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Many landscaping companies oversimplify the work when writing job ads. They use basic titles and give short, vague work descriptions like “building walkways” and “planting trees and shrubs.” The ads may be pretty typical for the industry, but they certainly aren’t exciting or enticing, nor do they tend to attract people looking for more than a temporary job.

Here are a few suggestions on how you can maximize job ads in the landscape hiring process to capture higher-quality candidates that are far more likely to stick around:

Sell your company

You’re not just advertising to fill a job. You’re advertising your business. Take advantage of the opportunity by writing meaningful job ads that describe your company, what you are looking for and why, and where you are going. It’s your chance to sell your business as a rewarding place to work.

Create stronger job titles

Pay close attention to the titles in your company. Rather than advertising for “laborers” or “lawn care workers”, offer opportunities such as “landscape apprentice” or “certified technician.”

With decades of landscape hiring experience under his belt, Mark Bradley, CEO of LMN, offers these words of wisdom: “When we would post for landscape apprentice opening versus a landscape laborer, we would get incredibly different applicants. Why? When people apply for an apprenticeship, they are looking for a career versus just a paycheck.”

List wage ranges

An effective way to increase response rates from job ads is to show a wage range that appeals to applicants in any stage of their career. For instance, rather than posting a job that pays $15/hour, advertise the opportunity to make $15-$45/hour. Not only is the higher end of the pay spectrum appealing, it shows the potential for growth and the promise of a long-term career. 

Sell a career, not a job

Using descriptive language about your company, future job opportunities, growth-oriented titles and an enticing salary range turns your job ad into a career ad. 

Clarify responsibilities

Going beyond landscaping tasks and providing specific responsibilities in a job description helps to create a more accountable team. When determining responsibilities, consider your company’s highest priorities and what you need your people to do to make them happen. Then look at daily tasks that can help drive productivity and ensure your customers are happy so they stay customers and refer others to you.

“Itemizing responsibilities in clearly defined job descriptions empowers people to self-manage and take an active role in the company,” says Bradley. “If you run into a problem, you can refer back to the job description and use it as a foundation for important discussions.”

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