Sometimes you want to be the company everyone is talking about, sometimes you don’t, but if you are hoping to build your workforce with the best and brightest – you do! Especially when the venue is college campuses during recruiting season and the chatter is positive! Working a career fair booth and seeing a line of students who want to talk to your company representatives can be a warm and fuzzy moment for anyone who works in recruiting, however, that line doesn’t form overnight. Building a strong campus brand takes time, creativity, some financial investment, and more time. Then there is maintenance, but that is an entirely different post! Here are 5 ideas to help your company begin the process of building an on-campus brand.
Guest Blogger: Jen McKenzie, Business Freelancer
Bringing in strong employees is only the first step to making your business thrive. You also have to keep those employees happy within your company. Great employees leave all the time, and it’s not always due to pay or benefits. Interested in learning more about employee retention? Read these five tips to avoid employee turnover.
Why Worry About Employee Turnover?
According to Glass Door, employers report that it can take up to 52 days to fill an open position. That’s almost 2 months where other employees are having to pick up the slack for the missing worker. It’s time that your business isn’t operating at peak efficiency, and you’re likely spending time advertising and interviewing candidates.
Increase Employee Retention
There are certain things you can do to increase employee retention and almost none of them have to do with providing more money for employees. The most common strategies provide a competitive benefits package like a savings plan for retirement or a great health insurance plan. High employee turnover is a hit to the morale for the entire company, and it should be avoided at all costs.
Guest Blogger: Megan Karlin, Agriculture Future of America Marketing & Communications Manager
When it comes to whether or not your company should invest in Agriculture Future of America, I definitely have a biased opinion. However, when it comes to making the most of your relationship with us, I have the inside scoop.
For very nearly five years, I’ve immersed myself in listening to and telling AFA’s story. I’ve interviewed partners, participants and anyone else who would give me a few minutes. I’ve seen what works and what does not.
As I said, I’m biased when it comes to the question of financial investment; so, for the remainder of my time with you, let’s assume you do. That’s the first thing I would tell you. When you partner with AFA, you have a stake in the game. You’re committed to pursuing the opportunities I’ve outlined below. The first, of which, is to connect with our students.
Grit – of the business buzzwords, it ranks supreme. It exemplifies qualities that make the difference when it comes to getting the job done, no matter what.
How do we find employees that have grit, that will push through difficult times and not lose focus or passion for the tasks that lay ahead? The go-to answer has been to ask behavioral questions regarding grit. The better solution is to recruit candidates where the experiences on their CV can be taken at face value to be synonymous with the coveted quality. Key among these: international development work.
Despite decades of progress towards worker rights and protections, discrimination continues to be an issue in many workplaces across the country. To deal with discrimination in the workplace, we first need to understand what it means, who it affects, and what can be done about it.
Typically, in the United States, discrimination in the workplace refers to actions and decisions that negatively affect individuals or groups of people for reasons such as race, sex, pregnancy, religion, national origin, disability (physical or mental, including HIV status), age (for workers over 40), military service or affiliation, bankruptcy or bad debts, genetic information, and citizenship status (for citizens, permanent residents, temporary residents, refugees, and asylees).
For most people, work is an inescapable reality. People work because they have to, not necessarily because they want to. Yes, there are “dream jobs”, but most people don’t work there. Yes, there are “high paying” jobs, but a lot people don’t work there either. For everyone else who gets up early and pushes through a tough day at work for average pay, a little recognition from their boss from time-to-time can go long way.
There are so many easy ways to positively recognize employees. Many employers use formal recognition programs for employees, including recognition for years of service, bonuses for exceptional performance, employee of the month honors, etc. But there are also plenty of simple informal employee recognition methods that are actually easier to apply and maintain – starting with your attitude.
Being a black cloud at work rains on everyone’s day. Saying good morning, or simply smiling as you enter your workplace gives your employees a sense of well-being, and reinforces that they are in a safe and friendly environment. Come in with a scowl on your face and make no effort to say hello, well, you can guess how your employees feel about that.
Speak in front of a crowd? No problem. Clearly articulate an issue? You got it. Work efficiently as a team? Consider it done.
No matter the task at hand, FFA members have been equipped with the skills necessary to thrive in the workforce. Through hands-on classroom experiences and leadership development conferences, FFA members are provided with opportunities to explore careers in the agriculture industry and interact with other FFA members from across the nation. It doesn’t take long after interacting with FFA members to realize that they are poised and professional. They conduct themselves with respect and confidence, often making them stand out amongst their peers.
Guest Bloggers: Allan Gray, director of Purdue University’s Center for Food and Agricultural Business and MS-MBA in Food and Agribusiness Management; Professor of Agricultural Economics; Land O’Lakes Chair for Food and Agribusiness; and Jennifer Stewart-Burton, Content Marketing and Social Media Manager for the Center for Food and Agricultural Business
Advanced degrees are good for people. They help individuals become better thinkers and problem solvers and develop networks along the way.
And that’s good for business.
After all, a company is no more than a collection of people. The only way for a company to get better is to support the improvement of those people. Human resources professionals, especially, hold influential positions when it comes to employee development. Not only can they benefit from going back for advanced degrees themselves, but they also can influence other employees to do the same.
With that in mind, here are the top five reasons why human resources professionals should consider going back to school or encourage their employees to seek advanced degrees.
This is a very important time in the agriculture industry. Among the challenges of feeding a growing population, there is also a need to attract and retain a global and diverse workforce. Many may ask, “Why is diversity recruitment important in agriculture?” The answer lies in the changing dynamics of our country that is playing a direct role in changing the face of agriculture.
First, our nation’s population is becoming more diverse. In 2014, The US Census reported that this is the first time in our nation’s history that more than 20 million children under five years old living in the US and 50.2% of those were minorities. Further, the total minority population is expected to rise to 56% by 2060. In addition to the growth of the minority population, many of the agricultural colleges across the country have an increased enrollment of women. There are many talented individuals from non-traditional backgrounds that can contribute to the creativity and innovation of our industry. If we are going to fulfill the many jobs available in agriculture, feed the world, and sustain our existing resources, we must be open to diversity and willing to recruit, develop and retain diverse talent.
Guest Blogger: Shannon Latham, Vice President of Latham Hi-Tech Seeds
Women are changing the ag landscape. They’re bringing new ideas to the workplace, whether their place of work is the home office or the board room. While women have varying needs and priorities depending on their stage of life, “flexibility” seems to be the one job perk that transcends the ages (as seen to the l from the left AgCareers.com “Gender Roles & Equality in Agribusiness” survey).
Flexibility was certainly key when I was a developing young professional. I was working full time at an advertising agency while pursuing my MBA in the evening. Honestly, I was overwhelmed. I was a newlywed, who had recently purchased her first home and started a new job. I felt additional stress when I was traveling for work or needed to help pitch new clients. I also was stressing about the amount of homework that needed to be done each week.
Thankfully, my boss was a great mentor. He had empathy and offered a solution by giving me permission to flex my work hours. That way I could finish my homework before coming into the office, so once I got to the office my attention wasn’t divided. I was able to focus 100% on my client work, and as a result, my billable hours actually went up! My productivity increased when I was working (writing) from home without any interruptions. I felt good about what I was accomplishing. When a person feels good about what she’s doing, she does a better job!