Hiring the right people isn’t just about filling positions—it’s about building a team that helps your business grow. Whether you're looking for crew members, account managers, or business developers, the right interview process can make all the difference. Here are some practical strategies to help you find and hire the best people for your landscaping business.
1. Know What (and Who) You’re Looking For
Before you even start scheduling interviews, take a step back and get clear on what you actually need.
- Are you hiring for a leadership role, like an account manager, who needs strong communication skills?
- Do you need someone in sales who can build relationships and close deals?
- Are you filling a field position that requires hands-on experience with equipment?
The clearer you are on what you’re looking for, the easier it will be to spot the right person when they walk through the door.
2. Ask Questions That Actually Matter
It’s easy to fall into the trap of asking generic interview questions, but that won’t tell you much. Instead, tailor your questions to the role.
For a sales or business development role:
- “Tell me about a time you turned a ‘maybe’ into a ‘yes’ with a potential client.”
- “How do you handle rejection and keep pushing forward?”
For an account manager:
- “How do you juggle multiple clients while keeping everyone happy?”
- “What’s your approach to handling an upset customer?”
For a crew leader or field employee:
- “Tell me about a time you had to solve a problem on a job site.”
- “What’s your experience with operating landscaping equipment?”
The goal is to get a sense of how they think, work, and solve problems—because those things matter way more than memorized interview answers.
3. Go Beyond the Interview – Use Real-World Tests
Resumes and interviews only tell you so much. Whenever possible, give candidates a chance to show you what they can do.
- Have a sales candidate role-play a conversation with a potential client.
- Ask a potential account manager to review a mock client request and explain how they’d handle it.
- Give field employees a hands-on task, like demonstrating how they’d set up for a job or operate a piece of equipment.
Seeing someone in action can quickly separate the talkers from the doers.
4. Assess Strengths
A resume can tell you what someone has done, but it doesn’t tell you how they think or what drives them. That’s where the CliftonStrengths assessment comes in.
This simple test helps identify a candidate’s natural strengths—whether they’re a problem-solver, a relationship-builder, or a strategic thinker. It’s a great way to make sure you’re placing people in roles where they’ll thrive.
For example:
- A business developer with strong Influence and Strategic Thinking strengths is likely to excel at closing deals.
- An account manager with Relationship Building strengths will naturally keep clients happy.
- A field crew leader with Executing strengths will get things done efficiently.
By understanding a candidate’s natural strengths, you can set them up for success from day one.
5. Don’t Skip the Reference Check
A quick phone call to a previous employer can save you from making a costly mistake. Ask past employers things like:
- “How did they handle stressful situations?”
- “Would you rehire them?”
- “What’s one area where they could improve?”
References can confirm whether someone is truly as great as they seemed in the interview.
6. Set Expectations from Day One
One of the biggest hiring mistakes? Not being upfront about what the job really entails. Be clear about:
- Work schedule and expectations
- Company culture and values
- Growth opportunities within your business
The more transparent you are, the more likely you are to attract candidates who will actually stick around.
7. Hire for the Long Haul
Hiring isn’t just about filling today’s vacancy—it’s about finding people who will help your business grow long-term. Look for candidates who are:
- Coachable – Skills can be taught, but attitude is everything.
- Motivated – Do they have a genuine interest in the role?
- Team Players – A great hire isn’t just good at their job; they make the team better too.
Great hiring isn’t about luck—it’s about having a solid process that helps you identify and attract the best people for your landscaping business. By asking the right questions, assessing strengths, and setting clear expectations, you’ll build a team that not only gets the job done but also helps your business thrive.