Advantages of Hiring a Specialist for Agribusiness

Farm work is a demanding role for only the most diligent candidates. And selecting the farm workers is among the most important decisions farm owners make. Getting the right people for your farm job is vital for you because workers that are willing to take instructions and do a variety of tasks around the farm are crucial to your business success.

So how can you select the best candidates for the job? Whether you are looking for a farm worker, driver, laborer, or horticulture expert, a farm labor specialist can offer a cost-effective staffing solution that suits your agribusiness needs. Here are some of the reasons why you could use a farm labor specialist when looking to recruit for permanent, temporary, and contract farm work vacancies.

1.     Knowledge of the agribusiness market

The best farm labor recruitment agency will know the ins and outs of the agribusiness markets and can give you or your hiring team insight into what is happening. These specialists know the available farmworkers, where they are and how to reach out to them, current hiring complexities, and available skill-sets.

If other agribusinesses are struggling to fill the same position as you, they will be able to advise you on alternative solutions. The best farm labor recruitment agency can act as your partner and collaborator, and still be your eyes and ears in the agribusiness market.

2.     Extended reach

Some skilled candidates are difficult to find. They may be selective or passive. If these candidates don’t see themselves working for you, then the chances are that they may have a great relationship with trusted specialist recruiters in agribusiness.

Even if the farmworkers are not currently active, there is a big chance that a good specialist will know who these candidates are and how to reach them. Specialists have several networks and can leverage these networks to help connect you to the candidates with experience and range of skills you require. Many of these people may be off the radar of your hiring team.

3.     Fill Jobs, not interview openings

A lot of farmworkers may not be good matches for the position; hence you will spend a lot of time assessing, filtering, communicating, and matching the candidates. When talking about a bad candidate experience, it is usually the applicant’s experience that is being referred to. You may not have the teams and time to run through the matching process. Using a specialist means that you see only candidates that have already been selected to match the role you are looking for and are worthy of your consideration.

4.     Help with employer business

Big agribusiness invests a lot of money and time in developing their employer brand, but several small agribusinesses don’t have the same resources. If you decided to work with a reputable specialist, they would give potential candidates the right insight into your agribusiness – what it is like to work at the farm, and the feel for the culture.

If you closely partner with specialists and let them spend time on your farm, and get to know how you make things work, then the specialists will be able to represent you well. If a candidate checks your agribusiness out on social media or searches for people who used to work with you, then a farm labor specialist should be able to help sort any issue that may arise.

5.     Access to important key skills

One of the main reasons that agribusiness firms give for hiring a specialist is to gain short term access to important agricultural skills. With the shortage of skilled farm workers potentially limiting agribusiness growth, it is not surprising that employers are taking this seriously. Specialists could provide an opportunity to bring in experienced, qualified help on such short notice. These solutions are flexible and are usually important for a long-term agribusiness project.

6.     Trial and Snare

If an important member of your agribusiness is taking a medical or family leave, of course, you have no choice but to hire a temporary candidate to fill their spot. Consider using this as an opportunity to screen candidates for another vacancy you need in your company. If the candidates are good workers, willing, and work well with the rest of the crew, you might even want to cross-train the temps during the short term to see if they will be a good fit.

If you have a position that takes more than 30-60 days trial period to train, then a temp or perm might be a good fit for you. In some cases, it can take a long time to see if a candidate is a right fit for your opening. And with temp or perm, you will have a longer trial period and, in the instance, they don’t work out, just call the specialist, and they will do the firing part.