The document discusses recruiting and retention strategies for businesses in agriculture. It notes that 50% of the agriculture employee base will retire in the next 10 years as baby boomers leave the workforce. There is also limited supply of potential employees in rural areas and a decreasing number of graduates with agriculture degrees. The presentation recommends focusing on retaining current employees by improving internal communication, developing career paths, and emphasizing growth opportunities. It also suggests recruiting passive job seekers by highlighting the future impact, challenges, and opportunities a role provides rather than just listing job requirements.
This document discusses strategies for recruitment, retention and succession planning for employers. It notes that 50% of the agriculture employee base will retire in the next 10 years. There is a shortage of qualified candidates with agricultural backgrounds. Retention is key to succession. Building a strong bench of existing employees and reducing turnover is important. Effective internal and external communication is essential for retention. Hiring should focus on a candidate's potential performance and behavioral characteristics rather than just skills and experience.
Ag 1 source becoming a destination employer - kalmbach presentation draftAg 1 Source
The document discusses strategies for companies in the agriculture industry to address challenges in hiring and retaining employees. It outlines how demographic and economic shifts have created a "perfect storm" with an aging workforce and fewer qualified candidates. The presentation provides recommendations for companies to become "destination employers" by focusing on assessing candidates thoroughly, promoting their value proposition, improving recruiting efforts, and implementing strong onboarding programs. The goal is for current employees to refer to the company as the best place to work and for future employees to see it as the ultimate career destination.
Ag 1 source becoming a destination employer finalAg 1 Source
This presentation discusses how to become a destination employer by focusing on hiring, retention, engagement, onboarding, recruiting, and communication. It recommends having strong onboarding and communication programs to support hiring and retention. Retention is increased through engagement strategies like ensuring employees understand how their roles contribute to company goals. Recruiting is improved by promoting career opportunities and enhancing assessment processes. Overall, the presentation emphasizes the importance of seeing all areas as interconnected and focusing on employee needs for trust, hope, worth and competence.
This document discusses challenges in hiring and retaining employees in the agriculture industry. It notes that 50% of the agriculture workforce will retire in the next 10 years as Baby Boomers retire. There is currently a limited talent supply in rural areas and decreasing graduates with agriculture degrees. The document provides suggestions on how companies can become destination employers, including improving hiring, onboarding, and employee engagement to attract and retain top talent.
The document discusses strategies for becoming a destination employer through effective hiring, onboarding, and retention practices. It notes that the agriculture industry faces a shortage of qualified workers due to an aging workforce and declining graduation rates. It also discusses challenges in recruiting and retaining employees. The document provides recommendations around assessing candidates, defining target employees, improving the hiring process, developing strong onboarding programs, and focusing on continuous recruiting, communication, and engagement to boost retention.
Resume and job search strategies v5 externalRob McIntosh
The document provides strategies for job searching, resume writing, and interviewing. It recommends tailoring resumes to specific job postings, using keywords from the job description. It also suggests researching companies online, being prepared to discuss strengths and qualifications, and following up job applications with phone calls to the hiring manager. The document gives tips for online searching, networking, and getting noticed on social media to improve job prospects.
This document discusses strategies for recruitment, retention and succession planning for employers. It notes that 50% of the agriculture employee base will retire in the next 10 years. There is a shortage of qualified candidates with agricultural backgrounds. Retention is key to succession. Building a strong bench of existing employees and reducing turnover is important. Effective internal and external communication is essential for retention. Hiring should focus on a candidate's potential performance and behavioral characteristics rather than just skills and experience.
Ag 1 source becoming a destination employer - kalmbach presentation draftAg 1 Source
The document discusses strategies for companies in the agriculture industry to address challenges in hiring and retaining employees. It outlines how demographic and economic shifts have created a "perfect storm" with an aging workforce and fewer qualified candidates. The presentation provides recommendations for companies to become "destination employers" by focusing on assessing candidates thoroughly, promoting their value proposition, improving recruiting efforts, and implementing strong onboarding programs. The goal is for current employees to refer to the company as the best place to work and for future employees to see it as the ultimate career destination.
