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Landscaper Job Description
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We are looking for an experienced Landscaper to join our team. You must be knowledgeable in the operation of lawn maintenance equipment, such as lawnmowers and trimmers, and understand how to water, fertilise, and care for decorative shrubs and plants. We work to keep our clients’ exterior looking beautiful but also safe, so you will work in various types of weather conditions and performs maintenance duties to ensure employee safety during inclement weather.
- Mow grass, prune trees and shrubs and carry out other general garden maintenance
- Treat lawn and other areas with pesticides to remove harmful insects
- Maintain the existing landscaping design and ensure plant survival
- Plant new flowers, bushes, plants, and decorative shrubs
- Rake fallen leaves and remove garden debris
- Oversee maintenance repairs to equipment, landscape features, and walkways
- Properly store and handle all equipment
- Oversee maintenance repairs to equipment, landscape structures, and hardscape walkways
- At least 18 years old
- Previous experience in landscaping a plus
- Able to stand, bend, and squat for extended periods and lift up to 40 pounds
- Knowledgable in garden maintenance equipment, such as lawnmowers, trimmers, leaf blowers, and hedge trimmers
- Must pass background cheque and drug test
Personalising Your Landscaper 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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