Eagle Creek Nursery and Landscape Recommendation Report: Sourcing Qualified Labor

After compiling data from online research and a local study, we recommend four ways to source and retain qualified labor.

Utilize LinkedIn

While the client already identified that they had used LinkedIn, we would recommend continuing to use it. Qualified Respondents are most likely to use LinkedIn, if they use any only recruiting tool at all. 

 

We can also recommend utilizing other recruitment tools, such as Facebook Marketplace or Glassdoor. Qualified respondents had answered that they had used at least of each of the listed online recruitment tools, therefore, we recommend that while the client could use any tool, LinkedIn is still the most likely to provide the client with qualified labor. 

 

Create Attractive Job Postings

While searching for ways to attract potentially qualified employees through online recruitment tools, we found that the job posting itself is the easiest way to attract an employee. To source qualified labor, we recommend these strategies in writing attractive job postings.

• Include a title the job title in the posting, and include a short bulleted list of what is most appealing about the job

• Create a short introduction paragraph that describes the job.

• Avoid using long bulleted lists. Long lists can drive applicants away.

When creating the postings, also be sure to include

• Qualifications, such as a clean drug and driving record, and preferably experience

• A description of the company. For example, how long employees stay (Gives an idea of retention), awards, interesting projects, and information about the culture in the workspace.

 

Onboard

We strongly recommend providing on the job training, as it costs no money and ensures that instructor and trainee are still working. This is also the most practical form of onboarding for Eagle Creek Nursery and Landscape, as most landscapers are working on-site, rather than in an office setting.

 

We would also recommend providing employees with periodic “tests.” These tests should be designed in a way that makes sure employees are keeping up not only with the knowledge of their skill, but also maintaining their qualifications, namely a clean drug and driving record. This will also make sure that their experience, which is preferred, can be stored as knowledge as well. With this in mind, the test should be rather lightweight when it comes to knowledge of their trade so that the employee doesn’t feel stressed about these tests. 

 

 

Utilize Other Retention Strategies

Onboarding is one way to retain employees, and likely the most straightforward, but there are other strategies we recommend utilizing in order to retain qualified employees.

• Provide a clear career path that will motivate employees to continue the job because they will expand on their skills and become more experienced.

• Keep employees busy and engaged year-round which will allow them to be occupied all the time. The season’s jobs might make some employees worried about where they will go, but providing other services like cleaning snow, installing holiday lights, and renovations will keep the employees motivated all-year-round for the job. 

• Communicate with employees. Always keep in touch and communicate with employees. 

• Ask employees how they feel about their work, or how they feel in general.

• Give annual rewards and do recognition ceremonies to make employees feel happier because they are rewarded and recognized for their hard work. These rewards don’t have to be big, or monetary. They can simply be recognition of an employee’s work.