From Intern to Industry Pro

Strategies for Hiring, Training, and Retaining Top Talent

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Hiring seasonal workers is more than filling short-term jobs — it’s about building long-term careers. Building a strong team with incredible staying power requires employers to invest in their employees and create meaningful opportunities that last a lifetime. With the right approach, temporary can become tenure. Whether you are welcoming students, newcomers, or seasoned veterans into your ranks, creating the right work environment can transform these interim MVPs into lifelong superstars.

A well-implemented hiring, training, and retaining program not only addresses emergent business needs, but also creates an investment that exponentially grows over time. When companies invest in seasonal workers with valuable opportunities for career growth and professional development, workers give back by increasing their motivation, productivity, and ambition.

By working together, employer and employee can maximize the benefits of seasonal work while contributing to the company’s growth year after year.

The Journey Begins

Building your dream team starts with a well-planned recruitment process that draws in the right talent. The first step in this process is to write a well-defined job description that clearly and concisely outlines the major duties, responsibilities, and expectations of the role.

“When hiring seasonal workers, speed and structure matter,” Keith Kakadia, founder of Sociallyin observed. “We’ve seen success with clients who run short, high-frequency hiring campaigns that clearly outline job length, role expectations, and growth potential — even if it’s temporary. Transparency upfront leads to stronger retention.”

Truth in advertising is especially important when presenting job opportunities to potential candidates, as misleading claims can lead to disappointment, distrust, and high turnover.

“One common mistake employers make is that they oversell the job — they don’t give candidates a clear understanding of what their expectations are and what the role entails,” Kaustubh Deo, president of Blooma Tree Experts said. “This can lead to somebody taking a job and being disappointed because it’s not what they thought it would be. I want candidates to really understand what the job is going to be like — the good, the bad, and the ugly. That way, they’re much more likely to stick around and learn how to do the job because it’s matching what was advertised.”

Building trust with candidates starts with painting the whole picture. Jorge Titinger, CEO of Titinger Consulting, recommended using storytelling elements in hiring campaigns to attract and engage high-quality candidates.

“I’ve seen success when companies go beyond traditional job descriptions and instead craft compelling narratives about the impact of the role, the growth opportunity, and the purpose of the company,” he shared. “I advise companies I work with to treat recruiting like marketing: articulate a value proposition, use storytelling, and engage candidates through multiple touchpoints.”

The Perfect Fit

The next step in a successful hiring campaign is taking the time to find out who the perfect person is and how they fit in with the company culture.

“When it comes to seasonal hiring, speed helps, but alignment is everything,” Daniel Wood, founder and director of DM Estate Staffing noted. “A lot of businesses rush to fill seasonal gaps, but they don’t screen for personality, learning style, or values.”

Lisa Tadewaldt, founder of Urban Forest Pro, concurred that there’s more to a candidate than what’s on their resume.

“We’ve found that prior seasonal experience is often overrated,” she opined. “Instead, we hire for attitude. We look for candidates who demonstrate common sense, persistence, a growth mindset, curiosity, and a genuine enthusiasm for learning. A cheerful, easy-going demeanor also goes a long way in a team environment. We can teach you how to do tree work, but we can’t teach you how not to be a jerk.”

Employers can find skilled job seekers in many places, though the talent pool will vary based on the employer’s target market and audience. Kristina Amerson, early talent specialist at The Davey Tree Expert Company, emphasized the value of partnering with organizations that connect employers with motivated individuals seeking hands-on experience and career growth.

“Establishing and maintaining strong relationships with our collegiate partners has been a highly effective strategy in attracting top talent,” she shared. “These partnerships allow us to consistently and authentically communicate our organization’s vision, mission, and values, which helps to introduce students and early talent candidates to [our company] brand in a meaningful way.”

Employers can further leverage their branding to showcase what the company stands for while attracting people who are looking for more out of their careers.

“I’ve seen first-hand how strong employer branding rooted in authenticity and not spin can elevate a company’s attractiveness,” Titinger remarked. “This includes being vocal about values, culture, diversity, and leadership philosophy. A company’s brand involves everything about the company, not just the logo or slogan, so be very mindful about your brand.”

Perks and Payoffs

The best hiring campaigns will make seasonal workers feel appreciated, valued, and willing to return while creating a culture of success that promotes loyalty, drives productivity, and draws in the very best talent.

“Talented people look for growth, autonomy, purpose, and flexibility,” Titinger clarified. “I’ve found that companies that clearly offer developmental paths, leadership opportunities, and meaningful work tend to retain top talent longer.”

Companies should consider the following factors when creating a successful short-term hiring campaign with long-term impacts:

Competitive Wages & Benefits

Because seasonal workers often depend on their earnings to sustain themselves during the off-season, employers who provide incentives like competitive wages, health benefits, paid time off, end-of-season bonuses, or relocation assistance can stand out in a competitive job market and reel in strong talent.

“When we are trying to attract high-quality seasonal workers, we try to offer not only competitive pay but also some extra perks that will make the role more appealing,” Tadewaldt said.

