It’s Memorial Day weekend. Time to grill meat, salute the flag, thank a veteran, watch a race and maybe even kick your boots up for a minute.
But let me ask you a serious question that might just smack you in the face like a wet fish (yep, Maxx & I are fishing all weekend)…
Are you still bellyaching about not being able to find good help… WHILE IGNORING THE BIGGEST HIRING OPPORTUNITY OF THE YEAR?
That’s right Mr. or Ms. Landscaper. It’s graduation season.
All across America — in big towns and small — we’ve got millions of fresh-faced young folks graduating from high school and college.
In fact, this year’s high school graduating class is the largest in U.S. history — about 3.9 million students walking the stage. And another 2 million will graduate from college with a degree in hand.
That’s over 5 million people saying, “I need a job.”
Well, a few might be saying, “I wanna get the heck out of here” or “How am I gonna buy food?”
And guess what? They’re not all lazy.
But here’s the kicker: if you ain’t actively trying to recruit these kids, then what in the world are you doing?
Principle #1: There Are Few Employers and Many, Many Employees
In The Landscaper’s Guide to Finding, Hiring and Keeping Great Employees, we open the book with a foundational truth:
“There are very few employers in the world… and many, many potential employees.”
You, my friend, are part of a rare breed. You’re the risk-taker. The job creator. The dream builder.
You sign the front side of checks — not the back. That puts you in a position of power, if — and only if — you act like it.
But if you’re sitting around moaning that “nobody wants to work anymore,” while you fail to lift a finger to actually recruit workers — then I got news for you: You’re not the victim. You’re the problem.
Where Are the Smart Employers?
Let me give you some cold, hard facts:
At the National Association of Landscape Professionals’ Collegiate Landscape Competition this spring, there were 750 students studying horticulture, landscaping, and construction… and just over 100 companies showed up to recruit ‘em.
Let me repeat that — just 1 out of every 1,000 employers in our industry showed up.
Now let me tell you what that means:
- 750 students = future field techs, managers, designers, and owners.
- 100 companies showed up = 0.1% of our industry took action.
- 99.9% of the industry? Sitting at home wondering why they can’t find help.
Wanna guess who’s building a pipeline of future leaders?
And get this — at a recent high school recruiting event, our team at Super Lawn Trucks joined about 60 employers on campus. 75% of those employers were government agencies.
That’s why kids end up working for Fedzilla, y’all. Because they show up and recruit…year after year after year.
You Want Employees? Build an Internship Program
In the book, we’ve got a whole section on internships. Why? Because it works!
An internship gives a young person a chance to learn the ropes, prove their worth, and build some pride in real work. And it gives you a chance to evaluate them without getting married on day one.
Let me break it down:
Why Internships Work for You:
- It’s a 2-way interview.
- You teach, they learn, and you both get to test the waters.
- You avoid hiring full-time flakes.
- And when you do find a winner? You’ve built loyalty that money can’t buy.
Check out how we’ve set up internships at Super Lawn Trucks here.
Five Steps to Stop Whining and Start Recruiting
- Call your local high school and college – Ask about senior days, job fairs, and internships. Don’t wait for an invite. Be the employer who shows up.
- Post a flyer in the school office – One sheet of paper could change your future.
- Use social media like a teenager – Make a fun video showing what it’s like to work for your company. Let your crew brag a little.
- Offer a summer internship – Pay hourly or offer a stipend. Give them tools and a chance.
- Treat your interns like family – Mentor them. Show them a path. Give them hope for a real future. Then make your full-time offer.
Final Words for the Complainers
Look, I get it. Some of these kids don’t know which end of a shovel to hold. But here’s the deal:
If you want to build wealth, freedom, and a business that works without you, you must become a better employer and trainer.
We have 8 teens working part time at Super Lawn Trucks right now. So I’m not making this stuff up. I live it!
You’ll have to sort, sift, and select carefully. You’ll kiss a few frogs. But you’ll also find a few diamonds.
And do you know what else? Some of these young people will end up staying on your team to become full time employees. Out of the 8 teens working in our internship program right now, 2 will become full-time at the end of their internships.
From a previous group of 12 that we had in our internship program a couple of years ago, 4 stayed on full-time and 3 of them are still employed with us today!
The biggest companies in the world? They’re run by young people with energy, drive, and ambition. Landscaping ain’t any different — it’s just about who’s willing to show up and do the recruiting, hiring and training.
You can find your future leaders. But only if you start looking.
Ready to Build Your Internship Plan?
You need to read:
The Landscaper’s Guide to Finding, Hiring and Keeping Great Employees
We’ll show you:
- How to build your internship program
- How to recruit at local schools
- How to train, mentor, and onboard youth
- How to stop whining and start winning
Order now at:
👉 https://superlawntoolkit.com/great-employees
Includes a FREE $250 private consult with Tony Bass when you buy now.
Let’s go get you some good help.
To your hiring success,
Tony Bass
Founder, Super Lawn Toolkit
Employer. Coach. Wake-up caller.
PS – YOU WERE YOUNG ONCE AND SOMEBODY GAVE YOU A CHANCE…and we think it’s high-time you give a kid a chance. Get the blueprint here:
