What to avoid when recruiting for your landscaping business

Nowadays, talent sourcing has become easier for many companies thanks to social media. It revolutionized the way brands interact with their audiences and consumers, and huge corporations and start-up entrepreneurs have their own websites to showcase their products and services.

Even the landscaping companies have joined the cart, using social media for their marketing and recruiting campaigns. They understand that using traditional marketing and leveraging Facebook, Instagram, Pinterest and LinkedIn will get them more exposure and connect them with job seekers.

According to Elevate Corporate Training, a corporate training company, social media recruitment isn’t just published on job boards or websites. The secret to finding the best candidates is to be proactive and know where the candidates are.

Common mistakes to avoid when recruiting on social media

Mistakes can cost the landscaping company money, time, and opportunity to hire the best candidate. Therefore, please note the following:

1. Lack of a clear social media hiring strategy

As with the traditional recruitment processIt is necessary to develop a well-organized social media hiring strategy. Without a plan, there is a tendency to get overwhelmed by options and lose sight of your hiring goals.

The strategy is about choosing a platform or two to reach a wide variety of potential applicants. You need to know where the most competent and talented landscapers are, especially if you have limited time to communicate with applicants or don’t have enough staff to help you with the pre-assessment.

2. No target group

If you want to attract the best candidates for your company, don’t forget to define your target market. Your goal is to reach the most qualified and skilled employees. First, define the type of professional landscaper you want to hire. List the qualities, experiences, or references that he / she should have. That way, you can target candidates who fit your niche or preferences.

In addition, the focus on the right market strengthens the company’s social presence. To find the right social media channels, you need to spend time researching your competition, researching the demographics of potential employees, and figuring out where these people spend their time.

3. Not a convincing social media profile

If you want to attract landscape professionals, don’t forget to keep your company profile exciting and up-to-date. Draw attention to the interest of your target audiences by making sure they are compelling when they review your website. Attract potential candidates by giving them a reason to learn more about your company.

Your website should have pictures and stories from your previous projects. Share information about the benefits and benefits of working for the company, work culture, mission and vision, and precise contact information. Promote the character of your brand by posting valuable, informative, entertaining and positive content.

Smart recruiting teams also know that an authentic connection is created when a relationship is first established. You have to take the opportunity to do so make social connections with your existing and potential customers. So when the time comes to hire people and post a job advertisement, you’ll be attracting enthusiastic applicants who already know your company.

You don’t have to post a lot on different social media platforms as followers are already waiting for the opportunity to collaborate with you or help share the information.

4. Don’t maximize social media to create an authentic connection

First and foremost, all potential employees are consumers. However, many consumers try to escape social media ads by blocking them. So it is possible not to reach your target audience even if you use social feeds to promote the recruiting campaign.

Networking is important. It helps you build a social media presence. When people talk about your business, you convert them into potential followers and consumers. Joining groups where there is active interaction about landscaping and related topics is a great place to get information. Some groups allow ads to be placed. Therefore, contact the administrators to find qualified employees to fill your company’s vacancies. Customize your social media post to stand out from other companies that are also looking for qualified employees.

5. Publish generic job advertisements

A lot of people consider generic messages to be spam, irrelevant and uninteresting. You need to sell your business even if you hire potential employees. The content should entice your target audience to apply and be part of your company, and recruiting teams should avoid running ads that don’t contain relevant and clear content.

Applicants are most likely to choose companies that they believe will give them the opportunity to expand their skills and earn more. If they’re already following your page, they likely have an idea of ​​your work culture. When you post a status on the job posting, create a meaningful message. Make it fun, engaging, and positive. Look for possible grammatical errors, bad punctuation, and misspelling. You can also try posting a video message.

6. Assess candidates too quickly

Recruiting teams shouldn’t judge candidates based on their online profiles. It is unfair to reject applicants outright or remove them from the list for their social media content. It is not advisable to ignore a candidate as their profile is too minimal, not updated, or does not meet your standards.

Avoid personal biases that can lead to the inadvertent elimination of the company’s best employees. Some of the candidates are passive on social media while others are happy to share every little milestone or event in their life.

Social media recruiting isn’t just about finding the right people to join your team. It’s more about optimizing performance in order to strengthen your brand and attract the best candidates for the job. Consistently post valuable information that your followers will be happy to share.

Find success in recruiting by realizing the importance of networking, connecting with the right people, and having fresh content. Once covered, competent professionals will certainly want to work with you.

EDITOR’S NOTE: This article was written by Angeline Licerio. Licerio is a content writer for Elevate Corporate Training, a team of corporate trainers dedicated to improving the performance of individuals and teams within organizations.