5 ways to hire lawn care employees efficiently

Over 60% of Gen Z actively engage in outdoor sports, and a growing number are considering hands-on trades over traditional desk jobs. So why is the landscaping industry struggling to attract early career talent? The answer might surprise you.

The labor shortage isn’t new — but the challenge of attracting younger workers is growing. Gen Z is eager for opportunities, yet landscaping isn’t on their radar. That needs to change. The industry can’t afford to rely on outdated hiring tactics. Instead, businesses must intentionally connect with the next generation of professionals. They are looking for work that matters and landscaping offers exactly that — but only if they see it.

If your company is still struggling to attract early career talent, you may be asking, "How do I hire lawn care employees?" Here's five ways to get rolling in the right direction.

Emphasize purpose & sustainability

Gen Z wants meaningful work. They care about the environment and want to be part of the solution. Position landscaping as a career that directly impacts communities, fights climate change and creates healthier outdoor spaces. Rethink your hiring message — promote eco-friendly initiatives. Every role, from entry-level to leadership, should be tied to a bigger purpose.

Too often, younger workers see landscaping as just mowing lawns. To hire good lawn care employees, companies need to shift that perception by showcasing the long-term impact of their work.

Showcase career growth & stability

Gen Z isn’t looking for a dead-end job. They want a future. Make career paths clear by explaining how a laborer can become a crew lead, move into management and eventually grow into senior leadership. Share real success stories from your team featuring employees who you hired that have advanced within your company.

Go a step further by involving younger employees in the interview process when hiring new workers. Seeing a peer who has progressed within the company makes career growth feel more tangible. Companies should also highlight leadership training, apprenticeship programs or certifications that help hired employees move up faster. 

Update your recruiting & hiring process

If your hiring process is slow, outdated or not mobile-friendly, you’re losing candidates before they even apply. Gen Z expects speed, convenience and transparency. Companies should focus on mobile-friendly applications and quick-response help you find ways how to hire lawn care employees. Job postings for lawn care employees should be placed on platforms where Gen Z is already searching.

Short-form videos showcasing a day in the life of a landscaper can help bridge the gap between perception and reality. Show what the work really looks like — highlight teamwork, outdoor problem-solving and opportunities to gain valuable skills. And if your company isn’t active on social media, it is invisible to most job seekers. TikTok, Instagram and LinkedIn should be used to highlight team culture, projects and career opportunities. 

Offer competitive pay & benefits

Purpose matters, but so does financial security. Companies should evaluate their pay structures and ensure they align with regional market standards. Referral bonuses and performance-based raises can keep early career workers engaged. Addressing seasonality is also important, and businesses should consider partnerships with companies like UPS or Amazon to provide winter job options. Many companies have successfully transitioned employees into winter services like snow removal, allowing them to retain talent year-round.

If benefits such as health insurance, paid time off or financial incentives for certifications are offered, they should be clearly communicated to candidates. Many young workers are unaware of the long-term financial benefits that come with full-time employment. Employers who take the time to educate new lawn care employees on how to maximize these benefits will build stronger retention.

Create a healthy work culture

Workplace culture is a deciding factor. Gen Z wants to feel valued, heard and supported. Start by assessing company core values. Do they guide decision-making, or are they just words on a wall? 

Businesses can foster a sense of connection by offering structured mentoring opportunities and encouraging tenured employees to take an active role in onboarding. 

Team dynamics are just as important as pay when it comes to how to hire lawn care employees.

Words of Wilson features a rotating panel of consultants from Wilson360, a landscape consulting firm. Sheila Matthews is Chief People Officer of Wilson 360 and founder of Culture Pro, LLC. She can be reached at shelia@wilson-360.com.