Great janitorial supervisor interview questions help business owners assess which candidates have what it takes to manage staff, exceed client expectations, and boost your profitability.

When hiring for these complex roles, structured interviews—where you ask different candidates the same questions—are the best approach. They help you evaluate candidates more objectively because you can compare responses during the selection process. 

But what questions should you choose?

For a custodial supervisor role, center the questions around technical, leadership, and behavioral ability to help you decide which candidates have the most promising skill sets.

This article lists specific interview questions to help you assess a candidate’s hard and soft skills. Here are a few of them:

• How do you evaluate the cleanliness of a facility?

• What cleaning products and equipment do you typically use?

• How do you ensure compliance with OSHA regulations?

• How do you avoid cross-contamination?

• How do you clean high-touch surfaces?

• What inspired you to become a janitorial supervisor?

• What do you enjoy most about working in janitorial services?

• What is the most challenging aspect of janitorial work?

• How do you delegate tasks in a janitorial team?

• How do you handle conflicts among team members?

• How would you handle an underperforming team member?

• How would you handle scheduling conflicts?

Below, you’ll find an in-depth explanation of each question, along with sample answers to help you rank each candidate fairly.

Technical janitorial supervisor interview questions

Technical questions evaluate a candidate’s practical knowledge and expertise in cleaning procedures, equipment, and safety protocols.

A candidate with a strong technical foundation is better positioned to manage teams because they’ll know what protocols are important.

Here are questions to help you assess a candidate’s technical and safety knowledge:

1. How do you evaluate the cleanliness of a facility?

Strong supervisors should have a checklist to ensure cleaning tasks are done safely and effectively.

Listen for answers that describe a combination of different processes, rather than relying solely on spot checks.

Example answer: “I maintain a comprehensive checklist for cleaning tasks so custodial staff have clear guidelines to follow. When I check their work, I examine high-touch and overlooked areas such as vents, baseboards, and surfaces above eye level. I also regularly ask clients for feedback to ensure our work meets their standards of cleanliness.”

2. What cleaning products and equipment do you typically use?

This question will tell whether the candidate has experience with industrial-grade cleaning supplies and equipment.

Candidates who prefer specific products demonstrate experience and the ability to use their professional judgement about the best products for different situations.

Example answer: “I’m familiar with a range of cleaning equipment, including automatic floor scrubbers, carpet extractors, and backpack vacuums. For cleaning products, I prefer EPA-approved disinfectants for high-touch areas, neutral pH cleaners for floors, and microfiber systems to minimize cross-contamination.”

3. How do you ensure compliance with OSHA regulations?

Safety compliance is a critical responsibility for supervisors, as workplace injuries can lead to lawsuits or even fatalities. Yet, ignoring safety protocols is one of the top mistakes cleaning businesses make.

Answers should include a broad understanding of safety protocols, such as proper PPE, OSHA safety data sheets, and best safety training and enforcement practices.

Example answer: “I start with regular safety training that covers proper chemical handling, PPE, bloodborne pathogen protocols, and slip-and-fall prevention. I also document every training session and conduct regular checks to ensure staff follow the safety guidelines I set for them. I also stay compliant with safety regulations with updated SDS sheets for all chemicals, regular equipment inspections, and emergency plans.”

4. How do you avoid cross-contamination?

Proper cleaning of healthcare facilities, schools, restrooms, and food service areas requires understanding infection control principles. 

A great supervisor must have clear, science-backed protocols and a way to enforce them.

Example answer: “I use color-coded cleaning systems where different colors are designated for specific areas – red for high-risk areas like toilets, yellow for other restroom surfaces, blue for general surfaces, and green for food areas. We change clothes between rooms and follow a top-to-bottom, clean-to-dirty workflow. I also conduct training on cross-contamination risks, and regularly check that staff follow proper procedures for sanitation.”

5. How do you clean high-touch surfaces?

While weaker candidates may mention wiping down these areas without a detailed description of the appropriate cleaning techniques, experienced supervisors know how important cleaning high-touch surfaces often is, giving disinfectant enough dwell time to kill germs.

