STRATEGIC HIRING:

UNDERSTANDING TRENDS AMONG AGRICULTURAL JOB SEEKERS

Discover Key Trends Among Agricultural Job Seekers

Why This Report Matters

Understanding the evolving job seeker trends in agriculture is crucial for making informed hiring decisions. Our comprehensive report dives deep into the data to provide actionable insights for employers in the agriculture sector.

Who We Surveyed 

We had 708 participants employed within the agricultural industry residing in the United States. The majority of participants were male (60%). While the age of participants ranged from 15 to 56+, the largest percentage of participants were between the ages of 26 and 35. Respondents work in various roles within the agriculture industry, the most common being sales/marketing, farm management, and farm employee positions.

 

Key Takeaways.
70% of Agriculture Job Seekers expect salary details in job postings. However, pay is not ranked in the top 5 most important factors when considering a new job offer.

The top 3 factors candidates look for in a job include job security, advancement opportunities, and continued learning opportunities.

94% would at least listen and consider a new job if contacted by a company or recruiter.

47% of ag candidates find company culture very important when considering a new position.

50% of candidates start their job search on job boards, such as AgHires.com, followed by social media (21%), search engines (12%), and networking (11%)
QUESTIONS THIS REPORT ANSWERS

How are candidates searching for jobs?

What do candidates want to find in a job description?

What do candidates want in a job?

What are the top factors candidates look for in a job?

What are candidates' job search frustrations?

How do candidates view the hiring process?

 How do candidates respond to passive recruiting?

 

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HOW ARE CANDIDATES SEARCHING FOR JOBS?

To understand the most effective mediums to attract job applicants, we asked respondents how they discovered their current or most recent job, and where they would start if they were to search for a new job.

Individuals found their current or most recent job through...
  • Online Job Boards (27%)
  • Social Media (25%)
  • Word of Mouth (18%)
  • Search Engines (15%)
 
If starting a new job search today, job seekers would start their search on...
  • Job Boards (50%)
  • Social Media (21%)
  • Search Engines (12%)
  • Networking (11%)

TAKEAWAY: Go Where the Job Seekers Are

When searching for jobs, candidates use:

  • Job boards/search engines (AgHires, Indeed, CareerBuilder, etc.)
  • Social media (Facebook, LinkedIn, etc.)
  • Word of mouth/networking

 

When you can, utilize as many platforms as possible to get your position in front of more job seekers.

 

WHAT DO CANDIDATES WANT TO FIND IN A JOB DESCRIPTION?

Your job description, many times, is the first touch point with a job seeker, meaning you want to make a good first impression. The content and length of a job description play a significant role in a job seeker’s overall interest and likeliness to apply for a position.

70%
 express a higher likelihood of applying for the job when salary information is provided.
74%
 said they are more inclined to apply for the job when benefits information is included.
55%
 are unlikely to apply when no benefits are offered, whereas 45% are still open to applying.
53%
 would feel discouraged from reading a job description that extends beyond 2 pages or 400 words.
38%
 would not apply if they didn’t have a qualification that was listed as preferred, not required.

 

TAKEAWAY: Write Your Job Description to Attract Candidates

When writing your job description, think about what candidates are looking for to attract them to apply. Candidates look for:

  • Salary and benefits information
  • A clear, concise job description under 400 words or only one page.
  • Only the required qualifications

 

WHAT DO CANDIDATES WHAT IN A JOB?

To be more competitive, and attract and retain more candidates in a competitive job market, consider what candidates are looking for in a new job.

Preferred Work Location

32%

are open to all options.

However when a job can be performed remotely

71%

would wait for a remote position to open and not apply to a position that is in-person

Company culture is important to candidates when considering a job.

Company Culture

Employer branding also impacts the likelihood that candidates will apply.

Employer Branding

TOP 3 FACTORS CANDIDATES LOOK FOR IN A JOB

1 Job Security 

2 Advancement Opportunities

3 Continued Learning Opportunities

Interestingly, when considering a new job offer, candidates placed compensation at the 7th spot and benefits at the 8th in their list of priorities. Suggesting that, while salary and benefits remain important, other factors play a more critical role in the decision-making process for candidates. 

