competitive compensationIt seems that the world of recruiting is growing increasingly competitive. Because of this more competitive environment, employers are finding themselves in a constant race to up the ante to attract and retain employees. Preliminary results of the 2017-2018 Agribusiness HR Review found that attracting and retaining talent is the current top concern of human resource professionals. The top two methods for combating the ever-increasingly competitive recruiting world is by offering better benefits and higher compensation. Competition for talent means more than offering a bigger paycheck and ice cream on Fridays. In the compensation and benefits arena, employees are interested in a total package of salary and benefits that reward them for the job done, incentivize them to do more, and are offered a solid benefits package.

 

Other insights provided from the HR Review noted that the most common months for reviewing salaries are January and December and increases are commonly implemented in January. As it is already October, now makes the perfect time to start planning how your company plans to compete for today’s talent. Of course, before determining what you will offer, it is important to take closer look at your compensation strategy, or develop one if you haven’t already. Determining what and why you will offer a certain compensation and benefits plan is essential to successful execution. In addition, knowing which benefits and compensation tactics excite your employees can make the difference between a successful compensation and benefits program and an unsuccessful one.


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Published on October 20th, 2017

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delegationThe subject of delegation makes me think of the two distinct reactions that tend to occur in people who are delegating work. The delegator is either ready to shove something off of their plate as quickly as they can, because they can’t get to it (or simply don’t want to), or they are completely blocking any progress in the true transition of the work, because they don’t want to let go. So, before we can dive into the six steps of delegating, I think it’s important to understand the “why” of successful delegation. Check out these two loosely translated definitions of Delegation for a better illustration:

 

Wikipedia: Delegation is the assignment of any responsibility or authority to another person to carry out specific activities.

 

Leadership Training Course: Delegation is giving staff the freedom and authority to handle certain specific matters on their own initiative – with the confidence that they can do the job successfully.

 

Ouch, did that second portion of the leadership definition strike a chord? There is a big difference between true successful delegation and simple task allocation. If we want to successfully delegate, creating an enriching experience all around, we should focus on that second definition. So let’s dive in:


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Published on October 17th, 2017

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Kristi Sproul Education & Marketing Specialist AgCareers.comKristi Sproul, AgCareers.com’s Education and Marketing Specialist, recently joined AgCareers.com this summer. She works from a home office in Western Oklahoma.
 
What do you do on a day-to-day basis in your role with AgCareers.com?
 
I really get to do a wide variety of projects which is exciting and keeps my days interesting. Within a day I may work with University Partners in promoting their online master’s programs, write content for blogs or newsletters, help promote AgCareers.com resources to targeted audiences or assist in building the framework for market research projects.

 

What do you enjoy about working with AgCareers.com?
 
My coworkers’ level of talent really makes the job enjoyable. I am fortunate to work with a team that is goal-oriented, solution-focused, and eager to deliver valuable resources to job seekers and employers.


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Published on October 13th, 2017

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handling an office romanceWorking late, during happy hour after work, over lunch, or a by-chance meeting outside of the office. You never know when or where an office romance may bloom for employees in your organization. While nothing is sweeter than two people finding their meant-to-be, an organization stands to possibly suffer from budding love.

 

While you may wish your staffers well, inevitably issues can creep in. Negative implications could quickly arise in the form of rumors, gossip, that leads to perceived favoritism, partiality, and bias. It doesn’t take much to lead someone down the thought path to discrimination. There could be loss of productivity, protocols and processes could be compromised. The company could suffer from the absence of both employees during family vacations and events. What happens when one of the two ends the relationship? How do they continue to do their jobs and remain cordial?


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Published on October 5th, 2017

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military talentIt’s no secret that the relationship between agricultural employers and military professionals and veterans could improve. AgCareers.com is continually working toward that with our Ag Warriors program and committed Ag Warrior employers. We also look forward to holding our first Military Virtual Career Fair on November 9 and invite all employers to attend to converse with and recruit military veterans and professionals. In the meantime, a look at AgCareers.com’s 2016 survey “Veterans and Military Professionals in the Agricultural Workforce” reveals interesting findings that agricultural employers may take into consideration to attract military talent.