Example answer: “I train my team to remove any visible messes first, then apply a disinfectant with the appropriate dwell time – typically three to ten minutes, depending on the product. COVID forced us to rethink high-touch surface cleaning. Today, we track outbreak trends and upgrade to high standards like hospital-grade disinfectants and ‘last cleaned’ signage when there’s more risk.”

General interview questions for janitorial supervisors

General interview questions help assess a candidate’s motivation, passion for the industry, and preferences.

They provide insights into how well their values and working style align with your cleaning company’s workflows and culture.

1. What inspired you to become a janitorial supervisor?

This question separates leaders from workers. When the candidate gives you answers about their career path, listen for what motivated them.

A good candidate will be purpose-driven and show some respect for the field in their answer, while a weaker candidate might describe falling into the career by default.

Example answer: “I became a cleaning professional because I recognized the impact of keeping a clean and safe space. Over time, I realized that a well-trained, respected team can make a huge difference in public health, especially in hospitals, where sanitation prevents serious illness. I wanted to set standards that show janitorial staff are more than just cleaners.”

2. What do you enjoy most about working in janitorial services?

Ideally, the parts of the work the candidate enjoys should line up with their future work environment.

Listen for answers that touch on leadership or tasks that define a good supervisor, rather than what makes them a good janitor.

Example answer: “I enjoy solving problems, adapting cleaning protocols to different facilities, and making sure the team understands them. There’s a science to cleaning that many people don’t appreciate, and I enjoy teaching teams about it. Most of all, I love developing team members who may have been overlooked elsewhere, but can thrive with proper guidance.”

3. What is the most challenging aspect of janitorial work?

This question should give you a sense of the candidate’s self-awareness, problem-solving skills, and resilience.

A strong candidate will acknowledge the challenges they face, but they’ll also demonstrate how they take the initiative to find solutions.

Example answer: “The biggest challenge is managing expectations of different stakeholders. Facility managers, building occupants, and senior managers sometimes have different priorities for cleaning. I’ve learned to clearly communicate what’s included in our service scope, document standards, and maintain open lines of communication.”

Team leadership interview questions for janitorial supervisors

These questions help evaluate a candidate’s ability to manage, motivate, and develop a cleaning staff effectively. 

Questions that touch on key leadership skills include:

1. How do you delegate tasks in a janitorial team?

Delegating tasks is crucial for operational efficiency, and a good candidate will know that it’s about more than just being a skilled administrator. Janitorial supervisors should be familiar with relevant software and technologies as well, such as scheduling and dispatching tools, inventory management tools, and similar. 

Aspire’s cleaning crew management software can help them communicate schedules and distribute checklists, and give staff an easy way to track time.

Candidates should be able to complement this with the ability to assess team strengths to manage workloads effectively.

Example answer: “I start by assessing each team member’s skills, experience, and work pace to match tasks to abilities. For larger facilities, I use zone cleaning so each team member is accountable for specific areas. 

I also make sure I communicate expectations clearly and provide detailed task lists with time estimates. I assess their work throughout shifts and use that information to guide decisions about their next assignment.”

2. How do you handle conflicts among team members?

Conflicts are inevitable with cleaning crews and can affect the team’s productivity. Managing them requires excellent conflict resolution and communication skills.

Good supervisors should respond to such situations with a calm, empathetic approach that balances a firm stance on standards with professionalism and tact.

Example answer: “I always try to address conflicts early so they don’t escalate. I speak privately with each person to understand their perspective. In due course, I bring them together to find a solution for both team members. I’ll adjust work assignments temporarily to give them space for a while if necessary.”

3. How would you handle an underperforming team member?

Ask this question to assess a candidate’s ability to take a solution-oriented approach to enforcing standards while maintaining team morale.

Listen for responses that signal a candidate is fair and proactive rather than authoritarian or passive. Overly punitive approaches or letting problems fester will negatively impact the rest of the team.

Example answer: “I try to avoid assumptions and start with a private conversation about what I’ve noticed. I ask the team member if there’s anything making their work difficult, and listen for a lack of training, personal issues, or unclear expectations. I’ll look at extra training, reassignment, and clear goals first, then move to performance improvement plans later if I don’t see signs of positive change.”

