Finding and retaining good staff is one of the biggest challenges facing landscaping businesses today. Whether you’re an established business or just starting, knowing how to attract, hire, and retain top talent through a well-written job ad is critical to the long-term success of your landscaping business.
Landscaping companies struggle to keep a stable workforce due to:
High employee turnover rates
Seasonal changes in the demand for work
The job's physical demands
Clearly defining job duties to outline tasks and responsibilities for potential applicants is crucial.
This guide provides proven strategies and best practices for finding, hiring, and keeping new landscaping and lawn care employees. From knowing when to bring on new staff to effective retention strategies, this guide has everything you need to build a strong team for your landscaping business.
When to hire new landscaping employees
Knowing when to hire landscaping staff can make or break your business. Timing your hires well is critical, such as when you are:
Adding new services
Entering peak season
Replacing departing staff
Hiring at the right time means meeting client demand without overloading your current team or compromising on service.
Signs it’s time to hire:
Your team is working overtime, missing deadlines, or showing signs of burnout.
You are turning down work or delaying services because of a lack of staff, which can harm your business’s reputation and growth potential.
Seasonal spikes in demand—hiring extra staff before these busy periods prepares you for the workload.
Your business is growing, and so is your need for more staff. If you’re constantly booking more clients or adding services, hiring new staff will help sustain that growth.
Planning:
New hires will need time to get up to speed. Make sure you plan your hiring process well in advance of when you’ll need them fully operational.
Also, check your finances to see if you can support hiring lawn care employees without stretching your resources. This includes wages, training costs, and any benefits you plan to offer.
Strategic hiring:
Role-Specific Hiring
Identify specific roles or skill gaps within your current team. For example, if your business is growing in landscape design services, consider hiring an experienced landscape designer to meet that demand.
Part-Time vs. Full-Time
Depending on your needs, you may opt for part-time or seasonal staff instead of full-time employees. This flexibility allows you to scale your workforce according to demand.
The next challenge is finding suitable candidates once you’ve identified when to hire. Let’s look at where to find these staff and the best ways to attract top talent in the landscape industry.
Where can I find employees for my landscaping business?
Finding reliable and skilled staff is a constant problem for landscaping business owners. The competition for top talent in the landscape industry is tough—companies must use multiple resources to attract new staff.
From online platforms to your existing network, knowing where to look will help your recruitment efforts. This section will walk you through the best ways to find potential staff for your landscaping business.
Using social media to advertise jobs can reach potential candidates, especially for specific roles like landscaping.
Job boards and online platforms
Job boards and online platforms have changed how landscaping businesses recruit new staff.
→ Creating a good job ad is key to attracting potential staff for landscaping roles.
Digital tools allow business owners to reach a large pool of job seekers so the ideal candidates see your job ads. Platforms like Indeed, LinkedIn, and industry-specific sites can connect you with landscape professionals looking for work.
Indeed: One of the most popular job boards, Indeed allows you to post job descriptions that reach millions of job seekers. Tailor your job ad with specific keywords like “landscaping job,” “lawn care company,” and “hiring landscaping staff” to attract qualified candidates.
LinkedIn: LinkedIn marketing is a great way for networking and recruitment. Use it to post job openings and connect with landscape industry professionals who may not be actively looking for new work but are open to opportunities.
Industry-Specific Platforms: Websites like LandscapeIndustryCareers.org are specific to the landscape industry so that you can find staff with relevant experience.
Posting on these platforms means your job ads are seen by job seekers interested in working in the green industry and may already have relevant experience and skills.
Employee referral programs
Employee referral programs are a great way to find new staff who come with a reference from your existing team. These programs encourage your current staff to refer friends, family, or acquaintances who might be a good fit for your landscaping business.
Offer bonuses or other incentives to staff who refer candidates who get hired. This will motivate your current staff and ensure they refer people who fit your company culture and work ethic.
→ Employee referrals often result in better-quality hires who stay longer because they are recommended by someone who knows the job site.
Mention this program during team meetings and remind staff regularly of the rewards for successful referrals.
Including job responsibilities in an official job offer letter is essential as it sets clear expectations and duties for the new staff.
Networking and word-of-mouth
Networking and word-of-mouth are still powerful tools in the recruitment process. Business owners in the landscaping industry can use their existing connections to find staff that meet their specific needs.
Attend events for networking and meeting other landscaping professionals, such as:
Local landscaping trade shows
Workshops
Seminars
Talk to your landscaping suppliers and other vendors. They deal with many industry professionals and may know of landscape workers looking for new roles. A quick chat with a vendor could lead to a strong candidate recommendation.
Don’t overlook your clients as a source for new staff. Happy clients who love your landscaping services may know someone looking for work or who would fit your work environment.
Local advertising and outreach
Despite the rise of digital recruitment tools, local advertising, and community outreach are still effective for finding landscaping staff, especially for smaller businesses or those looking for seasonal staff.
Hiring temporary or seasonal staff during summer gives you flexibility and scalability to manage increased demand without the commitment of full-time staff.
