communicating clearly,
• providing consistent training,
• and creating an environment where people feel respected.

Employees who feel appreciated are more likely to stay. 

Final Thoughts

Staffing challenges are not unique to the drycleaning industry, but they do require intentional focus and adaptability. The businesses finding the most success are often the ones creating workplaces where employees feel valued, supported, and connected to the team.

The labor market may continue to shift, but cleaners who invest in their people, move quickly when hiring opportunities arise, and build strong workplace cultures are positioning themselves for long-term success.

As always, PROS is here to help you get the equipment parts you need, accurately and as fast as possible to keep your plant up and running smoothly. 

Contact us or visit our website.

About Barry Victor  
Barry founded PROS Parts in the spring of 1988. Before starting PROS, Barry worked in the sales and engineering departments of Vic Manufacturing, one of the largest manufacturers of dry cleaning equipment in the U.S. At Vic, Barry launched a parts sales division that supported dry cleaning equipment imported from Italy and Germany. In its early years, PROS manufactured dry cleaning machinery and supported the parts needs of owners of Italian drycleaning machinery. Later, they added industrial and commercial laundry equipment parts. Barry lives in Plymouth, Minnesota with his wife. He has two sons, a stepson, a stepdaughter, and his dog, Sora.   

Barry can be reached at 763-231-7379 or barryv@prosparts.com.