IT'S ABOUT PEOPLE: 12 Sources for Finding Good People

Knowing and nurturing your recruiting sources will pay big diviadends with your recruiting program. Here are some additional resources to bolster your talent pool.

Scouting System. Enlist strategic partners who share in your success. In other words, when you are successful these folks will benefit from your success. These can include vendors, local schools, vocational training centers, churches, community organizations and yes, even friendly competitors. Let these folks know you are looking for people. Be specific with what you are looking for like title, experience, pay range and performance expectations. I’ve used many sources over the years and if handled correctly they will really want to help with your search. By being very specific with your needs you can avoid many false-alarm leads from your sources.

The Community. Get involved with the communities you hire from. Once you have identified your target learn where they socialize, relax, go to learn, where they shop, eat, worship, recreate and get gas. Are you getting the picture? It sounds a bit like stalking, but hey, this is serious business and we need to be very resourceful.

Volunteer. I often do volunteer work in my community and the communities where my business operates. When you volunteer you have a great network that loves to help others, like you with your recruiting needs.

Become Friendly. Get to know companies with a similar workforce. I have engaged with janitorial, restaurants and hotels that have a similar workforce. These companies can serve as sources for people, new ideas for recruiting tactics and referrals. If you are feeling really confident then engage some friendly competitors. Yes, even your competitor can be a source. Remember it is a two- way street here – give and get leads.

English as a Second Language. These classes are for those people learning to speak English. Learn where these are being conducted in your community and let them know your need and the available opportunities.

Local Parks: Check out local parks in the community you operate. On weekends these are great family gathering spots. And if you have a good scout, then they can get the word out about your company.

Churches: These often have job boards and job fairs with companies listing their open positions. Is your company on this job board? 

Job Fairs. Have a job fair at your facility or at a nice location with free food and nice giveaways. Make sure these are well thought out with your facility looking its best and your best people available to host. Allow time to meet one-on-one and in small groups. Have your job outlines and benefit overviews ready for handing out. Remember, people want to work in a positive, friendly and encouraging environment. Have employees involved who represent the targeted positions you are seeking.
    
Advertising. Run a creative ad in targeted newspapers. Try a billboard, signs on trucks, signs in front of your facility, banners and church job boards. Track your results on these to make sure you are getting a return on your costs. The best advertising I have used was running radio spots on the local Hispanic radio stations. Muy Bueno!

Conferences. Be present and attentive at industry conferences. Network and scout for talent. I have had great success when giving talks and presentations at industry events.

Temp-to-Perm Services. This is effective for administrative and staff positions because it gives you the ability to try out several candidates with little risk. If they don’t meet your needs, then you get a new person. If they impress, then convert them into an employee after a given period of time, usually 90 days. Negotiate the conversion fee up front. As for the field positions, I have had very little success with this source, but I have tried it in extreme-need situations with marginal results at best. I have heard of entire organizations using contracted-out employees but have not had first-hand experience with this process.

Placement Agencies. I have used placement agencies with good results. Use a contingency vs. a retainer for most positions. You pay a contingency if they find a person for you. A retainer is paid, in part or in whole, up front to retain a search for a position. When looking for an executive-level person, a retainer might be best. For a supervisor, sales and manager position, I suggest you find a reputable agency and build a solid working relationship.

Remember, with all of these methods it’s important to keep them “warm” and on standby. This will save you time when you start searching for talent. LL

Bill Arman is a 32-year veteran of the landscape maintenance industry and is a founder of The Harvest Group, a national landscape business consultancy. He can be reached at 949/466-8837 or people@gie.net.