Top places to advertise job openings
Post job ads on community boards in areas frequented by locals who may be looking for work, such as:
Local community centers
Grocery stores
Other public spaces
While online dominates, don’t underestimate the power of a well-placed ad in a local newspaper or a strategically distributed flier. Tailor your ad to highlight critical aspects of the job, such as flexible hours or the opportunity for full-time work during peak seasons.
Contact institutions with job boards and career services offices to connect you with students looking for part-time and seasonal work, such as:
Local vocational schools
Colleges
Universities
Recruiting across diverse channels increases your chances of finding the right staff for your landscaping business. Once you know where to find potential candidates, the next step is to have a smooth and effective hiring process.
How to hire landscaping employees
The right staff will drive ongoing success and growth for your landscaping business. A structured hiring process helps you find the best candidates and ensures they fit your company culture and work ethic.
This section outlines the steps in the hiring process, from screening resumes to onboarding new staff, so you can make informed decisions that benefit your landscaping business.
1. Screen resumes and applications
Thoroughly screen resumes and applications to find candidates with the qualifications and skills required for the job. This initial screening helps you weed out unqualified applicants and focus on those who will fit your landscaping business well.
Look for specific keywords in resumes such as “landscaping,” “lawn care,” “mowing,” and “landscape professionals” to quickly identify candidates with relevant experience.
→ Prioritize candidates with experience in similar roles.
Fast-track interviews with individuals who have previously worked in the landscaping or lawn care industry. Depending on your business needs, evaluate their skills in areas like mowing, fertilizing, and landscape design.
Look out for signs of reliability issues or a mismatch for the physically demanding tasks of landscaping jobs such as:
Gaps in employment
Frequent job changes
A lack of relevant experience
2. Conduct interviews
Interviews help determine whether a candidate is right for your landscaping business. This is your chance to assess their skills, experience, attitude, communication competence, and overall fit with your team.
Prepare questions to gauge the candidates:
Experience
Work ethic
Problem-solving skills
For example, ask about their experience with specific landscaping tasks or how they handled difficult situations in previous jobs.
While technical skills are necessary, soft skills are critical in landscaping, so consider a candidate's fit for:
Open communication
Effective teamwork
Reliability
Ask questions that will reveal how candidates interact with clients, resolve conflicts, and work in a team.
Ensure the candidate fits your company culture. Discuss your company values, expectations, and work environment to see if they align with the candidate’s work ethic and professional goals.
3. Check references
Reference checking gives insight into a candidate’s past performance and reliability. Talking to former employers or supervisors will confirm the candidate’s qualifications and suitability for your landscaping business.
Contact the candidate’s previous employers to verify their:
Work history
Job performance
Reliability
Ask specific questions about their role in their prior company, their work ethic, and how they handled the demands of a landscaping job.
→ Use reference checks to confirm the candidate’s skills and experience listed on their resume.
Ask a candidate's references about attendance, punctuality, and ability to meet deadlines. Reliable employees are critical in landscaping, where project completion is time-sensitive.
4. Make job offers
Once you have selected the best candidate, the next step is to make a formal offer. A well-written offer letter outlines the employment terms and sets the tone for the candidate’s future with your landscaping business.
The offer letter should outline the following:
Role
Responsibilities
Pay and benefits
Include details about the work schedule, whether the position is full-time or part-time, and any specific conditions of the landscaping job.
Highlight any additional perks or benefits your landscaping business offers, such as:
Health insurance
Bonuses
Professional development opportunities
These will help attract and retain top talent in the landscape industry.
Use the offer letter to communicate your expectations and set a clear foundation for the employee’s future success in your company.
5. Onboard new employees
Onboarding is a critical process that helps new staff adjust to their role and become productive members of your team.
Start with a comprehensive session introducing new staff to your company's values, culture, and operational procedures. Provide hands-on training specific to the role.
→ Assign a mentor or experienced team member to guide the new staff through their first few weeks.
A mentor provides personal support and is a dedicated resource for new hires until they integrate into the team. Along with assigning a mentor, schedule check-ins during the first few months.
Regular meetings with new hires enable you to review the onboarding process and ensure individuals have everything they need to become valuable team members.
These steps in the hiring process can help attract, hire, and retain the best employees for a landscaping business. However, even with a good process, there are common mistakes to avoid when hiring landscaping staff.
Common mistakes to avoid in the hiring process
Even with a good process, landscaping business owners can fall into common traps that lead to:
Bad hiring decisions
High turnover rates
Increased training costs
A negative impact on company culture
Knowing and avoiding these mistakes can improve your hiring process and build a more stable and productive team.
Rushing the hiring process
It’s easy to hire the first available candidate when you’re rushing to fill a position. However, hasty decisions without proper vetting will result in hiring unsuitable staff for your landscaping business.
Don’t skip essential steps, such as:
Reference checks
Detailed interviews
Skills assessments
Each step is crucial to ensure the candidate has the qualifications and fits your company culture.
Overlooking cultural fit
While technical skills are essential, overlooking a candidate’s compatibility with your company culture will lead to discord in your team.