Ag 1 source becoming a destination employer finalAg 1 Source
This presentation discusses how to become a destination employer by focusing on hiring, retention, engagement, onboarding, recruiting, and communication. It recommends having strong onboarding and communication programs to support hiring and retention. Retention is increased through engagement strategies like ensuring employees understand how their roles contribute to company goals. Recruiting is improved by promoting career opportunities and enhancing assessment processes. Overall, the presentation emphasizes the importance of seeing all areas as interconnected and focusing on employee needs for trust, hope, worth and competence.
This document discusses challenges in hiring and retaining employees in the agriculture industry. It notes that 50% of the agriculture workforce will retire in the next 10 years as Baby Boomers retire. There is currently a limited talent supply in rural areas and decreasing graduates with agriculture degrees. The document provides suggestions on how companies can become destination employers, including improving hiring, onboarding, and employee engagement to attract and retain top talent.
The document discusses strategies for becoming a destination employer through effective hiring, onboarding, and retention practices. It notes that the agriculture industry faces a shortage of qualified workers due to an aging workforce and declining graduation rates. It also discusses challenges in recruiting and retaining employees. The document provides recommendations around assessing candidates, defining target employees, improving the hiring process, developing strong onboarding programs, and focusing on continuous recruiting, communication, and engagement to boost retention.
Resume and job search strategies v5 externalRob McIntosh
The document provides strategies for job searching, resume writing, and interviewing. It recommends tailoring resumes to specific job postings, using keywords from the job description. It also suggests researching companies online, being prepared to discuss strengths and qualifications, and following up job applications with phone calls to the hiring manager. The document gives tips for online searching, networking, and getting noticed on social media to improve job prospects.
EC Chemistry (ECCH) journal publishes peer-reviewed open access articles in all the arenas of chemistry that includes inorganic chemistry, organic chemistry, biological chemistry, physical chemistry, analytical chemistry, environmental chemistry, industrial and engineering chemistry, nanochemistry, computational chemistry, pharmaceutical chemistry, phytochemistry and all the relevant topics. The journal desires to publish quality articles in all the thirst areas of chemistry.
Trent gave a bizarre DevOps talk covering a range of topics including his background in Linux systems administration, MySQL DBA work, and web startups. He discussed challenges with poor communication between different groups like developers and vendors or operations. He also touched on issues like space shuttle-style releases, hiring more operations staff, and challenges of large organizations exhausting local developer talent pools. His overall message was the importance of effective communication across contexts when delivering technology.
This document summarizes the key findings of the 2013 Social Media Sustainability Index, which analyzed how 475 global companies communicate sustainability efforts through social media. It found that nearly half of companies now have social media channels dedicated to sustainability, up significantly from past years. However, most companies do not have a clear understanding of their sustainability audience and struggle to describe sustainability. It also found that while some large consumer brands have potential to influence sustainable living through social media, most do not discuss sustainability through their brand accounts.
Toward strengthening social resilience a case study on recovery of capture fi...Zulhamsyah Imran
This document discusses social resilience in fishing communities in Aceh, Indonesia after the 2004 tsunami. It analyzes the role of indigenous institutions in recovering fisheries livelihoods and strengthening social resilience. The study examines a case study of fisheries recovery programs in Krueng Raya Bay. Indigenous leaders called Panglima Laot Lhok played an important role in governing fishing communities and facilitating aid distribution, helping to rebuild livelihoods. Collaboration between community organizations, government, and NGOs both strengthened and weakened social networks, impacting social resilience. The research assessed tsunami impacts on fisheries and analyzed the role of institutions in recovery efforts to support sustainable resource management.
Identificación de los peligros y la valoración de los riesgos en Seguridad y Salud Ocupacional según la Guía Técnica Colombiana GTC 45
Riesgos físicos, químicos, Biológicos y ergonómicos y sus técnicas de prevención
The document discusses the Catholic sacrament of Holy Communion/Eucharist. It describes Communion as receiving the body, blood, soul and divinity of Jesus during Mass. The rituals include bringing gifts to the altar, presenting and breaking bread. To receive Communion one must be free from mortal sin and prepare through prayer. While non-Christians cannot receive it, they can be present and pray for unity.
