Landscape Leadership

If there’s one silver lining from the pandemic, it’s that growth has come more easily for many lawn and landscaping companies. However, the recruiting problem has gone from bad to plain ugly. Recruits are hard to find. Employer competition is fierce. Applicants don’t show up for their interviews. New hires quit. As you look upward, the tower of revenue now casts a looming shadow. If recruiting can’t be fixed, your potential for growth will decline. This reality compromises the foundation of your business. Staffing a green industry company isn’t for the faint of heart. For the past 22 years, I’ve seen the revolving door of recruiting. My former employers, industry clients, and LinkedIn connections all seem to be searching for missing pieces to their recruiting strategy. The Keystone Over the past decade, our company, Landscape Leadership, has been fortunate to work with lawn and landscape companies that have not only focused on revenue growth, but also positioned their organizations as employer “brands of choice.” These green industry companies understand that job seekers want to work for winners. An effective part of this strategy is creating websites that reveal their positive company cultures and unique positions in the industry. Their websites market not only to prospective clients, but also potential team members. Positive Culture According to LinkedIn’s Ultimate List of Employer Brand Statistics, 75% of job seekers consider an employer’s brand before even applying for a job. What would potential recruits discover about your company’s brand and culture when they visit ...