No Full-Time Recruiter? No Problem! Recruiting Practices for Small to Mid-Size Businesses

Almost any peer you talk to in the landscape industry has had struggles in the past with recruiting or is currently dealing with hiring woes.

Even though this aspect of the business isn’t easy, you should always be open to trying new tools and tactics to reach a new pool of potential employees.

This also means understanding that posting on job boards alone will not cut it. An oversaturation of job postings can bury your opening and lead to fewer qualified applicants. Because many companies are competing for the same pool of candidates, it can be hard for your job listing to stand out from similar offerings.

Job boards also have a limited ability to connect and engage with job seekers. It prevents you from reaching those who may not be actively looking for a new job. Additionally, many times job board postings can net you irrelevant applicants who further waste your time.

Some additional recruiting strategies to utilize instead of counting on job board listings alone include employee referrals, community engagement, and building your brand on social media.

Employee Referral Program

Employee referrals are a popular tool at landscape companies because not only do current employees know who in their network is a good fit for your organization, but depending on how you structure the program, they can also be invested in the new hire staying long-term. For instance, GreenWeaver Landscapes, based in Media, Pennsylvania, rewards their employees with $100 for anyone hired, plus $50 a month as long as the new hire stays with the company. 

You should also make it as easy as possible for your current employees to recommend your company to others. Arming team members with business cards in English and Spanish that include a QR code that takes individuals to a career page or job application is one simple option.

Community Engagement

Another recruiting method that is multifaceted but powerful is getting involved with your community. This can include partnering with local schools, colleges and trade programs. You can attend local job fairs and educate parents about the careers the lawn care and landscape industry has to offer or volunteer at events like Colorado State’s green industry field day.

Brad Stephenson, co-owner and general manager of New Castle Lawn & Landscape, based in Birdsboro, Pennsylvania, says that he makes a point to speak at high schools and vocational/career centers often. They have career progression charts to show students some of the different paths they can take.

Reaching out to both faculty in landscape programs and the college’s administration can make a huge difference as well.

“All faculty in all industries are telling their admin they have a ton of job opportunities, but when the employers start telling them directly they need more students and what kind of training they need, the admin can respond in support of the program,” says Jim Funai, Ph.D., plant science and landscape technology professor at Cuyahoga Community College, based in Highland Hills, Ohio. “Constantly remind the admin how important supporting the program is.”

Community engagement can also come in the form of partnering with local non-profits, workforce development agencies or associations that support minorities or veterans. For instance, SiteOne works with an organization called Hiring Our Heroes, where transitioning veterans and their spouses participate in a fellowship program similar to an internship.

“These candidates work side by side with SiteOne associates in various departments, learning our business and bringing their talents in areas like transportation and supply chain,” says Michele Posehn, senior recruiting manager of diversity/early talent initiatives for SiteOne. “I am very proud to say that to date, we have hired each of our Hiring Our Heroes fellows as full-time associates.”

Another option is to host an open house at your facility where people who are curious about your business can come to learn more. If this is too big of an administrative lift, setting aside a weekly block of time for walk-in interviews is another possibility.

Social Media Presence

People won’t know you’re a destination employer if they’ve never even heard of your organization. This is where social media can be helpful as you can showcase your company’s culture through Instagram, Facebook or LinkedIn. You can also use targeted ads to reach certain demographics and increase the likelihood of your posts being seen by those in your region.

“Prospective employees will want to know what it is like to work for the company; what the company culture is like; what roles and responsibilities certain positions entail; how the company cultivates personal and professional development; how the team impacts customers or the community; and ultimately how working for the company will benefit their lives,” says Dylan Harper, owner of Forge Marketing Group, LLC.

Posts such as employee spotlights or highlighting employee benefits can help job seekers get a better sense of your organization as they conduct research. If you are trying to reach younger employees, don’t forget to convey the message of how professional landscapers are stewards of the environment.

“We attract employees who care about making a difference in the community and in the world, who want to be part of something bigger than themselves, and who care about the environment and want to find ways to demonstrate that,” says Elizabeth Elliott, owner of Himmel’s Landscape and Garden Center, based in Pasadena, Maryland.

Farmside Landscape & Design, based in Wantage, New Jersey, has found success in using Instagram Reels to provide a behind-the-scenes look at their culture.

“Whether this means displaying a job well done featuring our team’s craftsmanship, clips of new hires training, or a food truck coming in to feed our crews after a hard day’s work – I want people to see that Farmside is a great place to work and we have some great clients to work with,” says Emily Seely, director of engagement for Farmside.

Sources for More Recruiting Inspiration

If you are currently pursuing all of the methods mentioned above, don’t lose heart! Innovative, successful recruiting strategies can be uncovered at industry events like the National Collegiate Landscape Competition, in peer groups, industry publications and in online communities like the Women in Landscape Network Facebook group,

While no single recruiting tool is going to be a silver bullet for your workforce challenges, what matters is a willingness to be open to new strategies and approaches to reaching future employees.