If you are a solo operator in the lawn care industry and you have found yourself overwhelmed with the workload of your lawn services, then it may be time to hire your first employee.

It’s critical, to begin with, to have a hiring system in place before submitting the first online ad, looking at the first résumé, or accepting any applications.

You don’t need to be an expert in labor laws to know that you should avoid asking inappropriate questions, but you need to be aware of the basics.

Simultaneously, you must be able to acquire as much information as possible about the applicants you’re considering in making the best decisions. Therefore, you must approach the process with a well-thought-out strategy. Here are a few reminders to keep in place when looking for your first “right-hand man” or “right-hand woman,” for that matter, to assist you in your lawn care business.

Tips for Developing Your Hiring Procedures

Write A Job Description. Job descriptions don’t have to be literary masterpieces, but they should clearly define the position’s tasks and responsibilities, as well as the talents needed to perform well.

If the position requires the expertise of specialized lawn equipment, for example, make that clear in the job description. However, don’t ask for more than you need.

Establish a Salary Range and Benefits Package. The applicants may or not ask about these benefits but be prepared to answer them if they ask. You may wish to reserve giving out this information until a second interview is in your plans.

Present a Job Application Form. Even if the job applicant has provided a complete résumé, every potential employee should fill out an application, whether it is online or in person. The application, not the résumé, is a signed, sworn declaration confirming that you may dismiss them if they lie.

This document will also assist you in verifying and double-checking that the information on both their résumé and application is consistent.

Prepare Interview Questions in Advance. Ask each applicant identical questions relating to the lawn care service and keep track of their responses. You may want to have a pen and notepad with you at the interview to track their answers so you can make an accurate judgment and comparison afterward.

Develop Open-Ended Questions and Encourage Candidate to Talk. You want to know not just what they’ve done but also how they accomplished it. Be curious about how they have helped other companies and solved problematic situations from the past.  

Inquire about specifics, details, and explanations.

Be Sparing on Company’s Information. You don’t want to inundate a new job candidate with everything there is to know about your company and business practices.

Of course, you have a responsibility to inform candidates a little about your lawn care business and what you are specifically looking for so they can also determine if this is a good place for them as well.

Conducting the Interview

Don’t be shocked if the notion of interviewing potential workers makes you as apprehensive as they are about being questioned. After all, they may require employment, but your lawn care company’s future is at stake.

When deciding on how many people to interview, you must choose based on the credentials you require and the available job candidates in your location. Regardless of the number of applicants you’re considering, it’s a good idea to hold off on selecting someone until the person you choose has gone through at least two or maybe even three interviews.

Determine whether they have the qualities you require in the initial interview. Then, tell them more about your company and what to anticipate at their second interview if you so choose. This action will assist you in determining how well they will execute.

If you decide to conduct a third interview, a good recommendation is during a social gathering, such as lunch or supper. You’ll get to see a side of that job applicant that you wouldn’t usually see at work.

After each interview, inform the applicant of when you’ll make a choice and how you’ll tell them.

Making the Choice

Please don’t make the mistake of necessarily hiring someone inexperienced because they will accept a lower wage. Instead, invest in someone who has the skills, qualities, work ethic, and personality you require that will help you build your lawn care business.

Pay the same attention to detail with your staff as you do with your equipment and services when it comes to quality. You should not hire someone with subpar talents as you would not supply inferior services to your customers.

Even if you’re inclined to save money, it’s commonly known you won’t have a bargain. You will have a liability on your hands if the individual who works for $20 less per week makes mistakes that cost you thousands of dollars.

You may consider a trial basis for a new hire at first to see if they will be a good fit for you and them. This trial period could be anywhere from 

Two weeks to 90 days.

It’s important to remember that the recruiting process doesn’t end with the final decision. The first day on the job for a new employee is crucial. This first day should give you a good indication of what kind of employee they will be for you.

Most people are most motivated on their first day. Capitalize on that motivation by being ready for your new employee and having a set of job responsibilities and duties scheduled out for them to perform. This preparation will make them feel at ease, and always remember to welcome them to your lawn care business.

After you have decided on who to hire as your next employee, you can feel satisfied knowing you will be growing your lawn business together.