Retirees may be an option for some seasonal and part- time positions. Tese may, or may not, fall into the family and friends category. Many of you have told me that some of your best mower operators are retirees who work the number of days and hours that work best for their schedule—which you’ve made workable for your needs. Tat may be a two- or three-person rotation filling one position, which some of you have set up on a fixed schedule, and others on a flexible schedule, where the individuals coordinate the “who will work when” details.
Tere can be some real jewels within the retiree pool, if you’re willing to think outside the box. Consider a retired banker or accountant to assist with financials; a retired HR specialist to train your new hires and monitor your HR-related issues; a retired marketing specialist to review your marketing materials and maybe your online “presence.” A retired service technician might be a great fit for once a week general maintenance on some of your equipment or simply as a troubleshooter for problems. Experienced retirees could fill troubleshooting roles in a wide range of niches, from irrigation to safety issues and governmental regulation compliance. A retired elementary school teacher might conduct your “show & tell” tours. Every hour outsourced to one of these individuals is an hour saved for your full-time staff.
College students are a great potential source of seasonal personnel—though their season of availability may be shorter than you’d like—they still can be a good hire. Many will return for the next season, at least through graduation. Depending on the position they fill and their career path plans, some will not only become reliable seasonal workers but develop into productive, engaged, long-term personnel.
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How do you reach college students? Connect with the turf professors at your local/regional community college and university. Tey can be the best source once they know you and how your company operates. Tey can, and most will, do much of the pre-screening for you, sending you the applicants that will best match your job openings. Tey want their students to be successful and they want you to be successful, too. Depending on the age-level you require for the position, the local high school FFA instructor can be a similar resource for potential hires. Nearly all turf- related conferences and trade shows have a job opening board. Post your position there.
Consider using a “headhunter” for your upper level positions. Armed with the detailed job description you’ve created, they can probably troll the potential hire market more efficiently than you can. But, as I’ve heard way too often, this only works IF the headhunter understands the unique “culture” of your company. Before going this route, treat the relationship as you would any other hire. Invite the headhunter to meet you at your site to take a tour, see how your operations flow and visit with key personnel, before you sign a contract with them. Like all your team, they will be representing you and your company in every interaction they conduct on your behalf.
Finders—Keepers All the work you put in upfront in finding, qualifying, and hiring will pay off. Good hires become good employees, excellent assets to your team, your company and key to your success.
Steve Trusty is co-editor of Turf News. TPI Turf News March/April 2018Ai
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