Total Landscape Care Digital Magazine
Issue link: http://read.dmtmag.com/i/371302
business bests 16 To t a l L a n d s c a p e C a r e . c o m S E P T E M B E R 2 014 The Mustard Seed sponsors free fi eld trips to its location, offering learning stations on animal husbandry, apiculture, wellness, renewable energy, composting and horticulture. Staff members lead each station, which helps employees learn the importance of passing on their knowledge to the younger generation. 1 Ask for referrals. Even in the digital age, word-of-mouth is still a valuable method for hiring. "We ask our best employees if they have friends who are interested in working for us," says Shayne Newman, president of YardApes in New Milford, Connecticut, and a TLC Landscaper of the Year Finalist. "We've found that good workers often associate with the same kinds of people we want to hire." Personal and business associates, professional organiza- tions and job fairs are other sources for referrals. 3 Create a formal interview process. After initial contact with poten- tial employees, most businesses conduct a personal interview. Some companies pre-screen via the phone. "We ask very basic questions such as, 'Do you have a driver's license? Do you have a way to and from work? What kind of experi- ence do you have,'" says Jason Cromley, owner of Hidden Creek Landscaping, Inc. in Columbus, Ohio, and a TLC Landscaper of the Year Finalist. "Those are key issues to fi gure out if we should even take the next step with a potential hire." Next, some companies do one- on-one interviews, while others prefer a panel approach with fi ve or six candidates in the room at once. Mangers or direct line supervisors should be present because they'll be the ones working with these individuals on a daily basis. "One of the fi rst things we look at is if they even show up to the interview on time," Newman says. "That says a lot about work ethic." Larger companies hire a human re- sources manager to handle hiring. If you're on the fence about a hire, some companies offer a work- ing interview, in which a potential employee is taken on for a two-day stint in the fi eld. "We learn a lot about how some- one is going to work out in that time," Cromley says. A background and driving check is also advisable before hiring. 2 Get the word out. The wider you cast your net, the more numerous your options. Place a sign in front of your offi ce. Post an application on your website. Set up a hiring hotline that's displayed on your trucks. Don't neglect social media such as Twitter and Facebook, which typically garner many responses in a short time. But remember these are all only fi rst steps. You still need to get people in the door for a face-to-face session to weed out prospects.