4. How would you handle scheduling conflicts?

Scheduling is often a major challenge in janitorial operations. How well candidates respond to this question will tell you how well they can adjust to last-minute changes to cleaning schedules while keeping labor costs down.

They should also be familiar with scheduling software like Aspire to simplify the process. It offers a drag-and-drop feature for adjusting schedules to move jobs around during delays. Managers can look at job details to make adjustments that protect their bottom line.

Dana Shaw, manager at Property Works, calls Aspire’s scheduling board a huge win for the company: “There are so many aspects of the system you can touch from the schedule board alone. You can easily see time, payroll, purchasing, invoicing, and cash flow—just in that epicenter, we're running the core aspects of our business right there.”

The best candidates should be able to use these tools effectively to maintain operational agility when team members need time off.

Example answer: “I ask team members to submit time-off requests in advance, and keep a list of staff willing to pick up extra hours in case of absences. I try to accommodate reasonable requests and distribute work fairly, but I also keep a close eye on projects to ensure team capacity stays consistent.”

5. How would you provide feedback to your janitorial team?

Feedback is a critical skill required to train cleaning staff, and a good candidate should be comfortable giving feedback on safety, cleaning methods, and more.

An ideal candidate should know how to balance praise for excellent work with constructive suggestions that improve performance.

Example answer: “I make sure I don’t just focus on problems. Whenever I see excellent work, I let the cleaner know. And if there are quality issues with their work, I address them promptly. I also conduct regular team meetings to share client feedback and use before/after photos to reinforce quality standards.”

6. How would you evaluate the performance of custodial staff?

This question will tell you how well a candidate can set fair, measurable standards for staff.

A good answer should describe a systematic approach that covers all aspects of the job and ensures teams know what’s expected of them.

Example answer: “I conduct daily spot checks with standardized inspection forms that rate areas on a 1-5 scale. I review task completion and customer feedback weekly, then conduct more comprehensive employee evaluations every month. These include quality of work, attendance, teamwork, safety compliance, and initiative.”

7. How would you integrate new members into your team?

Employee turnover is common in janitorial teams, and candidates who embrace a good onboarding process can help boost employee retention by setting new team members up for success.

Ideally, answers should include a combination of training and team integration to help new hires feel supported and accepted.

Example answer: “I use a structured onboarding process that starts with a facility tour and introduction to new team members. Every new hire gets a detailed handbook that covers cleaning procedures, safety protocols, and quality standards. When they start work, I pair them with an experienced staff member for hands-on training, and check in with them daily during their first week and weekly for their first month.”

Situational and behavioral interview questions for janitorial supervisors

Situational and behavioral janitorial supervisor interview questions help you understand how candidates have handled issues in the past, specifically their last job.

You can use them to evaluate their fit based on real-world experience rather than hypothetical scenarios.

A few common questions include:

1. How have you handled customer complaints about cleanliness?

A janitorial supervisor who maintains good customer relationships can directly impact your profitability. 

It would be a plus if they knew how to leverage digital tools like Aspire’s customer relationship management software. This would help them track feedback with digital records and respond quickly to any issues via mobile.

Responses to this question should point to strong customer retention strategies that involve investigating operational issues and quality to understand the real problem.

Example answer: “At my previous job, I took on a project with a customer known for having high standards. When they complained about the quality of our work, I listened without getting defensive and thanked them for bringing the issue to my attention. When I looked at the project, I noticed that certain quality standards weren’t clearly spelled out in work tickets. 

I added the task and adjusted the projected time. Finally, I followed up with the customer to let them know what the issue was, and they were impressed with the quality of our service.”

2. Has a team member ever been injured during a job you managed, and if so, what did you do?

This question shows a candidate’s ability to manage a crisis using proper safety protocols.

An ideal candidate will consider employee welfare first and take steps to prevent future injuries.

Example answer: “Once, a team member slipped and fell hard while mopping a floor, and my first concern was for their well-being. They couldn’t get up immediately, so I called emergency services and cleaned the area to prevent more falls. 

I also documented the area, took photos, and reported the incident to stay compliant with OSHA. Afterward, I discovered that the employee wasn’t wearing slip-resistant shoes, so I held a team meeting to ensure all staff had footwear that met safety standards.”

