How can landscape pros better recruit within their communities?

Landscape Professionals

Richard Bare
Arbor-Nomics Turf
Norcross, Ga.

“I would go around to local churches, government buildings, libraries, restaurants, etc., and hang nice-looking ads with tear-offs to entice potential workers. Maybe offer an incentive too.”

Troy Clogg
Troy Clogg Landscape Associates
Wixom, Mich.

“We have had success with social media stories about what we are doing and how we are doing it. Mix this with the simple action of just asking all that you cross paths with if they know anyone interested in working in the landscape field — oh, and teach and reward your team for doing the same.”

Paul Fraynd
Sun Valley Landscaping
Omaha, Neb.

“I look at recruiting just like business development … Both require networking and building relationships with the right people in the right places. We have found that by providing community service and financial support for those in need helps with both.”

Luke Henry
ProScape Lawn & Landscaping Services
Marion, Ohio

“First, potential team members have to know you exist. Be visible with clean and lettered vehicles, uniforms and signage. Help them learn why they would want to come work with you. Share company events on your social media, ask team members to tell their family and friends and offer a referral bonus if they help you recruit someone. It’s more than just money. People want to know there is a path to success and that you care about them individually.”

Aaron Katerberg
Grapids Irrigation
Grand Rapids, Mich.

“We find our best recruiting tools are the relationships we already have. Hiring off of websites or ads is like asking a grocery store to send you food for the week. You just don’t know what you are going to get. Our friends, customers and employees have always brought us the best employees.”

Bryan Stolz
Winterberry Landscape & Garden Center
Southington, Conn.

“One of the ways we’ve gotten better at recruiting within our communities is to go more old-school with our recruitment advertising. We’ve posted flyers in gathering places like grocery stores, churches and barber shops and received a strong response. We’ve also been sure to reward and thank those who have spread the word about us being a responsible and rewarding employer. This is usually in the form of bonuses for employees who refer candidates but can also be gifts to local community leaders that have helped match us with strong talent.”

Industry Consultants

Marty Grunder
The Grow Group
Dayton, Ohio

“Get out to high schools; let it be known you are hiring and have internships available. While it is true a lot of young people want to move away from home to work and start their ‘life,’ a tremendous number of them actually work to work in their hometown upon graduation. Sitting back and hoping people will call you never works. Get your message out there on social media channels, tell your existing teams and let the public know you are hiring. As far as those who aren’t in school, again, get your word out there. More than anything, make your company a great place to work, one that will force your existing teams to tell others. Then, get the owners and leadership team to spread the word. As we have grown at Grunder Landscaping Co., I have found that the nonowners are actually better at telling the story of a company than the owners; team members are more believable.”

Phil Harwood
Grow the Bench
Grand Rapids, Mich.

“Tap into existing networks where candidate pools may be more effectively engaged with.”

Kevin Kehoe
3PG Consulting
Laguna, Calif.

“Reach out to organizations where young people get together … junior colleges, churches, sports associations. For the older minority, (try) associations, churches.”

Jeffrey Scott
Jeffrey Scott Consulting
Trumbull, Conn.

“Speaking at industry events and making your company visible, (being) active on social media and showing the fun people you have working for you … and employees posting on social media and inviting their colleagues to an open house you put on.”