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Really Good Recruiting
HOW TO FIND (AND KEEP) THE BEST PEOPLE FOR YOUR LANDSCAPING
BUSINESS.
CHUCK BOWENEDITOR AND ASSOCIATE PUBLISHER
LAWN & LANDSCAPE
What we’ll cover today
The “labor problem” is complex and complicated. Determine who you are.
Figure out who you need.
Then go find them.
Once you find them, work to keep them.
Your mileage may vary.
But at least try something.
You’re not alone.
Recruiting isn’t:
The same as hiring
A one-time decision
Ever really finished
How to think about recruiting
It’s a pipeline.
It’s an investment.
It’s someone’s job.
Things you can’t control
guys who act entitled
guys who are jerks
guys who leave to work for 50 cents more an hour
guys who don’t have a legal OL
guys who say they’ll work in the heat, but quit on the first hot day
See also: the weather, the government, that guy who just cut you off
Who do you need?
Define who you want to hire.
(And who you don’t.)
Right now: What positionsare open at your company?
Who do you need in six months?
Who do you need in a year?
Case study: R.P. Marzili
Culture: the best work in town
Shotgun approach to recruiting
Ideas to steal Hiring calendar
Org chart analysis
Case study: Bartlett Tree Experts
College connections
Always hiring approach
Ideas to steal: Networking approach
Key recruiting personnel
Case study: Ruppert Landscape
Culture: hire for long-term careers
Whole-organization approach
Ideas to steal Referral program
Be very image conscious
Case study: Lakeridge Contracting
Crazy-eyed Canadians
Friday dance party videos
Importance of social media
What do you pay?
Whatever it is, it determines (in part) the quality of people you’re going to get.
National pay scales
Write the right ad
Be clear
Be creative
Be patient
Recruiting
Job Posting Poor Example
Recruiting
Job Posting Good Example
Places to put that ad
Craigslist
Indeed/Monster
ZipRecruiter
Newspaper -- remember those?
industry-specific sites (Florasearch, GreenSearch)
PLANET and state associations (web and print)
L&L classifieds
State pesticide applicator database
Internship program
local university/college (horticulture, construction or business)
technical schools
high schools/FFA chapters
“We’re always hiring.”
Make it easy to apply – inbound applications.
Does everyone know you’re looking for people? Friends
Family
Church/poker/chamber of commerce
Management team
Production team
Colleagues
Dealer/distributor
Case study: Schill Grounds Management
Schill, con’t.
Employee development
Would you like to work at your own company?
If you wouldn't, why would anyone else?
Once you find and hire the right person, you have to keep them.
Example: You’ve hired a new foreman. Tell me what the seventh instance of his training is.
Benefits
What benefits do you offer?
Some examples: Medical/dental/vision insurance
good paid time off
education reimbursement
Maternity/paternity leave
BBQs, picnics
Just-because rewards (gift cards, etc.)
anniversary recognition
family events (Christmas, Halloween, etc.)
401k
Other tips and tricks
Referral bonuses – 1, 2, 3 program at Complete
Bartlett Tree and Crossfit
Veteran placement programs
Halfway/sober houses (Yard-Nique)
Different colored vests/hardhats for new guys -- some way to let the rest of your team know that they're new and might screw up
Give new guys mentors (not their foreman -- he's too interested in moving fast and getting on to the next job)
Let them know the path for them at your company -- they won't be laying brick forever.
Internship program
Cool stuff from L&L
• Our iOS app
• The Lawn Care Radio Network
• Scholarship program
• The Benchmarking Your Business web app
• Our many social media outlets
THE MOST IMPORTANT SLIDE
The “labor problem” is complex and complicated. Determine who you are.
Figure out who you need.
Then go find them.
Once you find them, work to keep them.
Your mileage may vary.
But at least try something.
216-393-0227
