After 24 years in the professional landscape industry, I’ve held almost every position there is in a landscape company. I now hold the title of people and talent director at Five Seasons Landscape Management in Columbus, Ohio, having moved exclusively into personnel/recruiting/HR about nine years ago.
I have worked for five different companies and have had to navigate through the job search and application process enough times to know how terrible it can be. However, it has been invaluable to my career to experience the application process as I’ve learned what not to do as an employer and am motivated to continue to try and improve the recruitment process at our organization. The job ad and application are the first impressions the applicant has of your company and improving it will help people consider the green industry as a career opportunity.
Here are some takeaways that I’ve learned from personal experience as both a job seeker and a recruiter in the industry.
The Laborer Label: A Persistent Misconception
The landscape industry has long grappled with a pervasive issue: the inaccurate portrayal of its roles. The persistent use of the term “laborer” in job titles significantly undermines the skilled nature of the work. Not just anyone can do this job; it is not necessarily an “entry-level” position. Contrary to popular belief, our industry demands a unique blend of physical ability, artistic sensibility and a deep appreciation for the outdoors. It’s time to redefine job titles to accurately reflect the skills and qualifications required.
The Technology Conundrum: A Double-Edged Sword
Technology has revolutionized recruitment, offering innovative tools to streamline the hiring process. However, many platforms have fallen short of their potential, creating cumbersome and time-consuming application experiences. Excessive questioning, lack of follow-up and impersonal interactions have alienated potential candidates. It’s crucial to leverage technology to enhance the candidate’s experience, not hinder it. We want to get good candidates through the door as fast as possible, and this is where technology can fail us. It can put up an invisible barrier so we miss out on wonderful applicants.
The Importance of Industry Knowledge in Recruitment
A fundamental flaw in many recruitment processes is the lack of industry expertise among recruiters. To effectively attract and retain top talent, recruiters must possess a deep understanding of the industry. Hiring from within the organization, especially from field positions, can provide invaluable insights into the roles and the ideal candidate profile.
There are many career and job choices for the population to choose from, so if we can make that connection during the application process and make the process as fast as possible, that can be the biggest deciding factor as they undoubtedly have many other offers on the table.
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