Info ag 2013

Hiring The Best

Effective Strategies For Recruiting and Retaining High Tech Employees

The most trusted and reliable recruiting firm in the agriculture industry© 2013 Ag 1 Source

Hiring and Retention: No Simple Solutions


Surviving The Storm

• www.croplife.com• Click on Webinars in

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(links at bottom)


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Why Is Recruiting So Difficult?• 50% of the agriculture employee base will

retire in the next 10 years--Baby Boomers• The graduation rate of Ag degrees for Ag jobs is

decreasing at 3% per year• The consolidation in Ag Business and farm level

economics from 1996-2005 have pushed many people out of Ag—We probably won’t get them back


Where Do You Start?

Improve your recruiting, and you will increase your retention

The most trusted and reliable recruiting firm in the agriculture

industry© 2013 Ag 1 Source

A failure to plan, is a plan to failRecruiting Process• Know who you are looking for• Agree on “must haves” vs “nice to

haves”• Determine the performance

objectives• Resume describes the “what” and

where, so focus on the “how” • Define the expectations of the

role (1 month, 3 months, 1 year, 5 years) – what is considered success?

Interview Process• Define your process before

you start the search• Who will be involved• Defined timeline• Set candidate expectations


Interviewing: A Hiring Prevention Plan?


I wonder if this company can provide

me the growth opportunities

I seek?

I wonder if this candidate will give me

the Return on Investment I seek?


Interview to Win• Remember – Top candidates don’t need your job• Create a culture where interviews are treated as

recruitment opportunities• Management team is fully engaged • Job descriptions are Career Opportunities vs. a

boring list of what you “have” to do• Focus on Impact, Opportunity, and Challenge• Communicate, communicate, communicate


Employee Value Proposition

Why Should I Work For You?


Weighing The DecisionCandidates will join a company when – the value of the

opportunity outweighs the cost of staying with their current career position – as much as 30% value total

Examples of Pros Examples of Cons-Better Supervisor -Relocation cost-Strong Growth potential -Averse to change-Compensation -Family / community-More Challenging opportunity -Intra company dynamics-High number of senior mgrs. -Unknowns cause concern-Better Incentives or Benefits -Cost of Living differences-Succession Plans


Anticipate Their Thoughts• The Value of a new position must hold some level of

Improvement in quality of life AND an Advancement of their Career

• See the position through the “candidate’s eyes” – there is safety (lower risk premium) in not making a change

• Limit the impact of the Cons where possible• Help your candidate see the total Value


High Impact – Low Cost Rewards• Increasing Paid Time Off• Investing in the Company• Tuition Assistance• Health and Wellness benefits• Pay for Performance Culture• Flexible Work Arrangements• Adding Creature Comforts: Snacks, Rec facilities, meals,

convenience services• Furnishing community activity tickets and certificates• Weekend “Staycation” rewards


EVP Homework1. What will make your organization stand out

in the crowd?2. How can you make coming to work for you a

easy decision?3. What will make it a difficult decision to leave

your organization?4. Does improving #2 enhance #3?


Search CropLife for articles written by Ag1Source to learn more

Mark WaschekOffice: (620) 327-0341

Email: [email protected]: www.ag1source.com


mailto:[email protected]

http://www.ag1source.com/

Economy & Finance

Info ag 2013