Analysis of banking risks and the role of insurance indu (1)anglo99
The document discusses risks in the banking industry and how insurance can help manage them. It outlines various risks banks face like credit risk, liquidity risk, and interest rate risk. It then describes policies the insurance industry provides to banks, such as theft insurance, fidelity insurance, and credit insurance, which help banks transfer some risks. The document concludes that banks should work with insurers to properly manage risks through insurance mechanisms in order to prevent problems that could lead to distress or failure.
Sentences with Adverbs of Time Prepared by Miss Chin
1. Yesterday, we washed the flag because there was a stain on it. 2. I have read the history of our country before. 3. We have just put up the Jalur Gemilang in front of our house. The passage discusses sentences containing adverbs of time such as yesterday, before, just, later, soon, still and examples of activities done in the past, present and future related to Malaysia's flag and national anthem.
This document discusses Islamic law perspectives on modern clothing styles. It examines concepts of dress in Islam, current fashion trends, and the impacts of modern attire. Islamic rulings regarding contemporary clothing are also presented.
Cenário Botafogo, Lançamento Mozak, Apartamentos no Rio, 2 quartos em Botafog...Suely Maia
CENÁRIO BOTAFOGO
Único edifício com 16 unidades de 2 quartos com vagas cobertas distribuídas em 4 pavimentos tipo. Medindo entre 80m² a 90m². Edifício com subsolo, térreo, garagem e 4 tipos. Terá ainda 2 lojas comerciais e 2 elevadores.
Poucas unidades !
Grande oportunidade na zona sul.
Informações e Vendas: (21) 98247-5035
Texas Agricultural Cooperative Council PresentationAg 1 Source
This document discusses various recruitment and retention strategies for businesses. It outlines challenges such as a shortage of college-educated workers and retiring baby boomers. It recommends strategies to reduce turnover like improving communication, training, and career development opportunities. It also suggests targeting passive job seekers, focusing on performance over skills, and promoting the business as a destination employer through internships and community involvement.
This document summarizes a presentation on recruitment and retention strategies for businesses facing challenges hiring and keeping employees. It discusses how the agricultural labor market will see shortages in the coming years due to retirements, fewer students majoring in agriculture, and increased competition for skilled workers. The presentation provides strategies for businesses to "weatherproof" themselves including reducing turnover by focusing on employee satisfaction, streamlining hiring to find the right cultural fits, developing employees, and establishing a strong employer brand to attract top talent. It emphasizes the importance of communication, knowledge transfer within companies, and leaders who champion continuous internal recruiting.
EC Chemistry (ECCH) journal publishes peer-reviewed open access articles in all the arenas of chemistry that includes inorganic chemistry, organic chemistry, biological chemistry, physical chemistry, analytical chemistry, environmental chemistry, industrial and engineering chemistry, nanochemistry, computational chemistry, pharmaceutical chemistry, phytochemistry and all the relevant topics. The journal desires to publish quality articles in all the thirst areas of chemistry.
Trent gave a bizarre DevOps talk covering a range of topics including his background in Linux systems administration, MySQL DBA work, and web startups. He discussed challenges with poor communication between different groups like developers and vendors or operations. He also touched on issues like space shuttle-style releases, hiring more operations staff, and challenges of large organizations exhausting local developer talent pools. His overall message was the importance of effective communication across contexts when delivering technology.
This document summarizes the key findings of the 2013 Social Media Sustainability Index, which analyzed how 475 global companies communicate sustainability efforts through social media. It found that nearly half of companies now have social media channels dedicated to sustainability, up significantly from past years. However, most companies do not have a clear understanding of their sustainability audience and struggle to describe sustainability. It also found that while some large consumer brands have potential to influence sustainable living through social media, most do not discuss sustainability through their brand accounts.
