GIE 2002: Tips for Hiring Through H2B

H2B or Not H2B?

That was the question addressed by a panel of four green industry professionals Nov. 15 at the Green Industry Expo in Nashville, Tenn. The informed foursome shared its knowledge about the visa program that allows international workers to do seasonal labor in the United States. Addressing the questions of session attendees, the panel offered tidbits of advice to those seeking future involvement with H2B:

· Plan ahead and be flexible. Hiring seasonal workers through the H2B program is a lengthy process. From start to finish, it can take several months to complete the necessary government forms and wade through the associated bureaucracy. “Be flexible with your plans,” said Melinda Heidecker, human resources manager, Morton’s Landscape Development Company, Columbia Station, Ohio. Heidecker initiated the business’ involvement in the H2B program seven years ago. “Sometimes the government decides to change things at the last minute,” she added, speaking from experience.

· Think long term. If you plan to bring international workers back each year, help them enjoy their experience with your company. Assist them in getting drivers’ licenses, housing and necessary training. Take an interest in them, and they will be more likely to return to your company for years to come.

· Provide housing. Find affordable housing that you can offer to your H2B employees. Secure housing near your office that will be suitable and culturally fitting for your international employees. Charge them a rental fee of about $150/month. In addition to offering housing at a low cost, provide your H2B employees with transportation. Purchase a 15-passenger van to take them to and from work. Charge each employee $5/week for the transportation service.

· Avoid inequality. Be sure you don’t offer special benefits solely to your international workers – excluding your domestic workers. If you provide housing and transportation for H2B workers, offer it to all employees.

· If you decide to use an agency, be smart about your selection. The panel was split on the issue of doing H2B recruitment in-house vs. through an agency. Those advocating agency work continually emphasized the need to do your homework about the agency you hire.

“Beware of those not charging you anything because they are getting money somewhere – and the money is probably coming from your potential employees,” warned Maria Candler, James River Management, Inc., Virginia. She recommended researching various agencies before hiring one to do H2B recruitment work. Find out what issues they have faced in the past, she urged. And get referrals from other contractors.

· If you opt out of agency help, plan to dedicate time and money to the project. “It comes down to economics – but if you have the resources to put one person on that task, do it,” advised Chris Hayes, who actually travels to Mexico each year to interview potential H2B employees for Groundmasters, Inc.

Heidecker, who also conducts H2B interviews for her company, encouraged attendees to strongly consider the benefits of doing the recruitment and interviews on their own. “I prefer to go do the interviews myself because it’s more personal. There’s more bonding, and they respect me more when they come to work for the company,” she noted.

· Make the transition positive for all employees. Get your domestic employees excited about their new coworkers by having a company meeting about the future changes. Work on bilingual communication and multicultural training to enhance relations between workers. Prepare your customers for the change as well.

“That was one of our biggest concerns,” Heidecker said, referring to the possible rift between domestic and H2B employees. “But we found that educating our employees is the key to success. You need to explain to them the program in advance.”

The author is Assistant Editor - Internet for Lawn & Landscape magazine and can be reached at aanderson@lawnandlandscape.com.