The enterprise value specialists at Ceibass work with lawn and landscape business owners to enhance enterprise value and help them buy and sell their companies.
“It’s not new news that it is getting harder and harder to find landscape employees to fill open positions. We got it. But when I ask owners what they are doing about it, many times all I hear is not very much, which is whining in my book,” said Tom Fochtman, Ceibass CEO. “It’s time to acknowledge and take on the new obligations of recruiting. Yes, the new obligations are going to cost you in terms of time, energy, money and lost opportunities. But what’s the alternative, slow growth or loss of market share? Time to square up to the new reality and get going.
“The first new obligation of recruiting is that it is a full-time job, 24/7. You can’t let up at all. We have the baby boomer workforce retiring and the new generation is not that keen on manual labor. All the trades are suffering, mightily. Companies have to have a strategic plan around recruiting that they are working all the time. Non-stop. Have HR or an employee dedicated to recruitment. It’s that important.”
It is such an industry concern that the team at Ceibass is going to dedicate the next couple of blogs to sharing some of the best recruitment practices in the industry with you. They suggest that you start with the National Association of Landscape Professionals.
“NALP has created resources to make the job of promoting careers in the industry easier, with materials targeted at the next generation as well as adult job seekers,” said Tom. “ There are sharable resources like infographics, handouts and videos with personal stories that you can use to recruit. There are letter templates to use for job fairs that target high school, college and adults looking for jobs. There are informational blogs you can use, a website, even a host toolkit to help you conduct your own events.”
For details, click here. And stay tuned … more to come in next week’s blog.
