Hiring and Retaining Quality Crew Members

Ask any hardscaping contractor their biggest challenge, and "finding good help" tops the list. In a tight labor market, your ability to hire and retain quality crew members determines your growth potential.

The Labor Challenge

• Skilled labor shortage: Fewer young people entering trades
• Competition: Every contractor is hiring
• Turnover: Industry average is 30-40% annually
• Training costs: $5,000-$10,000 per new hire

Where to Find Candidates

Traditional Sources

• Indeed, ZipRecruiter, Craigslist
• Local trade schools
• High school vocational programs
• Workforce development agencies

Underutilized Sources

• Your own crew: Employee referral bonuses ($500-$1,000)
• Social media: Facebook groups, Instagram
• Competitors: Recruit from companies with poor culture
• Career changers: People leaving other industries

The Best Source

Happy employees refer other good workers. Build a culture worth talking about.

The Hiring Process

Step 1: Clear Job Description

Be specific about:

• Physical requirements
• Schedule expectations
• Pay range
• Growth opportunities

Step 2: Phone Screen (15 min)

Filter out obvious mismatches:

• Availability
• Transportation
• Basic qualifications
• Salary expectations

Step 3: Working Interview

Nothing beats seeing someone work:

• Pay them for a half-day
• Observe work ethic and skills
• Assess team fit
• Make decision quickly

Step 4: Background Check

Protect your business:

• Driving record (if they'll drive)
• Criminal background
• Reference checks

Compensation Strategies

Pay Competitively

Role	Hourly Range
Laborer	$15-20
Skilled Installer	$20-28
Lead/Foreman	$25-35
Project Manager	$50,000-$80,000 salary

Beyond Hourly Pay

• Performance bonuses: Tie to project completion
• Profit sharing: Align incentives
• Tool allowances: Help them invest in their craft
• Training stipends: Pay for certifications

Benefits That Matter

• Health insurance (even partial coverage)
• Paid time off
• Retirement matching
• Flexible scheduling

Retention Strategies

1. Culture First

• Treat people with respect
• Communicate openly
• Celebrate wins
• Address problems quickly

2. Growth Opportunities

• Clear advancement path
• Cross-training
• Leadership development
• Skill certifications

3. Work-Life Balance

• Predictable schedules
• Reasonable hours
• Weather day policies
• Family-friendly policies

4. Recognition

• Public praise
• Employee of the month
• Anniversary recognition
• Performance awards

The Cost of Turnover

Losing an employee costs:

• Recruiting: $500-$2,000
• Training: $5,000-$10,000
• Lost productivity: $10,000+
• Customer impact: Priceless

Investing in retention is cheaper than constant hiring.

Building Your Team

The best contractors:

1. Pay above market
2. Create genuine culture
3. Provide growth paths
4. Treat people like partners

When you have a great team, you can take on more (and better) projects. That's where quality leads come in—you need the work to keep good people busy.