Toward strengthening social resilience a case study on recovery of capture fi...Zulhamsyah Imran
This document discusses social resilience in fishing communities in Aceh, Indonesia after the 2004 tsunami. It analyzes the role of indigenous institutions in recovering fisheries livelihoods and strengthening social resilience. The study examines a case study of fisheries recovery programs in Krueng Raya Bay. Indigenous leaders called Panglima Laot Lhok played an important role in governing fishing communities and facilitating aid distribution, helping to rebuild livelihoods. Collaboration between community organizations, government, and NGOs both strengthened and weakened social networks, impacting social resilience. The research assessed tsunami impacts on fisheries and analyzed the role of institutions in recovery efforts to support sustainable resource management.
Identificación de los peligros y la valoración de los riesgos en Seguridad y Salud Ocupacional según la Guía Técnica Colombiana GTC 45
Riesgos físicos, químicos, Biológicos y ergonómicos y sus técnicas de prevención
The document discusses the Catholic sacrament of Holy Communion/Eucharist. It describes Communion as receiving the body, blood, soul and divinity of Jesus during Mass. The rituals include bringing gifts to the altar, presenting and breaking bread. To receive Communion one must be free from mortal sin and prepare through prayer. While non-Christians cannot receive it, they can be present and pray for unity.
Analysis of banking risks and the role of insurance indu (1)anglo99
The document discusses risks in the banking industry and how insurance can help manage them. It outlines various risks banks face like credit risk, liquidity risk, and interest rate risk. It then describes policies the insurance industry provides to banks, such as theft insurance, fidelity insurance, and credit insurance, which help banks transfer some risks. The document concludes that banks should work with insurers to properly manage risks through insurance mechanisms in order to prevent problems that could lead to distress or failure.
Sentences with Adverbs of Time Prepared by Miss Chin
1. Yesterday, we washed the flag because there was a stain on it. 2. I have read the history of our country before. 3. We have just put up the Jalur Gemilang in front of our house. The passage discusses sentences containing adverbs of time such as yesterday, before, just, later, soon, still and examples of activities done in the past, present and future related to Malaysia's flag and national anthem.
This document discusses Islamic law perspectives on modern clothing styles. It examines concepts of dress in Islam, current fashion trends, and the impacts of modern attire. Islamic rulings regarding contemporary clothing are also presented.
Cenário Botafogo, Lançamento Mozak, Apartamentos no Rio, 2 quartos em Botafog...Suely Maia
CENÁRIO BOTAFOGO
Único edifício com 16 unidades de 2 quartos com vagas cobertas distribuídas em 4 pavimentos tipo. Medindo entre 80m² a 90m². Edifício com subsolo, térreo, garagem e 4 tipos. Terá ainda 2 lojas comerciais e 2 elevadores.
Poucas unidades !
Grande oportunidade na zona sul.
Informações e Vendas: (21) 98247-5035
Texas Agricultural Cooperative Council PresentationAg 1 Source
This document discusses various recruitment and retention strategies for businesses. It outlines challenges such as a shortage of college-educated workers and retiring baby boomers. It recommends strategies to reduce turnover like improving communication, training, and career development opportunities. It also suggests targeting passive job seekers, focusing on performance over skills, and promoting the business as a destination employer through internships and community involvement.
This document summarizes a presentation on recruitment and retention strategies for businesses facing challenges hiring and keeping employees. It discusses how the agricultural labor market will see shortages in the coming years due to retirements, fewer students majoring in agriculture, and increased competition for skilled workers. The presentation provides strategies for businesses to "weatherproof" themselves including reducing turnover by focusing on employee satisfaction, streamlining hiring to find the right cultural fits, developing employees, and establishing a strong employer brand to attract top talent. It emphasizes the importance of communication, knowledge transfer within companies, and leaders who champion continuous internal recruiting.
The document discusses effective strategies for recruiting and retaining employees in the agriculture industry. It notes that 50% of the current agriculture employee base will retire in the next 10 years, decreasing the available workforce. Additionally, agriculture degree graduation rates are falling while industry consolidation has pushed some out of agriculture jobs. The document provides tips for improving recruitment, such as clearly defining job requirements and candidate expectations. It also stresses the importance of making a company seem like an attractive career opportunity during interviews to attract top candidates. Overall, the document advocates developing a strong employee value proposition to outweigh the costs for candidates to leave their current positions.
