Find and Keep the Best Landscaping Employees
•Télécharger en tant que PPTX, PDF•
1 j'aime•742 vues
How to find and keep the best employees at your landscape or lawn care company.
Recommandé
Contenu connexe
Tendances
Tendances (13)
En vedette
En vedette (20)
Similaire à Find and Keep the Best Landscaping Employees
Similaire à Find and Keep the Best Landscaping Employees (20)
Plus de Chuck Bowen
Plus de Chuck Bowen (11)
Dernier
Dernier (20)
Find and Keep the Best Landscaping Employees
- 1. Really Good Recruiting HOW TO FIND (AND KEEP) THE BEST PEOPLE FOR YOUR LANDSCAPING BUSINESS. CHUCK BOWEN EDITOR AND ASSOCIATE PUBLISHER LAWN & LANDSCAPE
- 2. 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.
- 4. Recruiting isn’t: The same as hiring A one-time decision Ever really finished
- 5. How to think about recruiting It’s a pipeline. It’s an investment. It’s someone’s job.
- 6. 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
- 7. Who do you need? Define who you want to hire. (And who you don’t.) Right now: What positions are open at your company? Who do you need in six months? Who do you need in a year?
- 8. Case study: R.P. Marzili Culture: the best work in town Shotgun approach to recruiting Ideas to steal Hiring calendar Org chart analysis
- 9. Case study: Bartlett Tree Experts College connections Always hiring approach Ideas to steal: Networking approach Key recruiting personnel
- 10. Case study: Ruppert Landscape Culture: hire for long-term careers Whole-organization approach Ideas to steal Referral program Be very image conscious
- 11. Case study: Lakeridge Contracting Crazy-eyed Canadians Friday dance party videos Importance of social media
- 12. What do you pay? Whatever it is, it determines (in part) the quality of people you’re going to get.
- 14. Write the right ad Be clear Be creative Be patient
- 15. Recruiting Job Posting Poor Example
- 16. Recruiting Job Posting Good Example
- 17. 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
- 18. Internship program local university/college (horticulture, construction or business) technical schools high schools/FFA chapters
- 19. “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
- 20. Case study: Schill Grounds Management
- 21. Schill, con’t.
- 22. 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.
- 23. 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
- 24. 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
- 25. 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
- 26. 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
Notes de l'éditeur
- Thanks to Jim Paluch from Belgard and audience. Taking the time to attend some off season training like this really sets you apart from the bulk of the industry. Review key points -how to find people -how to keep people -ideas to steal -some questions to ask yourself and to think about this winter
- If you pay attention to only one thing I say today, pay attention to this. Thank you again to jim and the Belgard team, and to all of you for taking the time to attend off season training like this.
- Who's job is it to bring new people?
- Boston construction Really high end
- National tree care company
- Field Day Total employees:
- If you pay attention to only one thing I say today, pay attention to this. Thank you again to jim and the Belgard team, and to all of you for taking the time to attend off season training like this.