 

Attracting Military Talent in Agriculture

 

  1. 1.Understand a veteran’s capabilities. 70% of veterans surveyed wished agricultural employers better understood a veteran’s capabilities when hiring and working with them. Military professionals and veterans come ready to work with characteristics including leadership, accountability, and discipline (top three responses according to veterans). Digging deep into a veteran’s past experiences can be the key to a great hire and a successful relationship with future military candidates.
  2.  


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Published on October 3rd, 2017

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recruiters and marketers

Guest Blogger: Helen Eagleton

 

Recruiters and marketers may seemingly have very different job functions. However, in the same way that a marketer must sell a company’s products or services, a recruiter may be able to sell a job opening to a talented candidate.

 

With this in mind, a recruiter may focus his or her efforts on cultivating top skills and habits that are necessary for success in the marketing field as well. These are some of the top areas that both marketers and recruiters can equally improve on.
 

Habit Number 1: Putting the Candidate First

 

Just as a successful marketer needs to focus on satisfying the needs of the customer, a successful recruiter must understand and satisfy the needs of a job seeker to be successful. In addition, marketers usually conduct thorough research to learn why consumers are drawn to some products, and recruiters also need to research job seekers to determine what they are looking for in a new position.

 

In both of these areas, professionals must work actively with people and determine what they need in order to be successful in their positions. More than that, they both need to actively put another person’s interests ahead of their own for optimal success. Finding the right talent may not be easy, but things can get easier if you are capable of viewing things from the candidate’s perspective.


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Published on September 21st, 2017

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Meet Chris McLoughlinChris McLoughlin recently joined AgCareers.com as an Inside Sales Representative for Western Canada, Australia, and New Zealand. He works from the Guelph, Ontario office.

 

What do you do on a day-to-day basis in your role with AgCareers.com?

 

I reach out to current and perspective customers by both phone and email to make sure that they understand the benefits and value they get when posting jobs with us and I drink a lot of coffee.

 

What do you enjoy about working with AgCareers.com?

 

The people I work with are amazing and make coming into work each day a breeze. Being a small part of helping people reach their potential in their chosen careers is a great feeling.

 

What advice would you give to employers using AgCareers.com for the first time?

 

Make sure that your ad has enough information about what your company does, what the role entails and what you are offering your potential employee. The more information you can give a job seeker about what the job involves and what is expected the more informed applicants you will get.

 


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Published on September 19th, 2017

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7 deadly hiring sinsRecruitment seems like such an easy thing on the surface. It’s as simple as Jim Collins writes in his book Good to Great, right? “Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” Well anyone who’s been responsible for hiring the right talent into the right roles for any length of time will tell you it’s certainly not as easy as it sounds. Here are a few deadly hiring sins to be conscious of.
 

The Seven Deadly Hiring Sins

 
Hiring Sin #1: Don’t just find a warm body.
 
We’ve all been there; your department is running so lean you can barely keep up, and then your most reliable team member puts in their notice or goes out on an unexpected medical leave. The urge to get your team some relief by just filling that hole with the first willing person that comes along can be overwhelming, but DON’T do that. The wrong hire will cost you triple in time and effort, and it won’t be long before you feel more buried than you were to start with.


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Published on September 13th, 2017

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parental leave in canadaIn Canada, new mothers are entitled to 17 weeks maternity leave and up to 35 weeks parental leave (Canadian government has plans to extend leave up to an optional 61 weeks of parental leave at a lower rate). Mothers who do not take maternity leave and all other new parents are entitled to up to 37 weeks parental leave. Employees on leave have the right to continue participation in certain benefit plans, continue credit for length of employment, service and seniority. In most cases, employee must be given their old job back at the end of pregnancy or parental leave.
 
This is a significant amount of time to be away from the workplace, and not without its challenges. Here are some tips for parents returning to work after pregnancy and/or parental leave:
 


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Published on September 8th, 2017

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employee drug testing marijuanaDo a simple internet search of “marijuana and the workplace” and you’ll likely find differing advice for each given year and state. Staying up to date on the latest news regarding marijuana in the workplace is a daunting task for any employer. As if the amount of information isn’t overwhelming enough, many sites offer conflicting information, making the task even more discouraging. What’s an employer to do when a once very black and white issue now seems so gray?

 

What to Do: Marijuana & Drug Testing

 

1. Check with your legal counsel. To ensure correct application of laws surrounding marijuana in the workplace, always consult with your legal counsel. As each state is different, your legal counsel will be able to give you the most relevant and up to date information.
 


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Published on August 24th, 2017

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