TACKLING LABOR ISSUES— WHAT YOU CAN DO


By Suz Trusty


You need help? Tere are great potential employees all around. It’s up to you to find them.


It isn’t what you have or who Define Your Needs


Obviously, you need to review the requirements for each open position and make sure the job posting covers all the basics in terms of qualifications, whether that’s education, work experience, physical capabilities, specific licenses, references, or any combination of those.


But dig a little deeper to define what you’re looking for in terms of attitude, aptitude, and character in an individual that will align with your company culture. Tose attributes won’t be listed on your job posting as such, but they’re key to finding a good fit with a new employee. For example, it may be especially important to you that the new hire gets along well with the other staff members of a crew; or is open to cross-training; or interacts positively with your customers. Knowing what you’re looking for will make it easier to gauge during the interview process.


“People person” is a familiar buzzword. You want employees that are, and most applicants will include it somewhere on their application or in their resume. But are they really? What in their background or actions demonstrates it?


Are you looking for someone to fill a seasonal job or someone to start on a long-term career path with your company? Are the applicant’s goals in line with the position you will be offering? If they’re seeking a long- lasting career, will your company be able to encourage them on that quest with internal training and with support for external training and education?


Some people may be interested in one area of your business that doesn’t have an immediate opening but would be willing to accept a different position because they do need a job—and would prefer it be with your company. It could be an even greater incentive if you assure them they’ll be offered the opportunity to apply for that type of position before it is officially posted. Would you be open to offering that to the right applicant?


Target Your Outreach


Once you’ve defined what you’re looking for in an applicant you can better target your outreach to them. You’ve built a company culture where your team members can learn, grow, and thrive. But no one will know about it if you don’t tell your story.


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you are or where you are or what you’re doing that makes you


happy or unhappy. It’s what you think of it. Two people may be in the same place doing the same thing, and yet one may be


miserable and the other happy. Why? Because of a different mental attitude.


– Dale Carnegie


How does your targeted applicant typically get their information? Social Media! So use it. Promote your company and your company culture on your website, augmented by more specific outreach, such as Instagram for the younger, entry-level applicant, and LinkedIn for the more experienced, management level applicant.


Introduce your staff. What’s their background? Why did they join your team? How have they grown and advanced within your company? Highlight your company’s achievements, special projects, and awards. If your staff teams up for community service projects, feature them on your website and social media outreach—because that’s who you are as a company.


Reach out to area high school FFA instructors and coaches and to the instructors in the turfgrass programs of area community colleges and universities to share your job opportunities. Many of you have tapped into these resources for seasonal staff and found good, dependable employees that stick with you through both their high school and college years. Some of them even recruit other students to come work for you.


Consider offering internships to the college students. A successful internship program does require more direct interaction with the intern by both you and your staff to


TPI Turf News March/April 2023


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