Harvesting Talent

Finding reliable farm labor is a challenge these days. Worker shortages combined with hiring competition means that growers need to stand out. So, what can growers do to attract engaged, productive employees who are in it for the long haul?

Be Specific When Recruiting

Be sure to write a job ad that’s really tailored to the job you’re trying to fill, rather than grabbing something that’s “close enough” from the internet. Anyone who reads your job post will get a sense of your personality and the overall vibe of your operation, so let that shine through when you write it.

To begin, write down a list of the job duties. Be sure to also include:

• Physical requirements of the job
• Requirements for prior training or experience
• Job schedule
• Hourly pay or salary range (This is especially important in a competitive job market.)

Consider Pay and Benefits Perks

Competitive pay is a given. If you don’t know the going rate or range for the role you’re trying to fill, research salary benchmarking data or consult industry surveys to gauge how competitive you are. This doubles as a good opportunity to review other financial impacts on your operation, including:

• What your costs and cash flow are
• When your labor needs are greatest
• Whether one full-time or two part-time hires would best meet your needs

You might also consider how perks like meals, housing, transportation or flexible scheduling could help stretch the payroll. Extras like these also make employees feel valued, often resulting in a stronger connection to the operation.

Post the Job in Unexpected Places

When you’re ready to post the job, think outside the box. AgCareers.com and AgHires.com are good options for some roles; also share the job description with FFA chapters, college career service offices, Reddit posts, Slack groups and X.com.

Other high visibility ideas include:

• Post a “We’re hiring!” line prominently at the bottom of every page on your website (if you have one) and link it to the job description.
• Call out the job post on your LinkedIn and other socials media accounts.
• Invite employees to share openings with their networks if they’re comfortable doing so.

Spreading the word the old-fashioned way has its place, too: Word of mouth and flyers on bulletin boards are still solid options to ensure all your bases are covered.

Prep for the Interview Process

Once you’ve identified your candidates and set up interviews, review their resumes and make notes of specific questions you’d like to ask. The interview should be held in a quiet place where both of you can focus on getting to know each other. Do your best to ask questions that prompt a story or example, rather than just yes or no. Active communication will be important on the job, so it needs to start in the interview.

Some sample interview questions are:

• Can you describe any previous experience you have working on a farm?
• What interests you about this type of work?
• Tell me about a time you had to solve a problem on the job. What steps did you take?
• Are you comfortable working outdoors in all kinds of weather and handling physically demanding tasks?
• How do you prioritize your work when there are multiple tasks to complete?
• Can you give an example of how you’ve worked as part of a team?
• What steps do you take to ensure safety on the job?
• Have you operated any farm equipment or machinery before? If so, which ones?
• How would you handle a situation where you noticed something unsafe or out of place?

Make the First Day a Success

You’re almost at the finish line. You’ve made an offer, your choice of candidate has accepted, and you’ve agreed on a start date. Now, prepare them for a good first day by following up with information they may not have thought about asking for.

You can email the information and include workplace basics like where to park, what to wear and where they can leave their lunch and belongings. Provide clear instructions on what documents to bring on the first day, a general outline of orientation and training activities and worksite policies.

On their first day, greet new employees promptly and warmly. Introduce them to other workers and family members. Treat each new employee with respect from the very beginning, and you’ll both be off to a good start.