Career Advancement

Hyping up career advancement creates the precedence that seasonal work isn’t just a temporary fix, but an opportunity for a long-term career. Ben Richardson, director of Acuity Training, explained how spearheading career growth into the hiring process can lead to stronger employee commitment and retention.

“Providing seasonal workers with potential opportunities for growth within their seasonal roles is essential to help with retention and continued loyalty, as it builds a pool of staff that are available to employ year after year,” he affirmed.

Likewise, Deo highlighted the value of supporting employee growth through career incentives.

“One of the things we do is encourage folks to get their ISA Certification, and then we give people an agreed-upon raise. This encourages them to not only develop as an arborist, but also help build up our whole team,” he praised.

Professional Development

Professional development is a crucial part of the tree care industry, and businesses have ample opportunities to support their employees’ growth.

“Within the tree care industry, we’re lucky enough to have free or low-cost training opportunities available through different organizations, so employers can encourage their team to access various seminars, webinars, and conferences to build that professional development,” Deo noted.

In-house training sessions can also serve as an avenue for professional development. For instance, Davey Tree Expert Company hosts in-person regional intern workshops that focus on career pathways, company benefits, and hands-on training opportunities with designated trainers, giving interns a deeper look at the long-term potential within the company.

Company Culture

When workers feel welcomed, supported, and included in meaningful ways, they are more likely to be engaged and eager to contribute to the company’s success. Gestures like public recognition, positive feedback, and praise can go a long way in affirming a worker’s confidence in themselves and their employer.

“Even temporary employees want to feel like they matter,” Titinger acknowledged. “Invite them to team meetings, give them a voice, and show them how their work contributes to the mission.”

Path to Return

Most employers assume that seasonal workers will want to leave after their contract has ended, but this isn’t always the case. Companies who act early can increase the chances of rehiring or even converting part-timers into full-timers.

“I’ve seen success when companies provide a clear ‘path to return’ — whether that’s a fast-track for interns to full-time roles or re-hiring seasonal staff who performed well,” Titinger offered. “Make the potential visible and be clear about the expectations on performance and behavior so they know what winning means.”

No Train, No Gain

Bringing talent through the door is only half the battle. Employers must also give their workforce the tools and training they need to be successful on the job.

“A robust on-boarding process is essential to get new employees competent in our industry,” Titinger asserted. “The best companies I’ve worked with provide layered learning — a mix of on-demand digital content, structured learning paths, and real-time, project-based stretch assignments.”

Rather than leaving workers to “figure it out” on their own, businesses should invest in on-boarding practices that set the workers — and the company — up for success.

“We invest in their experience from the start,” Amerson explained. “Each year, [our] interns participate in a virtual orientation designed to introduce them to our company and set clear expectations before they begin their full-time, field-based internship. Throughout the summer, we offer monthly virtual intern check-ins where participants can connect with fellow interns, share their experiences, and hear directly from [company] leaders.”

Workers who are provided guidance and mentorship are also far more likely to have a strong affiliation with the business.

“Providing structured mentorship and training helps interns build meaningful connections and develop the foundational skills needed for a successful career in the green industry,” she added. “With a mentor who is genuinely invested in their growth and development as future leaders, interns are more likely to feel a sense of belonging and see themselves building a future with [us].”

Training managers also need to have definitive learning objectives so that seasonal workers aren’t just performing rote tasks, yet rather meaningful work that contributes to their learning and development.

“The best green industry internships we’ve helped promote don’t just hand someone a rake or clipboard — they give them a project,” Kakadia encouraged. “Something real to complete, show, and take with them. That’s how you turn seasonal help into long-term talent.”

Check In, Not Out

A good business is one that evolves with the needs of employees. If seasonal workers repeatedly cite a lack of career growth opportunities, feeling unaccomplished or unmotivated, or being given menial tasks and no real work, then employers should research further training, mentorship, or professional development opportunities to empower worker productivity and satisfaction. Businesses can gain valuable insights from their employees and better understand their needs by asking them a few thoughtful questions:

• Did you feel supported during your time here?
• Were you given enough opportunities to develop key skills?
• Did you experience any problems in communicating what you needed from us?
• What improvements would you like to see?

Reaching For the Stars

Much like the seasons, the nature of seasonal work is changing. What was once seen as a temporary solution is now evolving into a promising opportunity — one filled with hope, optimism, and the potential for a smart, long-term business investment. Companies willing to put in the time to strategically recruit, train, and retain high-quality workers not only attract the best and brightest, but they also build a strong, reliable team with long-term staying power. Words of wisdom can tell us that even though a summer job lasts one season, a championed worker can last a lifetime.

“It’s important to communicate how the skills gained during an internship can translate into long term career growth and serve as a meaningful entry point into the industry,” Amerson noted. “When recruiting early talent and interns, employers should look beyond the short-term and recognize the potential of these individuals as future leaders within the organization.”

About the Author

TJ Yurko is an ISA Certified Arborist® (PR-5403A), ISA TRAQ Arborist, and Certified Landscape Horticulturist Technician at his company, Tree J Consulting, where he advises clients on urban forestry and arboriculture best management practices and strategies for tree care operations.