Agribusiness HR Review – Report Released
Nearly 60% of U.S. ag companies and more than 46% of Canadian ag companies expect their workforce to increase in size within the next two years, according to the recently released AgCareers.com Agribusiness HR Review. The expectancy of business growth indicates an advantageous environment for employees working within agribusiness across North America. As employers search for ways to meet increased business demands, recruitment and retention efforts will take center stage.
The survey, conducted by AgCareers.com, highlights various strategies utilized in both large and small ag businesses alike to win talent. Altogether participants estimated as many as five thousand job openings would need to be filled in the next twelve months. Employee referrals and networks continue to be the top method of attracting prospective applicants in the U.S. (over 82%) and Canada (72.34%), commonly followed by the use of industry specific job board (i.e. AgCareers.com), college/university recruiting and corporate websites. Additional methods that are notable but unique to each country include social media sites and general online job boards. The use of social networks or social media to support recruitment efforts continues to increase in the U.S. The majority of agribusinesses in North America are now using social media and social networks for recruitment (the U.S. alone was over 67%). The number could easily be as high as 75% in the coming year, based on the projection of those planning to begin using these outlets. The top social media sites each country utilized were LinkedIn (U.S) and Facebook (Canada).
Roughly 43% of agribusiness companies plan to do more graduate recruitment in the next 1 to 5 years. This push for new graduate hiring was largely driven by the competition for talent in addition to career progression and succession planning. AgCareers.com also learned 71% of U.S. agribusinesses attracted new graduates through their formal internship program while another 59% utilized formal internship programs. Somewhat similar to Canada, a combined 59% offered either a formal internship program (29.79%) or student work experience (general/seasonal labor) (29.79%). Canadian agribusinesses also utilized on-campus recruiting at colleges and universities, 40%.
The majority of companies in North America shared they were able to compete against other employers for talent by primarily offering better benefits. Companies also indicated they are paying close attention to compensation. More than half of the survey participants had performed a compensation market study within the last two years; 40% of those had completed the review within the past twelve months.
Employees within agriculture typically saw increases between 2% to 3% in the last year. In addition, the majority of North American ag companies said some or all staff are likely to see increases in the coming year, (58% in the U.S. and 46% in Canada). Ag employers will need to continue to engage and motivate employees through a variety of ways including compensation, benefits, training and development, promotion, flexibility and beyond to retain high performers. More than 50% of North American ag employers have seen an increase in the female workforce over the last 5 years.
Want to know more about what other ag companies are doing to engage, retain and recruit? Find out in the full Agribusiness HR Review report:
Human resource managers and business leaders from over 135 agriculture companies participated in AgCareers.com’s ninth edition Agribusiness HR Review. The final analysis and resulting trends represent current HR practices for an estimated 250,000 ag employees across North America.
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