texting feature to recruit applicants via a smartphone for people who may not have access to a computer. “It will be very beneficial because applicants can just jump right on their smartphone,” she says. “They might not have access to a computer, or they may be driving down the street and see one of our ads or something and want to apply right away. It will keep them having to either get on a computer or go to our location.”


STAY IN TOUCH Technology has made it less difficult to apply for jobs, but it can sometimes feel impersonal with online applications and automated email responses. Applicants will appreciate being contacted quickly so they know where they are in the hiring process and what the next step may be. Pohlit says their goal is to review applications within 24 hours of receipt. Each branch does its own hiring, so the managers flag the applicants to contact for a phone interview and let the rest know of their status. “If they’re not a good fit for the position, we go ahead and let that applicant know,” she says. “But if it is somebody that we’d be interested in, we make sure that we’re getting back to them very quickly. We try to keep communication open and frequent with the applicants.” Bruffy texts applicants coming in for interviews because it is more immedi- ate than sending an email. It also re- duces the number of people who skip the in-person interview after having a phone conversation. “After I hang up with the person from


scheduling (an in-person interview), I will text them to verify that they have the address in writing,” Bruffy says. “Then usually the morning of, I will send


another message saying I look forward to meeting them.” The younger generation in the workforce is used to staying connected via their smartphones, so she says they appreciate the ability to text if they are running late or need to reschedule.


GET BEYOND THE BASICS Work experience is important, but it is not always the main factor in hiring. Potential hires must fit within a team and work well with their supervisors. Bruffy likes to ask potential hires about their interests and goals, along with basic questions about education and work history, to see if someone is a match. “We always ask everybody what some of their goals are because we also want to help them achieve (them),” Bruffy says. “We provide a variety of services to our clients (carpentry, hardscaping, landscaping, maintenance and horticultural services), so knowing their goals is nice to help accommo- date different interests. Sometimes


people are interested in one area of our business that we do not necessari- ly have an immediate opening, and they are willing to step in to get a foot in the door. Knowing their goals helps to alleviate retention issues in the future.” Bruffy adds that she also likes to discuss salary expectations during the phone interview.


“In an effort of transparency, we discuss salary in the initial phone interview,” she says. “If the requested range is outside of our pay scale, we discuss that upfront so that there are no surprises for the applicant, or us, later in the hiring process.” Because Ruppert Landscape has multiple branches, Pohlit says it is important for the location manager to be involved in the hiring process. All of their managers and supervisors undergo human resources training to vet applicants for their locations. “One of the reasons why we want the hiring manager to be the person interviewing is because we want to make sure that whoever is going to be working with that team is a good fit,” she says. “We like our employees to take ownership in the process and our front-line managers to feel empowered to make decisions that will be best for their individual teams. When that’s done well, you build stronger teams.” TE


Access NALP’s workforce development resources here https://www.landscapeprofessionals.org/workforceresources


 National Association of Landscape Professionals 13


Photos: Southern Landscape Group


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40