The often challenging process of finding, hiring and retaining good employees for a tree care business begins and ends with one person: the owner of the company.
“Even in today’s economy, we have people quit their job because they don’t like their boss,” says Beth Herman, director of the Atlanta region for Manpower, a part of ManpowerGroup, the global company specializing in innovative workforce solutions. “In fact, finding the right fit is so important that the unemployed are willing to keep looking rather than taking the wrong job. It really comes down to what the boss does — from how an opening is advertised to the culture created within the company.”
Here are some suggestions for listing tree care jobs and building your team:
Where and how to look for talent
Some of the best ways to recruit new arborists and tree care employees are to reach out to high schools and technical schools, local workforce investment boards and your state department of labor, says Herman.
“Don’t just make a phone call,” she says. “Visit these organizations and explain your business and what types of people you need to hire. Offer to meet with their students and clients so you can tell them about your company and where it is going…” She also encourages you to post jobs on social media sites such as Facebook, Twitter and Craigslist. Make postings professional but personal with phrases like ‘I am looking for talent to join our tree care team.’ ”
Making a job attractive
Herman says to capitalize on your strengths as a small business owner. Among the key items to point out to job seekers: how long you have been in business or in the tree care industry, client base, family environment, training and promotion opportunities, tree safety and operations, productive equipment, longevity of current employees, plans for growth, fair wages and good benefits.
“You have to sell yourself and your company,” says Herman. “Do you come across as a comfortable, confident and capable interviewer? Prepare yourself to be a good interviewer. Asking the right questions (nothing personal) will not only help you decide if this is the right person for your business, but will help the job seeker decide if this is someone he wants to work for.”
Keeping good employees
As an owner you need to have a plan for retaining employees, says Herman, and that means you need to focus on engagement. Ask yourself these questions:
- Are the pay and benefits competitive?
- Do I recognize good performance and reward it?
- Do I review employees annually?
- Do I keep employees informed about the business?
- Do I provide training, especially in the safety area? Personal protective gear?
- Do I supply my employees with the right kind of tools to do their job? Good equipment?
“No company is perfect,” says Herman, “but you need to ask yourself. ‘Do I offer enough of the right things so someone would want to work for me?’ ”