If you’re a commercial property manager searching for a new vendor, whether it be a landscape contractor or any other service provider, the goal is to find someone you can trust and then “hire” them.
But is the process of choosing a contractor really the same as the process you’d use for “hiring” a new employee at your company?
Here are a few good reasons to approach your next vendor search the same way you’d search for your next employee.
Start with a Complete Job Description
The first step you’d take when posting for a new position at your company is to write out a detailed job description. In that description you’d list the position’s responsibilities, the skills and qualifications necessary to perform the job, and your expected level of experience.
When hiring a landscape contractor, why not do the same thing? If your property doesn’t have a formal RFP, or you haven’t updated it in a while, make that step number 1. (If you need an RFP template to get you started, you can download our free template here.) Provide a detailed description of your expectations, list what services you expect to be included, and you can even add a requirement for experience with properties similar to yours.
Review Candidate Resumes
If you were hiring an employee, the you’d look at a lot of candidate resumes. Do they know how to write well? Do they have the necessary experience? What skills they have would be useful in the position you’re trying to fill? Why are they applying for this position in the first place? All great questions that a resume can usually provide answers for.
Landscape contractors have resumes, too. Sometimes you can see it on their website or in their marketing collateral, but if you really want to check out the resume of a landscaping services company, go out to other properties they service and look at their work. If you find one of their crews working in the field, that’s even better. You’ll see firsthand if they’re the type of contractor that you want working at your property.
Interview Your Top Candidates
Once you’ve sorted through the resumes, it’s time to set interviews. This gives you the chance to see how well the candidate’s prepared and you get to see if the person is really as good as their resume. It also gives you a chance to see if the two of you “click”. After all, if the candidate ends up becoming a member of your team, you need to be able to get along with them.
Similarly, you should always interview the landscape contractors you’re considering. Bring them in to your office, or better yet, ask to go meet with them at their office. Have a list of questions prepared for them in advance. Do they understand your specifications? Why do they want to service your property? Do they have enough equipment and staff to start right away, or will they need some time to get ready?
Have Them Meet Other People Involved in the Hiring Decision
If you’re hiring a new member of your team, it only makes sense to let them meet as many people in your organization as possible. For example, if you were hiring someone to work as a supervisor in your accounting team, it would probably make sense to have them meet your CFO. Even the position isn’t directly report to your CFO, they’ll certainly be working together, so why not give them a chance to meet before you extend a job offer.
The same is true for landscape contractors. So often, property managers feel like the decision rests solely on their shoulders. They’re afraid that if they ask their client to meet with a potential vendor we’ll embarrass them. That we’ll fumble so completely, we’ll cause their decision making skills to be called into question. If that’s the case, then maybe you haven’t found the landscape contractor yet.
If you do choose to introduce your client to the contractor you’re considering, you may be pleasantly surprised by the result. In our experience, most clients love to be able to put a face with a proposal. If you’re going to make us a part of your team, chances are that we’ll meet your client at some point anyway.
Be Prepared to Negotiate a Salary
You’ve found the right candidate, they have all the skills and experience, and you’re sure they’ll step in to the job and be productive from day one. Be prepared to negotiate with them on benefits and salary. Remember, at this point in the hiring process you both want the same thing. They want to work for you and you want to hire them. It doesn’t need to be confrontational.
With landscape contractors, you might find yourself in the same situation. You’ve found a great company, their work meets your expectations, and you’re sure they’ll make your property look fantastic. What if their price doesn’t fit your budget? Is that the end of the search? Is your only option to go with a cheaper contractor, just because their number fits in your budget better?
Certainly not. You wouldn’t hire a lesser candidate because they were willing to take a lower salary would you?
Most landscape contractors understand how property budgets work and you’d be surprised how often we’ve found ways to amend our services to fit your budget. You’ll never know if you don’t ask, but the key is to be flexible with your specs. You can still have the end result you want, it might just take a little more creative planning to get there.
So there they are. Five good reasons to treat your next search for a landscape contractor like your employee recruiting and hiring process. The truth is that the right contractor should become an extension of your team. Why not treat them like a part of your staff from the very beginning?
Are you ready to start your hiring process today? Schedule a consultation with your local Yellowstone Landscape Professional.
