The problem seems straightforward—you need someone to do the job, whether that be milk cows, feed cows, feed calves or more. Insert COVID-19 and labor shortages now into the picture and the answer to fill those vacant positions seems pretty complex.
Connecting those looking for work with those looking for workers in the agriculture and food production industries, AgHires says that employers should look at filling a vacant position with more strategic planning, which can positively impact a business’s long-term goals.
“With farm labor being so limited nowadays, it’s understandable why so many feel the need to go with the first option they find,” says Ryan Young, chief revenue officer with AgHires.
However, Young advises against going with the first option, as it could end up being the wrong candidate and end up causing more problems than results. Instead, AgHires offers actionable tips for navigating the agricultural recruiting process to help choose the right farm employees.
Understanding Your Long-term Goals
Doing so will allow you to determine the key qualities and skill level potential hires will need for the present and any future projects coming down the pipeline. Determine how a new employee will contribute to making your business’s long-term goals happen. This will allow you to set realistic goals for the hiring process and clear expectations for the candidate’s responsibilities.
Reassess Your Needs
The hiring process is truly a valuable time to step back and evaluate the grand scheme of your operation. “While you might think you have a clear understanding of what the job entails, it’s best to start from scratch,” Young says.
Outline Qualities and Requirements
Outline the ‘must-haves’, skills and knowledge a potential hire must possess to be successful in the role. However, don’t base your decision on technical skills alone. Depending on the responsibilities of the job, you’ll want to list any soft skills that can help a candidate thrive in the position.
Survey Current Employees
Current employees can offer relevant perspectives to what the job entails and to what specific skills are required to perform the job well. “Unless you’re a super hands-on manager that works alongside your farm workers, there are likely aspects of the available position you don’t know,” says Young. “Your employees will be able to fill in the blanks and point out any prudent requirements you’re overlooking.”
Set Clear Expectations
Dairy farming is a job unlike any other and it can be stressful during certain times of the year. Young states that you would be doing your farm workers a major disservice if you don’t set clear expectations from the start.
“Make sure you’re completely transparent and straightforward about what the candidate’s daily responsibilities will be and how that will fluctuate throughout the year. Be extra clear about what they should expect for the especially busy weeks during the season.”
Employee Retention
Farm Business Management Educator with Michigan State University Extension, Dr. Stan Moore, shares research that outlines 27% of farm employees did not receive a praise in the last 15 days. “When we hand out mostly negative feedback, we are missing the opportunity to give them the positive feedback they need,” Moore states.
When handing out a paycheck, Moore says employers have an opportunity then to say something positive to their employees. “Most employees receive a paycheck every two weeks, so this is an opportunity to increase positive feedback delivery to employees.”
When giving effective feedback, Moore says employers should be:
- Sincere
- Personal
- Timely (Catch them in the act of good performance.)
- Consistent (Recognizing all employees, not just a certain group.)
- Specific
Research shows lack of feedback in the workplace can be interpreted by the employee as negative feedback. “Sometimes we make things up in our mind when we don’t hear positive feedback,” Moore notes.
The labor shortage problem is neither straightforward nor a simple fix. Utilizing a more strategic approach to the labor recruitment process, as well as positive feedback to retain current employees, can both help keep your labor running more smoothly.
Moore, along with California dairy producer, Roger Herrera, owner of two 2,500-cow dairies at Ahlem Farms in Hilmar, will present, “How to Become the Employer of Choice” during MILK Business Conference. For more information or to register for the conference, go to MilkBusinessConference.com.
