relate to the lingo of tree care, but it may also be due to limited English-speaking skills. ADDING DISTINCT VOICES TO CREWS In recent years, many industries have struggled with a lack of talent in the hiring pool. This challenge is even more prevalent in labor-intensive fields like tree care. However, LeVangie chal- lenged this assumption. “There are a lot of people who want to work and put their energy into some- thing that feels good,” she said. For companies struggling to hire, par- ticularly those seeking to diversify their crews, Ingersoll encouraged ex- panding the search. “Don’t look in the normal places,” Ingersoll said. “[And] be vul- nerable to train people.”
Ingersoll also pointed out that in tree care, employ- ers often seek a “unicorn” hire – someone who meets the right age and experi- ence and can immediately perform at high standards. True to their namesake, these candidates are quite rare.
“If you’re having a hard time finding people, you’re not looking in the right places,” Ingersoll urged. “Think outside the box.”
This involves shifting the focus from finding the perfect candidate to investing in green hires. Ac- cording to Ingersoll, the firms that commit to training newcomers to the industry are the ones that will reap the rewards.
Research shows that diverse teams improve prob- lem-solving and decision-making both of which are critical assets in complex tree care operations.
“They want to put their heart into some-
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