The document discusses effective strategies for recruiting and retaining employees in the agriculture industry. It notes that 50% of the current agriculture employee base will retire in the next 10 years, decreasing the available workforce. Additionally, agriculture degree graduation rates are falling while industry consolidation has pushed some out of agriculture jobs. The document provides tips for improving recruitment, such as clearly defining job requirements and candidate expectations. It also stresses the importance of making a company seem like an attractive career opportunity during interviews to attract top candidates. Overall, the document advocates developing a strong employee value proposition to outweigh the costs for candidates to leave their current positions.

1. 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

2. Hiring and Retention: No Simple
Solutions
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

3. Surviving The Storm
• www.croplife.com
• Click on Webinars in
top bar
• Available On Demand
(links at bottom)
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

4. 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
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

5. 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

6. A failure to plan, is a plan to fail
Recruiting 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
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

7. Interviewing: A Hiring Prevention Plan?
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

8. 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?
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

9. 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
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

10. Employee Value Proposition
Why Should I Work For You?
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

11. Weighing The Decision
Candidates 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
-Better Supervisor
Examples of Cons
-Strong Growth potential
-Compensation
-More Challenging opportunity
-High number of senior mgrs.
-Better Incentives or Benefits
-Succession Plans
-Relocation cost
-Averse to change
-Family / community
-Intra company dynamics
-Unknowns cause concern
-Cost of Living differences
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

12. 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
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

13. 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
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

14. EVP Homework
1. 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?
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source

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by Ag1Source
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16. Mark Waschek
Office: (620) 327-0341
Email: markwaschek@ag1source.com
Website: www.ag1source.com
The most trusted and reliable recruiting firm in the agriculture industry
© 2013 Ag 1 Source