Hiring & Onboarding Landscape Talent [webinar]

Hiring and retaining top talent in the landscaping and green industry is more challenging than ever. In a recent webinar, industry experts Matt Crinklaw (Greenius), Carlos del Pozo (Team Engine), and Siu Mei Hau Yon (Hidden Creek) shared key strategies for tackling these challenges head-on. Below, we break down their insights into actionable takeaways for improving recruiting, onboarding, and retention in your business.

Understanding the Labor Challenge

The green industry faces an ongoing labor shortage, and it’s not just a temporary issue. With historically low unemployment and a declining labor pool, companies must adapt and proactively invest in recruiting and retaining employees. Businesses that implement structured hiring and onboarding systems see lower turnover, better productivity, and stronger long-term teams.

1. Write a Job Ad That Stands Out

Your job ad is a sales pitch. Most applicants aren’t just looking at landscaping jobs—they’re considering roles in retail, hospitality, construction, and other industries. To attract the best candidates:

• Use an optimized job title that job seekers are actively searching for.
• Write a compelling job description that highlights what makes your company unique.
• Emphasize career growth opportunities instead of listing only physical job requirements.
• Make the next step clear and easy—ask for minimal information upfront to reduce drop-off.

→ 4 Tips to Write Compelling Job Advertisements

2. Expand Your Applicant Pool by Reaching Non-English Speakers

Many landscaping businesses rely on non-English-speaking workers, yet they don’t always tailor job postings to reach these applicants. To attract a diverse workforce:

• Offer job postings and application materials in Spanish or other relevant languages.
• Make the entire application process accessible, from job boards to interviews.
• Consider different sourcing strategies to connect with workers in underrepresented communities.

→ How to Remove Language Barriers in Hiring Qualified Candidates

3. Diversify Your Recruiting Channels

Relying on a single job board is risky. Instead, use multiple sources, including:

• Job boards like Indeed, Craigslist, and ZipRecruiter.
• Employee referrals and word-of-mouth hiring.
• QR codes on business cards and company vehicles.
• Community outreach programs and partnerships with trade schools.

→ Download now: Candidate Sourcing Checklist

4. Speed to Lead: Follow Up With Candidates Immediately

The best candidates are in high demand. If you wait days to respond to an application, they’ve likely already accepted another job. Speed is crucial.

• Aim to contact new applicants within hours, not days.
• Use text messaging for faster communication.
• Move candidates through the hiring process quickly to avoid losing them to competitors.

5. Create a Hiring Funnel, Just Like a Sales Funnel

Think of recruiting as a sales process. A structured hiring funnel should include:

• Attraction (job postings, outreach, referrals)
• Engagement (follow-ups, interviews)
• Conversion (job offers and onboarding)
• Retention (ongoing training and career development)

Building a predictable hiring system ensures a steady flow of qualified candidates.

6. Implement a Structured 90-Day Onboarding Program

New hires are full of energy, but without direction, they can quickly become disengaged. A structured onboarding process ensures they feel supported and ramp up efficiently. Key steps include:

• Assigning digital training modules (like Greenius) before their first day.
• Providing hands-on equipment training and field checklists.
• Conducting 30-, 60-, and 90-day performance reviews.
• Assigning mentors to new hires to build relationships early.

→ Keep Reading: Employee Onboarding Checklist

7. Use Training to Reduce Turnover

Turnover in landscaping can reach 40–50%, meaning companies often replace their entire workforce every few years. Businesses that offer structured training programs see higher retention because:

• Employees feel more confident and capable in their roles.
• They see a clear path for career advancement.
• Training reduces workplace accidents and inefficiencies.

8. Offer Career Paths and Micro-Promotions

One of the biggest misconceptions about landscaping is that it’s a dead-end job. To combat this, companies should:

• Create clear career paths with defined training milestones.
• Offer micro-promotions (e.g., small raises every three months instead of large annual increases).
• Recognize and reward skill development to encourage long-term growth.

9. Leverage Technology to Streamline Hiring & Training

Using tools like Team Engine and Greenius helps businesses automate and optimize their hiring and onboarding processes:

• Team Engine streamlines recruiting, job postings, and employee communication.
• Greenius automates training, onboarding, and compliance tracking.
• Together, they create an efficient system for hiring and retaining top talent.

Attracting and retaining top talent in the green industry requires a strategic approach to hiring, onboarding, and training. By focusing on speed, structured onboarding, and career development, businesses can significantly reduce turnover and build strong, committed teams.

Want to dive deeper? Watch the full webinar for more insights and to understand how Greenius and Team Engine can help you optimize your workforce.

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