By Lori Culler
DTN Farm Business Adviser
Growing up on a farm myself, I know that a 9-to-5 work schedule is not an option on the farm during peak seasons. But finding hired help that matches an owner's workaholic habits isn't easy. In today's world, families really struggle to find work-life balance and fit the needs of both parents and children. In 1960, 70% of families with kids had only one income, meaning dad/husband usually was the sole provider. Now more than half of families have dual incomes, meaning both mom and dad work outside the home all the while trying to shuffle around kids and family time. It's no longer the option for one parent to work as many and as long of hours when they have to share duties with a working spouse.
How do "we" (the agriculture industry) offer current and future employees more support during those long-hour seasons? How do "we" attract, hire, and retain those all-star candidates who are looking for more structure while balancing their home lives?
Here's a common scenario I encounter as a recruiter. I wrap up a phone interview with a candidate, a go-getter offering all the signs of being a great employee. With experience growing up on a farm, a passion for the industry, elite mechanical skills and great communication he's the ideal hire. The problem lies in that he is looking for opportunities off the farm.
Unfortunately, this type of conversation is happening more and more. We are seeing a trend in strong candidates shying away from on-farm positions because of the long, highly unpredictable and demanding hours. With the rise in dual-income families, it's not a matter of people not wanting to put the work in, it's a matter of how can those hours fit their families.
These rock-star candidates and employees are simply looking for a way to "have their cake and eat it too." They want to be on a farm where they feel they belong, while having a more structured schedule offering them relief and support during those demanding times.
So, what's a farm to do? Technology and high-powered, larger equipment play a key role in operations now, requiring far less labor than in the past. However, the cyclical nature of our business is not going to change, nor is the demand for reliable employees. Fortunately, our approach to labor can.
Maybe it's hiring temporary/part-time employees to relieve your full-time employees during planting and harvesting. Farms hire seasonal truck drivers all the time to help haul grain in, but what about a temporary operator to relieve your full-time tractor drivers? Let's say you want hire some relief players: how do you go about finding a temporary employee who might fit the scenario?
A good place to look for an employee searching for a few hours of work would be to reach out to local retirees and college students. I have found that this particular pool of candidates fit perfectly with the work and hours that are needed during a certain time frame. It's a win, win. They want to work, but not be fully committed to a full-time, year-round position and they provide relief your full-time guys are looking for. Believe it or not, another great pool to tap into are employees who work full-time in other relatable industries, such as construction or manufacturing. Sounds crazy, right? But sometimes full-time work for their company might only entail 38 to 40 hours a week (four to five days) leaving them options and availability to earn more money. For example, they could work 10 to 12 hours a week providing your full-time staff with more leeway to be home with their families a few nights a week.
For finding these "relief" operators, we have worked closely with our AgHires clients on using social media advertising and other passive recruitment options. This attracts those candidates who aren't necessarily looking, but would be open to the idea. We also see farms paying a "premium" for these temporary fill-in roles to ensure they attract better talent.
Another option is to use H-2A programs -- the guest worker program through the government. It has gained increased popularity especially within the past five to 10 years with large produce operations, but we are seeing a trend in grain operations now utilizing H-2As for six-to-nine-month visits as well. These workers often come with the skill set and drive to work until the job is done.
At times, finding strong talent within the ag industry can be a struggle for many reasons. Times are changing and will continue to do so. It's our job as employers to be open-minded about these changes and offer solutions to employees. After all, they are the most important piece to your puzzle.
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Editor's note: Lori Culler grew up on a vegetable and grain farm and is the founder of AgHires (www.aghires.com), a national employment recruiting service and online ag job board based in Temperance, Michigan. Email lori@aghires.com and find other labor management tips under Resources at www.dtnpf.com
(MZT/ES/SK)
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