Colorado Spruce Planting Instructions


-How to Plant a Colorado Blue Spruce Tree-

1. Find the Right Location
When you search for the perfect spot in your yard to plant your tree, keep these facts in mind: on the average, a Colorado Blue Spruce tree grows to be 35 feet high and 15 feet across. It grows best in moist, nutrient-rich, but well-drained soil. This type of evergreen prefers full or partial sun. It doesn’t grow well in shade.

2. Dig the Hole
To plant your Colorado Blue Spruce tree, you’ll need to dig a hole that’s three times the width of its rootball. The hole will need to be deep enough so when you plant the tree, the top of the rootball will be level with the surrounding ground.

3. Plant Your Tree
When you plant your Colorado Blue Spruce tree, center it in the hole. Fill the hole back up with the soil you dug out and level the top out. Then, water the tree lightly and place a couple inches of mulch around its base. The mulch will help keep the soil moist while it’s getting established in its new location.

-How to Care for a Colorado Blue Spruce Tree-

1. Water Your Young Tree Once a Week in Dry Weather
Mature Colorado Blue Spruce trees are pretty resistant to drought. However, in dry weather, you’ll need to water your young tree once a week to keep the soil moist until it’s established.

2. Prune Your Tree in the Early Spring
One fine characteristic of the Colorado Blue Spruce tree is that it doesn’t normally require pruning. The only pruning you’ll need to do on this slow grower is to remove any dead branches in the spring.

3. Fertilize in the Spring and in the Fall in Its Third Year
According to experts, Colorado Blue Spruce trees shouldn’t be fertilized for the first two years after you plant them. For the first two years, these trees need to grow their root systems. Fertilizing them stimulates top growth which they don’t need yet. Established Colorado Blue Spruce trees should be fertilized in the spring after it has started growing again. And, again in the fall after the tree has stopped growing.


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Our September Newsletter

No more summer, no more sun, nothing left, but run, run, run!!

Welcome back everyone! The beginning of September has always been a time of renewal and change… and the realization that all the planning and scheming of the first 8 months now needs to pay off.

Some say that these next four months are the only ones that really count… it’s a sprint ’till year end. But for any smart hiring manager or great HR department this is the time when the pressure to hire can make for sloppy decisions. One point that can help in good hires is an awareness of something called the “fundamental attribution error.”

If you haven’t heard of this then you may be hiring the wrong people, for the wrong reasons.

In a recent article by Anna Secino for “Working Knowledge”, Article link, the online magazine for the Harvard Business School, she interviews Francesca Gino (Associate Professor), who was part of a research study asking why businesses hire candidates solely on past job performance. They discovered that companies hire people who have done a job successfully in the past and assume that they must be able to do the job they need to fill in the future. But is it correct to assume that past performance guarantees future success?

“Across all our studies, the results suggest the experts (recruiters and hiring managers) take high performance as evidence of high ability and do not sufficiently discount it by the ease with which that performance was achieved”.

Any agency or corporate recruiter will tell you this has been going on since the dawn of time and probably for a couple of understandable reasons. We like people who are successful. We need to make quick decisions. Detailed, in-depth questions may look like stalling. Or, we take the easy way, knowing that we can always CYA by saying “They looked good on paper.”

The fundamental attribution error allows for a recruiting team to hire people by believing too much in what’s on a piece of paper. Don’t believe the hype and don’t let the pressure of the next four months affect your diligence. Good hires take time and lots of questions – if you’re not doing this is your 3rd party agency? Now that is a good question!

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Networking – A Professional Recruiters Point Of View

Thoughts on networking from a professional recruiter

Three times a week I speak with someone who has lost their job. Although I am sure that this is a function of the current economy, after 16 years of recruiting you can just imagine how many people that I have counseled on job search and getting over the pain of losing their job and moving on.

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5 Tips to Consider When Being Downsized

It hits like a ton of bricks. Until you or someone close to you has been let go from their job you can’t describe the feelings or the pain it causes. It is a huge blow particularly to your ego and it is scary. Most people will experience this at least once in their career and the older you get or the longer you were with the company, the harder it hits you.

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Competing Big or Small in Commercial Real Estate

Competing Big or Small
If you are part of a smaller Commercial Real Estate firm competing against large Global organizations, these tools and data services will make you stand out in the crowd. Although all of the large Global firms are implementing these and many other tools, change is slower and involves far more time to adapt. Planning the right blend of the right tools and data is relatively straightforward. Executing this for a team of 20 is relatively straightforward. Implementing for a global team of 1,000 or 5,000 is substantially more complex and timely.

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