We venture to examine the criteria used by organizations in the recruitment of lawn care staff. That is against a background where, rather than outsourcing the lawn maintenance work, some organizations opt to do it in-house, by establishing specialized lawn maintenance departments. In some cases, the lawn maintenance departments turn out to be sub-departments in the bigger ‘housekeeping’ departments. At other times, the lawn maintenance departments turn out to full departments in their own right. Either way, in order to make such (lawn maintenance) departments operational, it becomes necessary to employ lawn maintenance staff. And some of the things organizations look for when employing the staff to man the lawn maintenance departments include:
Educational background: this is usually an important consideration when employing the supervisors and other senior people to oversee the running of the lawn maintenance departments. But we also have some organizations demanding that the rank and file staff for their lawn maintenance departments have a decent level of education. The objective, in the latter scenario, is to ensure that the people employed to take care of lawns can synchronize themselves with the organizational culture easily. That often means hiring people with a certain level of education.
We end up with a situation where most organizations will demand that the supervisors and other people hired to oversee the lawn maintenance departments must have technical training in ornamental horticulture. The ‘rank and file’ lawn maintenance staff, who work under the guidance of the technically trained supervisors are required, in most cases, to have high school diplomas.
Experience: most organizations prefer hiring lawn maintenance staff members who already have experience in that sort of work. Hiring people who have absolutely no experience in lawn maintenance work means having to train them: and that is something most organizations aren’t willing to do. At the very least, most organizations demand that the people they hire to be supervisors (or to otherwise oversee the lawn maintenance departments) must be experienced. Prior experience working with the specialized lawn maintenance firms is usually considered ideal. But people with both prior experiences working with lawn service firms and maintaining lawns in the organizational context tend to have further ‘added advantage.’
Attitude: most people prefer hiring lawn maintenance staff who view lawn care work as ‘worthwhile work’ they can do for posterity – rather than people who view lawn care work as ‘stop gap work.’ When conducting interviews for these sorts of jobs, most organizational recruiters will tend to cunningly pose questions aimed at uncovering the employees’ attitude to the work. Hiring people with the wrong attitude often means having to hire often: as such people (who have wrong attitudes) get discouraged and abscond after a short while.
Salary expectations: most organizations will, naturally, only hire people whose salary expectations are in line with their budgets (at they are willing to offer for this sort of work) Thus, the question as to what an employee would demand, in terms of compensation, often goes a long way towards determining whether than particular person is eventually hired or not.
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