The search for landscape and lawn care employees can feel like it is a 24/7 job. Are you frustrated and looking for new and creative ways to search for new employees? Here are eight non-traditional options to try.
- Target passive candidates on Facebook
Use Facebook targeting features to advertise in the feeds of people who match the skills, location and even interests and hobbies you want.
- Encourage employees to share job openings on social media
Enhance your employee referral bonus program by encouraging employees to share open positions on sites such as Facebook and LinkedIn.
- Check with the alumni networks of local colleges for potential hires
Many alumni stay active with their colleges by joining alumni networks and/or reaching out to former professors when in search of a new position.
- Open your referral program to your entire network, not just your employees
Decide to pay out a referral fee to anyone who refers a candidate who is hired and stays employed through the probationary period. Turn anyone who sees the ad into recruiters, while also providing marketing for your business.
- Utilize industry-specific job boards
Target qualified candidates by using job boards or sites that are specific to your industry, such as NALP’s Job Board.
- Ensure your company website has a ‘Careers’ page with contact information
Your company website should have a ‘Careers’ or ‘Jobs’ page to capture any talented people that visit your site. Even if you are not currently hiring, it is a good idea to have some job postings on your site.
- Reach out to non-profits who are seeking employers for their clientele
Immigration, veterans and various other non-profit organizations are constantly looking for employers to help their clientele get back on their feet with a job. Better yet, the non-profit has usually done a background check and some job training for the person to be in their database.
- Create an apprenticeship or internship program with your local community or 4-year college
Instead of a paid internship program, offer an internship that can count as academic credit. To do this, work with a local community college or specific department at a 4-year college. Benefits to your company include ambitious college students, possible full-time employees in the future, as well as increased community presence.
EDITOR’S NOTE: This article was written by Jenn Myers. Myers is NALP’s Director of Workforce Development. This article was originally published on NALP’s blog here.