2013 State of the Union: The Critical Importance of Hiring & Retaining Employ...Greg David
1) Hiring top talent in today's competitive market requires innovation in job design, a structured hiring process, and constant monitoring of retention strategies.
2) Engaging and developing employees so they feel their work is meaningful is critical for retention, productivity and the bottom line.
3) Improving the candidate experience through clear and responsive communication throughout the hiring process can turn candidates into brand ambassadors and improve future hiring.
The document discusses strategies for recruitment and retention in businesses. It notes challenges like an aging workforce, lack of college-educated workers, and high turnover. To address these, the summary recommends reducing turnover by understanding why employees leave, focusing on an employee's future growth over skills, and becoming an attractive "destination employer" with competitive benefits, training programs, and a strong culture. Hiring should emphasize job performance and fit rather than just qualifications to attract and retain the best talent.
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
The document provides an overview of the Michael Page organization and its 2013 Information Technology Salary Guide. Michael Page is a global recruitment firm with over 5,500 employees in 34 countries. The salary guide provides salary ranges for IT roles in the United States across senior management, mid-level, and contract positions. It also discusses trends in the IT market in 2013, noting continued demand for specialized skills and an opportunity for firms to upgrade workforces. The document aims to provide accurate salary data to help both companies and individuals understand compensation in the IT industry.
Bob Ferguson
Director of Network and Business Development at True Market Solutions
Co-chair of the Fairfield Go-Green Commission
Member of the board of Clean Economy Solutions
Bob has a varied background as a business and community leader. In addition to running his family’s Shaklee business, he is Director of Network and Business Development at True Market Solutions. He co-chaired the Fairfield Go-Green Commission, and serves on the boards of Clean Economy Solutions, The Orpheum Theater and the What If? Foundation. He’s happily married to Sandra, and the proud father of four and grandfather of two. His personal interests include classical guitar performance, tennis, gardening, cycling, practicing and teaching Transcendental Meditation, and thinking about how human beings can return to a state where they function as harmoniously as a tree.
Millennials (a.k.a. Generation Y, or those born between 1982-2004 ) now comprise the largest generation in the workforce. In fact more than a third of all American workers today are Millennials.
You’ve probably already hired Millennials and will be hiring more. But don’t expect them to stay long. Millennials are twice as likely as 30-somethings to leave a job after just three years, and this gap will only widen with age.
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.
Why Should We Keep Evolving Candidate Experience? Launchpad
We talk about the impact - both positive and negative, of incorporating technology into the recruitment process and take a crystal ball to predict how things will move forward over the next 5 - 10 years. Not quite futurology - more like a 'realistic prediction'!
Three key insights about what high tech professionals in the US and Canada want from recruiters:
1. 65% of high tech professionals are passive candidates, meaning they are open to new opportunities but not actively job searching.
2. The top three factors that would entice high tech professionals to accept a new job are better compensation, improved work-life balance, and ability to make an impact.
3. When first contacted by recruiters, high tech professionals want to understand why the recruiter believes they are a good fit for the role.
Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.
The webinar covered:
> 5 actions to help you build a winning candidate experience.
> How to use talent analytics to drive your recruitment strategy forward.
> How to manage candidate expectations?
> The benefits of providing exceptional candidate care.
The document discusses strategies for businesses to survive challenges in recruiting and retaining employees. It notes a "perfect storm" is approaching as the labor supply shrinks due to fewer applicants with agricultural backgrounds, aggressive competitors, high retirement rates, and high employee turnover. To weatherproof organizations, the document recommends reducing turnover, streamlining hiring, becoming flexible employers, and establishing a destination workplace culture focused on employee development, engagement, and satisfaction over compensation.
This document provides insights from a study of over 10,000 job changers on LinkedIn about why and how people change jobs. Some key findings include:
1) The top reason people change jobs is for career opportunity/advancement. Appeal to career growth when recruiting.
2) 1 in 3 job changers changed careers entirely, so don't dismiss career changers and look for transferable skills.
3) Referrals are the top channel people use to discover new jobs, so invest in employee referrals for recruiting.
4) Candidates' top obstacle is not knowing what a company is like to work for, so showcase your talent brand to attract candidates.
