Do you ever get totally unqualified job candidates applying to your landscaping company? Do they eat up your time and bandwidth to sort through all of their emails and resumes, only to find out that there's absolutely no way they could ever be a fit at your company? Let’s work together to fix that! Recruiting doesn’t have to be something you dread. Follow these five simple steps to improve your recruiting process and find the best possible employees for your landscaping business. 1. Use conditional logic on employment forms. Need your employees to have a valid driver's license? Great! Add that to your application form. Add a button that says: 5 Tips to Make Recruiting More Effective and, Dare We Say … Fun!
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“You don't realize you're doing it until you're in too deep.
“What drove that mentality of needing to offer everything to everyone was, 'Will I have enough work to pay rent? Will I have enough work to pay the truck payment or pay myself?' The idea of shrinking a service or shrinking a market feels almost counterintuitive to what your end goal is: to collect money. “But as you go through that process, you live through the chaos and the complexity of the equipment needed, the tools, the focus, and the stress. If, as a leader, you're running in the mud trying to figure everything out, your people are doing the same thing. You do hit a point where you have to ask, are you chasing the revenue, or are you chasing the margin? “Revenue, ultimately, is not as important as gross margin. When you realize that fact, you start to say, 'How do I create a better margin?' That's what leads you down this path of reducing revenue to focus and give all your energy and effort to specific services to specific clients, and doing that job really well will increase your margin with a decrease in revenue.” It was scary for me to define a Hell Yes Customer. It was scary for Dave Fairburn. But now, there’s no way we could imagine the success we’re experiencing if we were still being generalists. Do it. Define your Hell Yes Customer. You’ll create a better profit margin, have happier employees and clients, and enjoy a better lifestyle with more freedom. Check out our Hell Yes Customer Worksheet at RamblinJackson.com/hellyes.
Q: Do you have a valid driver’s license?
Yes
No
If the applicant responds Yes , allow them to complete the application. If they say No , let them know you’re only accepting applicants with valid driver’s licenses. 2. Write the job description for the employee. Do your job descriptions go on and on about how hard the job is? Sure, you do need to list the requirements for the job and display an accurate description of the work. But you should also list what you will provide for the employee.
–Jack JACK JOSTES, CEO RAMBLIN JACKSON
UPCOMING EVENTS
Do you offer perks and benefits? A flexible schedule? What do you offer employees that other companies don't?
3. Check out your presence on Glassdoor, Indeed, and LinkedIn. When was the last time you looked at your reviews on Glassdoor, Indeed, and LinkedIn? Check it out. Potential employees definitely are. 4. Use visuals! Include photos of your team on the website and job boards. Does your website make your team look enjoyable to work with? Remember: If you’re hiring for positions that will work in a team setting, potential employees will want to see the team. Use photos to show them your company culture! 5. Unleash the power of social media! Post about your open positions on social media and have your employees share the posts! Your current employees may have friends and other people they know in their networks who may be interested in working for your company.
2021 Nursery/Landscape EXPO Education Conference Aug. 5–6 • San Antonio, TX Jack Jostes’ Book Launch Dinner! Oct. 20 • Louisville, KY
Register for our events at ramblinjackson.com/events/
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