{"id":9906,"date":"2018-11-26T06:00:59","date_gmt":"2018-11-26T11:00:59","guid":{"rendered":"https:\/\/www.newprocontainers.com\/blog\/?p=9906"},"modified":"2026-04-20T00:08:01","modified_gmt":"2026-04-20T04:08:01","slug":"recruiting-hiring-interiorscape-company","status":"publish","type":"post","link":"https:\/\/blog.newprocontainers.com\/blog\/recruiting-hiring-interiorscape-company\/","title":{"rendered":"Job Recruiting and Hiring for Your Interiorscape Company"},"content":{"rendered":"

The purpose of hiring is to bring into the company people who support the mission; people who work toward the vision; and people who perform the daily responsibilities to realize the mission and vision. When hiring, we want to find the right people for the right job, ensuring success for the individual and the business (and even the client or customer).<\/span><\/p>\n

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\u201cGreat vision without great people is irrelevant.\u201d<\/strong><\/p>\n

Jim Collins, author of Good to Great<\/i><\/strong><\/p>\n

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Finding the right people is difficult, but just finding people has become challenging these days. I recently drove past a Taco Bell that had a \u201cHiring Now\u201d sign out front displaying, \u201c$250 sign-on bonus, $250 after 90 days.\u201d Signs like this are not uncommon to see outside fast food restaurants, car washes, and similar establishments. What does it say about our workforce that businesses are willing to pay high hourly wages plus bonuses just to fill entry-level jobs?\"hiring<\/a> <\/span><\/p>\n

I hear small business owners, especially those in the interiorscape industry, talk about being unable to find people who want to work or about a talent shortage in today\u2019s workforce. While I believe there is some truth in both statements, I also think part of the problem is that business owners aren\u2019t looking for people in the right places. I say this because, at NewPro Containers<\/a>, we\u2019ve filled marketing positions, warehouse positions, director-level positions, and more in two months or less. <\/span><\/p>\n

How do you, as a business owner, reach the qualified people out there looking for work? How do you find the plant care technicians, horticulture specialists, and landscape gardeners you need to serve your clients and grow your company? A great place to start is with who, what, when, where, why, and how. We\u2019ve already answered the why (i.e., you are hiring to bring in great people to pursue a great vision). For the purposes of this article, let\u2019s also assume you know the who\u2014you are looking to hire a plant technician. So we\u2019ll begin with the what\u2014the job description. <\/span><\/p>\n

(Keep reading to see an example job description for a plant technician.)<\/strong><\/p>\n

Writing Job Descriptions <\/b><\/h2>\n

You can easily craft a job description by pulling from current job descriptions online and modifying them for your company and the position. Or you can write your own from scratch. Whatever you decide, there is a general job description structure you should follow.<\/span><\/p>\n

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Job Title<\/span><\/strong><\/p>\n

[company name], [location]<\/span><\/p>\n

Salary levels (minimum and maximum) <\/span><\/p>\n

Position this job reports directly to (eg, a plant technician reports to a plant technician supervisor) <\/span><\/p>\n

Job Summary <\/span><\/strong><\/p>\n

This section is to provide a general description of the position and any key objectives of the job. It may also include a brief summary of the company and its mission as it pertains to the position. <\/span><\/p>\n

Responsibilities\/Competencies<\/span><\/strong><\/p>\n