Developing Talent Acquisition Strategies for the Fully - Employed40hrsvn
- 79% of the fully-employed professional workforce in North America are satisfied or very satisfied with their current jobs, though only a slight increase since 2010. However, job seeking activity has not decreased and more are actively looking or open to new opportunities.
- Despite high job satisfaction levels, 55% of very satisfied and 90% of satisfied employees would consider changing jobs for the right opportunity. Retention of all employees, but especially high performers, could become an issue if the economy strengthens.
- In order to attract and hire passive candidates, companies need recruiting strategies tailored to candidates' career zones and long-term career needs, rather than relying solely on job descriptions and standard hiring processes designed for active job seekers.
The document discusses how video technology is positively impacting recruiting. It begins with a speaker from Launchpad Recruits, Kirstie Kelly, who has over 15 years of experience in recruitment, hospitality, technology, branding and communication. She will discuss how behaviors are changing with increased video usage, how that impacts recruiting, and whether the changes are good or bad for recruiters and businesses. She will also explore how recruiters and companies can benefit from these technological developments.
Claymore Partners Memorial Day 2015 Executive Talent Survey Resultsslandberg
- A survey of 312 executives found that 70% reported their employers are selectively or significantly increasing executive hiring in 2015, the highest level since 2009, with the strongest hiring planned in industries like consulting, consumer finance, health insurance, and banking.
- The functional areas demonstrating the most growth in executive hiring are sales, compliance & risk management, and consulting/professional services.
- Networking/referrals and LinkedIn were viewed as the best sources for executive jobs, while Facebook and job boards were seen as the worst sources. Retained recruiters and contingency recruiters together were viewed as the second best source after referrals.
The document discusses trends in the UK pensions industry labor market based on surveys. It finds:
- Hiring intentions remain resilient as most employers plan to increase or maintain headcounts despite some economic uncertainty.
- Employees are increasingly changing roles for career progression or higher pay as the market remains buoyant with opportunities.
- Salary remains the top motivation for changing roles, though benefits like flexibility and bonuses are also highly valued.
- Skills shortages exist, especially for experienced candidates, creating upward pressure on salaries in some in-demand fields like technology.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
10. Today’s Younger Employees
•
Fewer Have Direct Agricultural
Backgrounds.
(UC Davis Claims Less Than 5% In The College Of Ag Have Ag Backgrounds.)
•
•
•
•
Since 2005, more Ag Background
Students Are Returning Back To
Their “Baby Boomer” Parents’ or
Grandparents’ Operations.
Student Population Is Now Almost
60% Female - 40% Male: Complete
Reversal From 5 Years Ago.
Gap in mid-career employees –
about 35-50 in age
Fewer are married – commitments?
The most trusted and reliable recruiting firm in the agriculture industry
11. The Current Ag Talent Perfect Storm
Ag Background
Applicants
Total Labor
Supply
Aggressive
Competitors
Retirements
Turnover
The most trusted and reliable recruiting firm in the agriculture industry
20. Candidate Decision Process
28%
Super Passive
Major Life Change
40%
15%
9%
8%
Explorers
Tiptoers
Searchers
Networkers
Hunters &
Posters
Career Move
Better Job
Good Job
Lateral
Any Job
Passive
Active
High Job Value Proposition
Low Job Value Proposition
Job Value Proposition
Low Urgency
High Urgency
Urgency
2011 LinkedIn Survey of 4,550 fully-employed professionals
The most trusted and reliable recruiting firm in the agriculture industry
27. 3. Communications–
The common denominators to turnover
1.
The need for TRUST.
2.
The need to have HOPE.
3.
The need to feel sense of WORTH. If you do your best, work hard, you
Expecting the company to deliver on it’s promises, be
honest in communications, and compensate fairly
Believing that you will grow, develop skills, and
have opportunity of increased responsibility or career progress leading to higher pay
will be recognized for you contributions
4.
The need to feel COMPETENT.
You will be matched to your job, use your
talents, be challenged, receive training, see the results of your work, and obtain
regular feedback on your performance
The most trusted and reliable recruiting firm in the agriculture industry