AgCareers US

& F

ood

Areer

uide

•

HEALTH & WELLNESS:

Work-life

balance, on-site facilities, gym

membership, vaccination programs,

employee assistance programs which

provide confidential counseling and

advice services.

•

COMPANY CULTURE:

The

atmosphere inside an organization.

Value placed on relationships vs.

products & services. Flexibility options.

•

VALUE THE POSITION BRINGS TO

THE EMPLOYER:

How the position fits

into the overall organization and what/

how you’ll contribute to success, how

performance will be measured,

recognition received.

•

EMPLOYER BRAND:

Employment of

industry experts, award-winners, and

high-achievers. Familiarity with the

employer’s brand, including product

and services, and general impressions.

What may be valuable to one person,

may be utterly unimpressive to

another. It’s vital for you to review all

possible employer offerings and

determine what’s really on your “must-

have list”.

Job offers are a legal document; think

carefully about it before signing on

the dotted line. You may be excited

and ready to accept right away, but

at least contemplate it overnight.

You may even ask for up to a week

to decide, but please be cognizant of

an employer’s timeline.

CONTINGENCIES

The job offer could include

contingent conditions or exceptions

that could arise if they discover find-

ings that might hinder your ability

to do the job. Examples of job offer

contingencies may include

background checks, motor vehicle

reports, drug testing, health

screening, reference checks,

employment verification, license/

certification obtainment, degree

completion, all as permissible by law.

AT-WILL

Don’t be alarmed if the

employer’s documents indicate

that you are being offered “at-will

employment.” The U.S. is one of only

a few countries where employment

is mostly at-will (with a few

limitations). At-will means your

employer can terminate you at any

time, for any reason, if it’s not illegal.

It also means that you can quit at any

time. This can seem a bit harsh to a

new job seeker, but just be aware

it’s part of the U.S. labor law in most

states.

This article is not legal advice and is for

guidance only. Check with your legal

counsel, U.S. Department of Labor, or

your state’s division of labor for the

most relevant and up-to-date

information.

An organization’s employee value

proposition goes beyond the minimums

to describe what that employer offers

if you choose employment at their

organization. You may be able to glean

an overall theme from the organization’s

mission and vision statement. The

employment value proposition may also

be shared in the job posting, on the

employer’s website, during the interview,

in an employee handbook, and/or in the

job offer. Employers could include the

following in their proposition of value to

potential employees:

•

ADVANCEMENT OPPORTUNITIES:

Career development plans, leadership

development and trainee programs,

coaching, promote-from-within.

•

SUSTAINABILITY & STEWARDSHIP:

Environmental initiatives, natural

resource conservation, meeting the

needs of a growing world.

•

DIVERSITY & INCLUSION:

Employee Resource Groups (ERGs),

affinity groups, veteran programs,

policies and training.

•

MENTORING:

Formal or informal

mentoring programs, pipeline for sharing

experience and knowledge with new

employees.

•

LIFELONG LEARNING:

Continued

education and training, tuition

reimbursement, scholarships, employee

development initiatives.

•

COMMUNITY SERVICE:

Time-off for

volunteering, company-wide initiatives,

nonprofit and charitable contributions,

social responsibilities, support of

humanitarian causes.

“WHAT YOU DIDN’T

KNOW ABOUT US:

WE LOVE POPCORN.

THERE’S AN

ENDLESS SUPPLY OF

COMPLIMENTARY

POPCORN AVAILABLE

FIVE DAYS A WEEK ON

THE 4TH FLOOR! OH,

AND COFFEE TOO!”

EXCERPT FROM AN

ACTUAL AGCAREERS.COM

JOB POSTING

CONSIDERING A JOB OFFER