I feel like there is this broken record playing – we are struggling to recruit due to lack of available talent. The 2018 – 2019 AgCareers.com Agribusiness HR Review reports that 71.43% of participating agribusiness said that their most concerning human resource matter was competing for talent and recruiting difficulties. Also, the HR Review reports that companies plan to increase their graduate recruitment due to competition for talent. We know we have challenges when it comes to finding talent and while many employers have some efforts around retaining talent, those that are focusing and developing retention strategies to combat this are more likely to have success because they have the people to do the work. Focus on keeping the people that we currently have. Simple, right?
It is a job seekers market and companies are getting creative with ways to recruit your top-quality employees. When we talk about this topic, most go straight to compensation. Yes, a lot of movement can happen due to compensation, but it isn’t the only factor to retention.
Tiffany Tomlin, a junior at Iowa State University in Ames, Iowa, joins the marketing staff, also based in Ames, for the summer as our marketing intern. Tiffany is an agricultural education major and participates as a member of the ISU Livestock Judging Team.
What do you do on a day-to-day basis in your role with AgCareers.com?
Every day I get the opportunity to work on a variety of tasks with the AgCareers.com team. Some highlight items that I am currently working on include internship surveys, Career Profile extensions, promoting the 2019 HR Roundtable, and writing content for blogs, newsletters, and the Ag and Food Career Guide.
What do you enjoy about working with AgCareers.com?
I enjoy having the freedom to take the lead on a wide variety of tasks. Through this, I am getting valuable experiences outside of what I would get in the typical classroom while having the help of the friendly AgCarees.com team when needed.
What advice would you give to employers using AgCareers.com for the first time?
Be as active on the site as possible! It is a great resource to find the perfect fit for your job opening.
Dress code in the workplace can be a tricky topic. Whether you work for a large or small company, you have most likely addressed this subject at one point or another. Questions surrounding this topic that may come up include, how do we decide what the dress code is? Or, why is a dress code important?
The dress code is established based on the kind of work your organization does and who/what they will be encountering every day. The dress code may change from day to day depending on your activities, but each organization should create a baseline for their employees. Here are a few reasons why dress codes in the workplace are important.
We spend a third of our day at work, so if we are experiencing mental health issues at home, they are sure to be present in the workplace as well. We all have a responsibility to support employees and create a healthy working environment.
1. Management sets the stage. Organizations have a great opportunity to positively affect a host of issues, including employee mental health. At a high level the management team is responsible for setting the tone for creating a positive environment. For example, if management regularly complains about employees being out for routine check-ups or personal matters, an employee is likely to feel less comfortable for taking time off to address mental health related issues. Employees should feel they have the support of management to address mental health concerns.
2. Resources and ease of access. Aside from creating an environment of support, providing employees with an employee assistance program (EAP) is a valuable resource. This type of program can help employees deal with stressors, personal issues, substance abuse, and many other issues. If you provide an Employee Assistance Program (EAP), make the information readily available and ensure managers are aware of the resource as well. In some instances, FMLA or a leave of absence may also be helpful, and management should have policies and procedures in place.