3. Describe a situation where a team member wasn’t adhering to the cleaning schedule. How did you handle it?

How a janitorial supervisor handles this common (but fixable) scenario will tell you much about their management style.

Weaker candidates might make assumptions about why employees aren’t adhering to the schedule, but a good candidate will try to get to the root of the problem.

Example answer: “I did have an employee who just couldn’t seem to stick to the schedule on one job. First, I looked at their completion records to understand the extent of the problem, then sat down with the employee to ask them why the work wasn’t getting done. 

It turns out that the employee felt that night shifts just weren’t manageable for them, so I rotated them to a different job with daytime hours, and their performance improved.”

Technology questions for janitorial supervisors

Questions about technology and tools help assess digital literacy and adaptability to modern cleaning management systems.

A recent cleantech adoption report found that 70% of digital transformation projects fail due to employee resistance, so it’s crucial that potential team leads are on board with new technology.

These questions can help gauge a candidate’s proficiency with technology:

1. Do you have experience with janitorial software?

Even if you’re not using janitorial software now, chances are you may in the future. Data-driven companies are 19 times more likely to be profitable, so software can help you maintain a competitive advantage.

When you ask about previous experience with software, the best answers will describe both past experience and a willingness to learn new systems.

Example answer: “I’ve used several janitorial management platforms for scheduling and time tracking. I’m also comfortable with mobile inspection apps for real-time quality control and photo documentation. I find that the right software significantly reduces my workload, and I’m always open to learning new systems.”

2. How do you remain current with new janitorial and cleaning technology?

This question shows the candidate’s commitment to professional development because it will also tell you what trade shows and industry publications they follow.

The more specific the answer is, the better. Vague answers that don’t name specific resources indicate a lack of commitment to process improvement.

Example answer: “I’m a member of ISSA, and regularly attend their trade shows to keep up with new developments in equipment. I also subscribe to Cleaning & Maintenance Management magazine and participate in webinars about new products and techniques. Beyond that, I keep up with other professionals through LinkedIn groups and local industry associations.”

What should you do before a custodial supervisor interview?

First, review the job description to identify the most relevant questions for candidates. Next, list questions and answers to help you screen candidates more consistently by scoring them based on example answers.

To simplify things, invite other hiring managers to help you assess candidates more thoroughly and note questions you might have missed.

If you are the interviewee, use the above questions as a template to prepare for the interview. Draw from your experience to personalize answers to each question, prioritizing concrete achievements and value.

What should you do after a custodial supervisor interview?

After the interview is finished, contractors should compare candidate responses and rank them based on how they compare to sample answers. Consider other factors like certifications, organizational skills, and punctuality for a complete picture of each candidate.

When you’ve made a final selection, follow up with everyone you interviewed. Even candidates who didn’t get the job will appreciate timely feedback so they can move on.

If you’re the janitorial supervisor, send reminders if it’s taken too long. Chances are, they’ll be busy comparing your answers to others, which can give you a competitive edge.

How long should a janitorial supervisor interview be?

A janitorial supervisor interview should last between 30 and 60 minutes, with the average interview lasting 45 minutes. However, you should always assume the interview will go longer than planned to avoid making your next candidate wait.

Indeed recommends factoring in 30 seconds for each basic question, and two to four minutes for behavioral questions. Custodial supervisor interviews often take longer because they typically require more in-depth answers than questions for frontline staff.

However, interview timelines can vary depending on the strength of the candidates and their responses. Ensure you factor in time for follow-up questions and allow time for your team to answer the candidates' questions about your company.

Grow your cleaning business with Aspire

Your next janitorial supervisor could be the rockstar employee who fuels the success of your cleaning business, but they need the right tools to do their best work.

Aspire is an example of such a tool. It is an all-in-one management tool for scheduling, invoicing, and customer service. Nathan McAllister, owner of Crystal Clean, estimates that using Aspire helped his company reduce administrative costs by over $20,000 per month.

Ready to see it in action? Schedule a free demo today for a personalized product tour, and give your next janitorial supervisor the best-in-class cleaning management software that takes their work to the next level.