WHERE CANDIDATES RANKED OTHER FACTORS
4
Job Fit
5
Recognition, Appreciation & Respect Through The Hiring Process
6
Company Culture
7
Compensation
8
Benefits
9
Company That Supports Diversity And Inclusion
10
Rapport With Hiring Manager/Staff/Recruiter
11
Company Branding
12
Sign-On Bonus
13
Easiness Of The Application Process
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TAKEAWAY: Create an ag organization where employees want to work

When looking for a job, candidates find the following important:

  • Job Security
  • Advancement opportunities
  • Continued Learning Opportunities
  • Job Fit
  • Recognition, appreciation & respect through the hiring process

 

Think about if the above attributes relate to your farm or agribusiness and how you can showcase them in your job description and branding. Can you improve on any of the above?

 

Let’s talk about hiring your all-star with a short introductory call.

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WHAT ARE CANDIDATES' JOB SEARCH FRUSTRATIONS?

To help keep candidates engaged and interested in your role, it’s important to understand how you can improve your hiring process experience. We analyzed the key factors that turn candidates off from a company’s application and/or interview process.

Customer Journey Graph-2

TAKEAWAY: Ease Candidates Frustrations Where Possible

The most common frustrations candidates experience when job searching include:

  • Not hearing back from employers after applying or interviewing
  • Job descriptions without a pay range
  • A long application process

 

Consider your job descriptions, application, and hiring process, and make changes where you can to alleviate these candidates’ frustrations.

 

HOW DO CANDIDATES VIEW THE HIRING PROCESS?

To improve the overall hiring process and experience for candidates, we must understand their views on key aspects of the hiring process and what may or may not attract them about a company’s procedure. Timing throughout the hiring process is also a key factor that can heavily impact a candidate’s continued interest in a position, potentially even more so than the actual interview steps.

APPLICATIONS

 

35%
 Expect an application to take 6-10 minutes to fill out.
31%
 Expect an application to take 2-5 minutes to fill out.
23%
 Are comfortable with an application that takes 11 minutes or more to complete.

 

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INTERVIEWS

 

53%

Prefer 1-2 interviews.
36%

Find 3-4 interviews acceptable.

 

 

RESPONSE TIME AFTER APPLYING

 

44%

Find it standard to hear back within 4-7 days.
38%

Want to be contacted with in 3 days or less.

 

 

TAKEAWAY: Make the Hiring Process as Seamless as Possible

In the hiring process, candidates prefer:

  • A short application process that takes less than 10 minutes to complete
  • 1-2 interviews
  • A phone interview as the first step, as opposed to a video interview
  • To hear back from the hiring manager within 7 days of submitting an application
  • To hear back from the hiring manager within 5 days after interviewing
  • To receive a job offer within 7-14 days of the first interview
  • To communicate with recruiters or hiring managers via email instead of over a phone call or text message

What does your hiring process look like? Are there changes you could implement to make the hiring process more seamless and keep candidates engaged longer?

 

HOW DO CANDIDATES RESPOND TO PASSIVE RECRUITING?

Candidates don't always come to you, resulting in a lower pool of potential candidates. Passive recruiting will help bring in more quality candidates by seeking out potential candidates who may not be actively looking for a job.

94%

indicated they would at least listen and consider a new job if contacted by a company or recruiter today.

80%

express willingness to listen and consider a new opportunity even after accepting a job offer, but before their start date.

62%

indicate that it is likely they will be looking for a new job within the next year.

TAKEAWAY: Consider Passive Recruiting

  • Most candidates are open to considering new opportunities presented by a recruiter or company.
  • Even after accepting a new position, many candidates are still open to considering other opportunities before their new start date.
  • Majority of respondents are likely to seek a new job within the next year, giving the likelihood they would be open to passive recruiting now.

While passive recruiting can take a lot of time and energy to seek out candidates, it can really enrich your pool with quality candidates. If you don’t know where to start with passive recruiting, AgHires is here to help. Our expert ag recruiters form a deep partnership with you to understand your needs and take care of all the details for you. Let us build your dream team by showcasing your organization and recruiting top-qualified talent.

 

Let us help you with your Recruitment needs. Finding your next hire starts with a simple conversation.

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