Pay attention to any red flags during the interview, such as negative attitudes or a reluctance to discuss past job experiences. These can indicate potential issues that will affect team dynamics and overall performance.
Neglecting job descriptions
A vague or poorly written job description will attract unqualified candidates and waste time and resources. Ensure your job ad clearly outlines the role's responsibilities, qualifications, and expectations.
Setting unrealistic expectations in the job description will deter potential employees or set up new staff for failure. Be clear about what the job entails and what success looks like in that role.
Underestimating the importance of training:
Failing to provide comprehensive onboarding will leave new starters feeling unprepared and unsupported.
Don’t assume your job is done once the initial training is complete. Continuous development opportunities are vital to retaining staff and keeping them engaged.
Focusing solely on compensation
Relying solely on compensation to attract and retain employees is a common mistake. Competitive pay is crucial, but consider offering additional perks to make your landscaping business more attractive to potential employees, such as:
Flexible work hours
Health benefits
Career advancement opportunities
Neglecting work-life balance in your team causes burnout and higher turnover rates. Ensure your job includes consideration for the employee’s overall well-being.
How to keep landscaping employees
Attracting staff is one thing; keeping them is another. High turnover rates can be costly and disruptive to your landscaping business.
Create an environment that encourages growth to keep your team motivated and loyal. This section examines retaining your landscaping staff and building a solid team.
Offer competitive compensation and benefits
Competitive pay and benefits are vital in retaining top talent in the landscaping industry. Employees who feel fairly paid are more likely to stay with your company, reduce turnover, and increase overall productivity.
→ Make sure your wages are at or above industry rates.
Regularly review and adjust your pay scales to reflect market trends and cost of living increases.
Offer additional benefits that other companies may not, such as:
Health insurance
Retirement plans
Other essential benefits
Compensation beyond pay can be a significant factor in employees deciding to stay with your company long-term.
Go further to build an experienced team with niche expertise with performance-based bonuses and incentives that reward employees for meeting specific goals. These can include:
End-of-season bonuses
Referral bonuses
Incentives for exceptional work performance
Celebrate milestones and achievements
Show your employees they’re appreciated and part of the team by recognizing and celebrating milestones. When employees feel valued, they are more likely to stay with your company and continue to give their best.
Celebrate with bonuses, team lunches, PTO, or shout-outs during team meetings. Give special recognition to:
Employee anniversaries
When your team completes a big project
When jobs come in under budget
When the company hits specific revenue goals
Introduce an “Employee of the Month” program that recognizes employees who go above and beyond. This recognition will boost morale and motivate others to strive for excellence.
Invest in ongoing training and development
Investing in your employee’s professional growth improves their skills and shows you care about their long-term future.
→ Provide ongoing training and development opportunities to increase job satisfaction and loyalty.
Employees can develop skills from advanced landscaping techniques and safety training to leadership development. Sending your team members to seminars and conferences or providing online training courses shows you care about their career progression.
Retain more skilled team members by creating clear career pathways within your landscaping company.
Employees will want to stay with the company when they know how they’ll progress in their careers as the business grows.
Maintain transparent communication
Open communication builds trust and loyalty with your employees. Employees who feel informed and heard are more likely to be engaged and committed to your landscaping business.
Hold team meetings to discuss ongoing projects, address concerns, and share company news.
Provide clear channels for employees to provide feedback.
Communicate expectations clearly, from job roles to company policies.
Foster a positive and inclusive work environment
A positive and inclusive workplace will help you retain employees. A supportive work culture attracts top talent and keeps them engaged and loyal to growing your landscaping business.
→ Promote diversity and inclusion in your workplace. Ensure all employees, regardless of background, feel respected and valued.
Encourage a healthy work-life balance by offering flexible hours, paid time off, and support for personal responsibilities. Preventing burnout in the high-demand, fast-paced landscaping industry is the best way to keep skilled employees.
For more on how to grow your landscaping business, read on.
Learn more about how to grow your landscaping business
Growing a landscaping business is more than hiring the right staff; it’s a whole business approach. Aspire’s business management system has the tools and insights to help you streamline your hiring process, retain top talent, and grow your business in the long term.
The cloud-based, best-in-class management platform from Aspire is designed for landscaping companies, giving you real-time visibility into your business and confidence to make decisions. With Aspire, you can optimize your hiring process with:
Custom reports and dashboards: Get reporting tools that give you access to the real-time data you need to track your workforce, from employee performance to job costing.
Job costing: Accurate and immediate job costing lets operations see the true cost of each job, including labor costs.
Employee performance tracking: Track your landscape workers with the offline-capable Aspire Mobile app, with geo-tagged clock-in/clock-out and labor hour recording to individual work tickets.
Streamlined communication: Aspire Mobile facilitates communication across your team with synced job schedules, route optimization, and easy photo/video uploads for issues to keep team members informed and engaged, reducing turnover and improving job satisfaction.
Try Aspire’s business management system to hire, manage, and retain the best staff and grow your business. Schedule a free demo today.
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