Agriculture professionals from in and around the Kansas City area gathered on April 3, 2019 in Overland Park, Kansas to discuss their top talent acquisition challenges. The peer networking group was compromised of 23 representatives from 18 different companies of all sizes representing 16 different industry types. The diverse atmosphere and backgrounds made for a great conversation about the challenges each company faces daily when it comes to recruitment.
Among the numerous topics that were discussed in each group, 3 key issues rose to the top. Retention, Remote Locations & Transportation and Career Pathing. While some of the organizations participating differed in industry type, they could all relate with these topics.
It’s no surprise that this topic quickly rose to the top for each representative. As we talked through this issue, many suggestions were given, and experiences were shared. Several shared the use of their employee dashboards. These technologies allow employees to take training classes, set yearly goals and communicate with their manager or supervisor. Other specified technologies were also introduced that allow manufacturing training, job qualification and even interview training for supervisors.
Mentor programs were popular among the conversation as well. Pairing entry-level employees or interns with a long-time employee or supervisor kept retention rates at 92% for one company. These types of programs allow the new employee to adapt to the company culture and give them a sense of acceptance and belonging they may be looking for.
What’s the most discouraging aspect of the job application process? Crickets! Candidates said, “no response from employers” was the most likely cause of a negative experience. Digging deeper into employers’ responsiveness in the 2018 Candidate Experience Survey, AgCareers.com asked candidates how often employers notified them about the receipt of their application. Unfortunately, one-third of respondents said they “rarely” or “never” heard from employers with a confirmation receipt indicating follow-up.
When a company doesn’t respond to an application, we asked candidates how this impacts their decision to apply for future openings with that company; the clear majority (87%) indicated a company’s lack of response was likely to impact their decision. Forty percent said a company’s lack of response made them very unlikely to apply to future openings.
And who’s more affected by lack of response? We found that employed candidates, passive candidates, and those that took longer to apply were significantly more impacted by a lack of response to their application materials.
It seems that the list of HR policies is ever-growing. While some workplace policies are mandatory, some workplace policies can be put into places as the result of an added benefit offered to employees. If you are considering adding a new benefit that is “off the wall” in nature, there are a few fun options you might consider.
Flexible Working Hours Policy
A flexible working hours policy allows employees the creativity of deciding which hours within the day fits their schedule best. Often times, a flexible working hours policy will contain core hours in which the employee must be at work or working and allows them the flexibility of when they will complete the rest of their work week. This policy can be great for locations with longer commutes or high traffic areas, allowing employees to maximize their day.