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Landscape Architect Job Description

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Landscape Architect Job Description

We are actively looking for a Landscape Architect who has a keen eye for detail to join our team. As Landscape Architect your responsibilities will include drawing up plans using CAD software, site surveyance, client liaison, writing and analysing reports, drawing up contracts and working collaboratively with other architects, planners, and engineers.

To succeed as a Landscape Architect, you need to keep informed of developments in your space and be comfortable doing research in other disciplines as well.

Landscape Architect Responsibilities

  • Practical experience in the field.
  • Experience with CAD software.
  • Good creative flair and imagination.
  • The ability to respond well to feedback.
  • Strong listening skills.
  • The ability to understand written and verbal specifications.
  • Bachelor’s or Master’s degree in Landscape Architecture.

Landscape Architect Requirements

  • Create rough drawings and more sophisticated plans with computer-aided design programs.
  • Analyse complex environmental reports and using the knowledge gained in designs/plans.
  • Provide recommendations on conservation and sustainability issues.
  • Draw up reports and contracts.
  • Write proposals and presenting them to clients.
  • Liaise with fellow architects, project managers, engineers, and surveyors.
  • Speak to locals and community members to gain insight.
  • Practical experience in the field.
  • Experience with CAD software.
  • Good creative flair and imagination.
  • The ability to respond well to feedback.
  • Strong listening skills.
  • The ability to understand written and verbal specifications.
  • Bachelor’s or Master’s degree in Landscape Architecture.

Personalising Your Landscape Architect Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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