Landscapers and lawn care providers are always looking for a way to find and keep good employees, and while many look to the H-2B program, others find it too difficult and unpredictable.
At GIE+EXPO on Thursday, the National Hispanic Landscape Association brought together three panelists, all of whom use the H-2B program, to talk about alternative ways to staff a business. Here are some of their strategies:
Josh Denison, founder of Denison Landscape in Fort Washington, Maryland
Denison really understands the challenging of hiring and retaining good employees. This year, he hired 387 domestic employees. And out of that number, he kept 14.
“Labor, hiring – it’s the toughest job we have to do,” he said.
He recommends being upfront and honest with new hires during the orientation process. “Tell them every aspect of their job right from the start,” he said. “Don’t leave any questions up in the air.”
He also looks to the local military base. His company hired 41 active duty Marines last year for 12 weeks, working half days and it was successful. He also suggests looking to firefighters who often work three days on and three days off.
“Those people are diamonds in the rough,” he said.
Mari Medrano Mejia, human resources director at CoCal Landscaping in Denver
At CoCal, the hiring process is never over; the process goes all year round. And they’re willing to be flexible both with their hours and who they hire.
The very family-oriented company started hiring more women, many of whom were wives of their current employees. They come in for a few hours each day and do detail work or flower work, leaving around 3 o-clock to be with their families.
“Change is hard so (the president) started forcing the guys to hire women and be a little bit more liberal with the schedule,” she said.
Some women also pitch in during snow storms since the pay is so high.
The company also looks to students and the children of current employees, not only as labor, but to show them at a young age that they can have a real career in the green industry.
Ivan Giraldo, founder of CleanScape in Austin, Texas
“We as leaders of this industry need to keep working hard on changing the image of our industry. I believe that is why we don’t get newcomers coming to this industry,” Giraldo said.
One way to attract both newcomers and veterans is to establish a good name recognition for your company.
CleanScape has hired quite a few veterans, but they’re going after more to help fill out their ranks. He also recommends using social media, job fairs and radio ads.
“Without our employees we stop getting new contracts because if we cannot do our job, we lose our reputation so it’s critical right now what we’re dealing with in our industry”
He also uses a referral program where employees will get a $150 bonus after a new employee stays for at least three months.
And to keep employees, he recommends creating a work environment where people want to be. “They need to feel appreciated and they need to feel like they’re going somewhere,” he said. “Recognize their talents. Stay connected with them.”