way in a team environment. We can teach you how to do tree work, but we can’t teach you how not to be a jerk.” Employers can find skilled job seek- ers in many places, though the talent pool will vary based on the employer’s target market and audience. Kristina Amerson, early talent specialist at The Davey Tree Expert Company , empha- sized the value of partnering with orga- nizations that connect employers with motivated individuals seeking hands- on experience and career growth. “Establishing and maintaining strong relationships with our collegiate part- ners has been a highly effective strate- gy in attracting top talent,” she shared. “These partnerships allow us to consis- tently and authentically communicate our organization’s vision, mission, and values, which helps to introduce stu- dents and early talent candidates to [our company] brand in a meaningful way.” Employers can further leverage their branding to showcase what the company stands for while attracting people who are looking for more out of their careers. “I’ve seen first-hand how strong em- ployer branding rooted in authenticity and not spin can elevate a company’s attractiveness,” Titinger remarked. “This includes being vocal about val- ues, culture, diversity, and leadership philosophy. A company’s brand in- volves everything about the company, not just the logo or slogan, so be very mindful about your brand.” PERKS AND PAYOFFS The best hiring campaigns will make seasonal workers feel appreciated, val- ued, and willing to return while creat- ing a culture of success that promotes loyalty, drives productivity, and draws in the very best talent. “Talented people look for growth, auton- omy, purpose, and flexibility,” Titinger clarified. “I’ve found that companies that clearly offer developmental paths, leadership opportunities, and meaning- ful work tend to retain top talent longer.”
Effective training begins with clear communication. Structured guidance gives seasonal workers the confi- dence to succeed.
Companies should consider the follow- ing factors when creating a successful short-term hiring campaign with long- term impacts: Competitive Wages & Benefits Because seasonal workers oen de- pend on their earnings to sustain themselves during the off-season, em- ployers who provide incentives like competitive wages, health benefits, paid time off, end-of-season bonuses, or relocation assistance can stand out in a competitive job market and reel in strong talent. “When we are trying to attract high-qual- ity seasonal workers, we try to offer not only competitive pay but also some ex- tra perks that will make the role more appealing,” Tadewaldt said. Career Advancement Hyping up career advancement cre- ates the precedence that seasonal work isn’t just a temporary fix, but an opportunity for a long-term career. Ben Richardson, director of Acuity Training , explained how spearhead- ing career growth into the hiring pro- cess can lead to stronger employee commitment and retention. “Providing seasonal workers with po- tential opportunities for growth within
their seasonal roles is essential to help with retention and continued loyalty, as it builds a pool of staff that are available to employ year aer year,” he affirmed. Likewise, Deo highlighted the value of supporting employee growth through career incentives. “One of the things we do is encourage folks to get their ISA Certification, and then we give people an agreed-upon raise. This encourages them to not only develop as an arborist, but also help build up our whole team,” he praised. PROFESSIONAL DEVELOPMENT Professional development is a crucial part of the tree care industry, and busi- nesses have ample opportunities to support their employees’ growth. “Within the tree care industry, we’re lucky enough to have free or low- cost training opportunities available through different organizations, so employers can encourage their team to access various seminars, webinars, and conferences to build that professional development,” Deo noted. In-house training sessions can also serve as an avenue for professional development. For instance, Davey Tree
ArborTIMES ™ Summer 2025 | 41
Made with FlippingBook - professional solution for displaying marketing and sales documents online