Crafting a job posting might feel straightforward, but many employers unintentionally leave out the very details that help attract top talent to their farms and ag businesses.
To stand out in today’s competitive market, your posting needs to go beyond the basics of a list of responsibilities and qualifications. Here are four key things most job postings are missing and why including them can make all the difference in finding your next great hire.
1. Scope
Scope explains the extent, scale, and boundaries of responsibility. When it comes to your job posting, the scope should answer questions such as:
- How big is the company or team?
- What resources does this person manage?
- Who do they report to, and who reports to them?
- What decisions are they responsible for making?
Here are some examples of how you could add scope to a posting:
- Team Size: Oversee 6 full-time employees and up to 12 seasonal workers during peak planting/harvest seasons.
- Acreage: Direct responsibility for operations on 3,500 acres of corn and soybeans.
- Budget: Manage an annual operating budget of approximately $2.5M.
- Equipment: Oversee a fleet of 15+ tractors, combines, sprayers, and support vehicles.
- Decision-Making: Authorized to make day-to-day operational decisions, vendor selections up to $50K, and staffing recommendations to the farm owner.
If you’re looking to attract management-level talent with experience overseeing large teams or budgets, partnering with an agriculture executive search firm can ensure your posting reaches qualified candidates who thrive in leadership roles.
2. Why You?
At this point in the hiring process, you’re still trying to convince the candidate to apply. If they're actively on the job hunt, they are looking at dozens of postings a day. Why should they apply for yours?
Be selling your opportunity throughout the job posting. Highlight your culture, pay and benefit packages, your competitive advantage, what is different about your product or services, and any other unique perks of working for your company.
Get the candidate excited about the opportunity with what you have to offer them, not just listing a plethora of tasks and the qualifications you are seeking.
Another great way to attract candidates to your organization is by giving them a “behind the curtain” glimpse into what it’s like to work there. Beyond your job posting, one of the best ways to do this is through your company social media pages or website. A short branding video or a few photos of your operation can go a long way. Content like this helps candidates picture themselves working there and get a better overall feel for your organization. If you have a website or social media showcasing this type of content, include the link in your job posting.
If you don’t have a strong online presence or need help showcasing your brand, an experienced agriculture recruiter can help position your company to stand out against competitors.
3. Where Time is Spent
Your job posting is a great place to outline where and how the hire would be spending their time. Not every task is equally shared in terms of time spent, so we recommend using percentages to better define how their time will be split between the tasks.
Here is an example of what this could look like in your job posting:
Field Operations – 40%- Coordinate and supervise planting, spraying, and harvest activities.
- Operate equipment during peak seasons.
- Monitor crop health and collaborate with agronomists on fertility and pest management.
Equipment & Facility Management – 25%
- Schedule and oversee preventative maintenance and repairs for all machinery.
- Maintain shop inventory and order parts as needed.
- Ensure proper storage and upkeep of grain handling facilities.
Staff Supervision & Training – 20%
- Hire, train, and lead seasonal and full-time employees.
- Conduct safety meetings and enforce farm safety protocols.
- Provide hands-on instruction for equipment operation.
Administrative & Recordkeeping – 15%
- Maintain accurate records for crop inputs, yields, and expenses.
- Assist with budgeting and financial planning.
- Track equipment hours and maintenance logs.
See how much that helps paint a picture of what the role will look and feel like day to day?
For specialized sectors—whether it’s dairy recruiting, crop protection and nutrition, or controlled environment ag—defining where time is spent helps both candidates and recruiters align expectations early.
4. The Role’s Impact
Somewhere in your posting, make clear what the position’s direct impact is on the organization. Ultimately, why does the role matter? And what are you looking to get out of this person in their role?
In your posting, this could sound like:
As our Farm Operations Manager, you’ll play a critical role in keeping our farm running smoothly. Your work will directly impact our ability to deliver high-quality produce on time to our customers while maintaining efficiency and profitability. By optimizing workflows and leading our team in daily operations, you’ll help ensure we meet production goals and set the foundation for future growth.
We’re looking for someone who can not only manage the day-to-day but also identify opportunities to improve processes, reduce costs, and strengthen our team’s performance.
It’s okay to be straightforward or matter of fact in your job posting when it comes to the needs of the role and the impact it has on the organization. However, make sure to balance it with those “why you” details we talked about above, showcasing what’s in it for the candidate, too.
Remember, hiring is a two-way street, and both sides must bring value to the table for a successful partnership.
Wondering what else your job posting should include? Check out our blog on writing a job posting that attracts talent.
For more hiring tips, check out our resource library.
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Learn more or contact us at sales@aghires.com.
