l&l 2015 recruiting presentation

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.

cbowen@gie.net

216-393-0227