Attracting top agricultural talent isn’t about flashy tactics or reinventing the wheel. It’s about getting the basics right. Whether you’re a family-run farm or a corporate agribusiness, standing out in a competitive market starts with a solid foundation. Let’s break down how you can get your job opportunities in front of the right candidates without overcomplicating things.
A digital presence that actually works
In an age where candidates check you out online before they even think about applying, your digital presence needs to be bob-on. An outdated website and a ghosted social media profile? Not going to cut it.
Make sure your website isn’t a relic from the early 2000s. It should be clean, easy to navigate, and have a career section that’s easy to find. Even if you’re a small operation, regular updates on social media can give a genuine look into your company’s vibe. Share stories about your team, celebrate milestones, and give a behind-the-scenes peek. The more authentic and engaging you are, the more you’ll stand out to potential hires.
Quick hits:
- Keep your website clean, modern, and mobile-friendly.
- Get your team sharing on LinkedIn. People like real people, not corporate fluff.
- Use social media to showcase the human side of your business.
Offer what candidates really want
Posting a job ad and hoping for the best? That’s old-school—and not in a good way. To attract the right talent, you need to know what’s the craic right now. Competitive salaries are a must, but in agriculture, perks like accommodation, flexible hours (where possible during off-season), and career development opportunities can be make or break.
Check your compensation packages and consider adding benefits that actually matter. So no, not the gym membership or free lunch— you’re going to have to take it up a notch. Depending on the role, maybe it’s accommodation (where you can swing it), mentorship that doesn’t feel like lip service, or a career path you can actually see. And for the love of all things transparent, be upfront about what you’re offering right from the start.
Quick hits:
- Know the market rates for your roles.
- Think beyond the salary—offer real perks and career development.
- Be clear about your full package—transparency builds trust.
Reputation; your best recruiter
In agriculture, your reputation can be what tips the scales in your favour when it comes to your hiring game. Word of mouth spreads quickly, so what’s the fuss about working for your company? If you’re not sure, it’s time to find out.
Gather feedback from current and former employees to improve your culture and polish your image. Forge connections with ag colleges and industry groups to become a company people aspire to work for.
Quick hits
- Collect feedback to improve your workplace culture.
- Build relationships with local ag colleges and industry associations.
- Let your employees be your best recruiters—happy staff attract more talent.
Target the right audience
Getting your job in front of the right candidates means targeting your efforts. Don’t just throw up a generic job listing and hope it lands. Focus on regions, skills, and experience levels that align with your needs.
Use local job boards and industry-specific platforms to reach the right people. Tailor your job descriptions to the skills you need and attend industry events to meet top talent face-to-face.
Quick hits:
- Post on industry-specific job boards and local platforms.
- Tailor job descriptions to the exact skills you’re looking for.
- Network at industry events to find and recruit top talent.
That’s a wrap
Attracting agricultural talent isn’t about gimmicks or grand gestures. It’s about getting the basics right—strong digital presence, competitive offerings, stellar reputation, and targeted recruitment. Nail these fundamentals, and you’ll be in a prime position to attract the right talent and keep your business thriving.
Ready to break new ground? Step forward with March.
