The Christmas and New Year’s Holidays can be a great time for employers to sow seeds for spring harvest. Consider this – employee referrals consistently rank in the top 3 as effective sources of recruiting talent (might include link here to our HR Review). Senior Leadership within organizations should keep this in mind as Q4 comes to an end and do all they can to help their top talent end the calendar year motivated and in a positive frame of mind. Give your top talent something to talk about over the Holidays – especially if the organization plans to recruit new talent in the coming months. Below are a few ideas for business leaders to consider in exceeding staffs’ expectations:
Do you have hard-to-fill roles in agriculture? There are many factors that a job seeker considers when searching for a new career or looking at companies that they wish to work for. It is also realistic to acknowledge that some jobs are easier to fill than others. Whether it is location, hours, or the job description itself, many roles can be difficult to fill due to a lack of interest from potential candidates. So, what can be done to make these roles more attractive?
In this situation, you need to sell yourself as a company that a candidate would want to work for. While you do need to be specific about the job role, responsibilities and location, focusing on your employer brand and what you offer outside of the basics is extremely important. Target the candidates you are seeking and speak their language. Why would someone want this job? Tell the candidate what’s in it for them.
It’s probably safe to say that traditional employee benefits such as retirement plans, healthcare/insurance, and vacation/holiday time have evolved to “expectations” – meaning that all prospective employees today expect standard benefit offerings. If you are an employer and you have competitive standard benefits, chances are you are always on the lookout for potential employee “perks” that could enhance your employer brand and employee loyalty. Below are some popular employee perks that are receiving high marks by talent today.
Once you have hired an employee and relocation will be required, there are many actions an employer can take to make the transition go smoothly for them. Employees who are moving have a big challenge ahead of them, and much of what goes on in their lives in the weeks or months to come has little to do with their new job. Moving is mentally, emotionally, and physically challenging! The way you support the relocation is an opportunity to assure the new hire that they made the right decision to join your team, makes them feel valued, and commences a smooth onboarding process. Here are some things to consider:
Help the new employee see the pros of the relocation over the cons. Be enthusiastic in all your communications regarding the new hire coming on board. Help them see the new opportunity as professional advancement and the overall long-term value of the relocation.
You won’t find very much information on the AgCareers.com website about our Partnership Program. That’s because we don’t promote it like a product offering. In fact, we don’t promote it at all. It is designed as a true Partnership model, where an employer and AgCareers.com partner up to form an effective relationship. We make it a priority to understand recruitment strategy and the measurement of success before we even begin discussing the potential for an employer to participate at the Partnership level.
So what is the Partnership Program exactly? The AgCareers.com Partnership Program is the best way to connect with active and passive candidates within the ag and food industries. The core structure of the program allows employers to take advantage of unlimited job postings and resume database access; prime real estate for those jobs and employer brand; as well as the ability to customize recruitment strategy with additional resources only available to our Partner employers. So how do you know if your company would be a fit for the program? Answering “yes” to some of the following questions could mean that it might be worth exploring becoming an AgCareers.com partnership client:
Shelby McArthur serves as AgCareers.com’s Western United States Account Manager. Hired in June 2015, she works out of a home office in McArthur, California.
What do you do on a day-to-day basis in your role with AgCareers.com?
I manage the job board sales and partnership clients for the Western region. I really enjoy working with all of our clients and really strive to give them the best customer service possible. I pride myself on a quick response time and try to be as punctual as possible.
What do you enjoy about working with AgCareers.com?
I love that I get to work and build relationships with clients from all aspects of the industry. I love working for the company as a whole. It has a great family dynamic and I love working with all the team members.
What advice would you give to employers using AgCareers.com for the first time?
Sit down and take some time to review the site. Get to know the different aspects of it and register an account. There is a lot more to the site than just the job board. Really dive in and look around. Sign up for the Talent Harvest blog as well and feel free to contact representatives with any questions. We love to answer questions from those interested in using the site.
