What is the best way to fill current and future labor needs on your farm? Never stop recruiting, says Richard Hadden, a leadership consultant at Contented Cow Partners.
“Strike the words ‘we don’t have any current openings’ from your lexicon and your website,” he says. “Always keep a line in the water, and you’ll be far less likely to get caught short on talent the next time.”
If you are struggling to find employees, Hadden provides these ideas:
1. Reach out to boomerang hires. These are the people who left you for what they hoped would be something better. It wasn’t. Get them back.
2. Reconnect with runners-up. You might not have hired someone on the first round, but now they might not be looking so “second place.” Make them an offer.
3. Target your recent retirees. Maybe retirement wasn’t what they’d hoped for? They’ve still got some years left to give, and they’re perfect in so many ways, Hadden says. They know the job, the people, the culture.
4. Adjust your job requirements and preferences. Did you make your job filters so restrictive a described candidate doesn’t exist? “I’m not saying lower your standards; I’m saying make them realistic,” Hadden says. “Be willing to hire and develop potential. We might not have the luxury of a ‘ready-made’ candidate these days.”
5. Ask for referrals during a new employee’s first week. This is when they are excited, so you have the best shot at great candidates.
6. Work on your website. Look at your “jobs” section through the eyes of a prospective employee, Hadden suggests. Highlight your farm’s brand and mission. Include video testimonials from happy employees and put, in writing, why they should consider your job.
7. Make your job postings fun. Most of them are boring. What will make someone apply?
Find 25 employee evaluation questions that will increase retention for your farm.
