How to Screen Candidates: Tips from Ag Recruiters

Hiring new talent for your ag business is a time-consuming and complex process that requires thoughtful evaluation at every step, especially in today’s competitive talent market. 

One of the most common mistakes we see employers make when managing their own recruiting process is not implementing a thorough candidate screening strategy. Reviewing a few resumes and conducting one or two interviews rarely provides enough information to determine whether someone will be the right long-term hire.

A structured screening process helps you identify the best candidate faster, reduce the risk of turnover, and ultimately support the long-term success of your farm or agribusiness.

In this article, our team of agriculture recruiters outlines five steps to effectively screen candidates and hire with confidence.

1. Resume & Cover Letter  

The resume and cover letter are the starting point for screening candidates. A quick review of a candidate’s resume can provide an initial snapshot of their background, experience, and qualifications, helping you determine potential alignment with the role.

However, it’s important to view resumes as a starting point rather than the final deciding factor. If a candidate meets most of your requirements but falls short on one or two items, it may still be worth continuing the conversation. A resume alone rarely tells the full story.

An initial interview can often clarify questions about experience, technical skills, or career progression. For this reason, we recommend using resumes to identify promising candidates, but avoid overanalyzing details before speaking with them.

If the candidate includes a cover letter with their application, it can offer additional insight into their background, motivations, and communication style. A well-written cover letter may also explain why the candidate is interested in the position and how they believe their experience aligns with the role.

2. Interviewing 

Phone Interview 

If the candidate’s resume and cover letter stand out, the next step is setting up the initial interview. Rather than jumping straight into an in-person meeting, we suggest starting with a phone interview. A phone interview provides an efficient way to learn more about the candidate’s background while also getting an early sense of their personality and communication style. It also allows you to clarify any questions that arose while reviewing their resume. 

During this conversation, provide an overview of the role, what a typical day might look like, and what it’s like to work for your company. Strong candidates will often come prepared with thoughtful questions about the position and organization.

Most phone interviews last 30-60 minutes and serve as a valuable first step in determining whether it makes sense to move forward.

Video Interview 

If the phone interview goes well, an appropriate next step may be a virtual, or video interview. This stage allows you to dive deeper into the candidate’s specific skills, relevant experience, and potential to succeed in the role.

We often recommend involving one or two additional team members at this stage. Gathering multiple perspectives can provide a more balanced evaluation and help minimize bias in the hiring decision. These individuals may include a direct manager, team member, or company leader who will work closely with the new hire.

On-site Interview 

 Following a successful video interview, an in-person or on-site interview is typically the next step. This visit gives the candidate an opportunity to meet additional team members, experience the work environment firsthand, and gain a deeper understanding of the role. Providing a tour of the farm, facility, or office can help candidates visualize what their day-to-day responsibilities might look like. 

It’s also helpful to allow time for informal interactions with other team members to assess cultural fit and working dynamics. 

Conducting 2-3 interviews with a candidate is appropriate for most positions. High-level contributors or leadership positions may require more, but it’s important to consider the candidate’s time and the nature of the position when determining how many interviews are necessary. 

3. Social Media 

Social media screening is another tool employers may use to gather additional context about a candidate. Platforms such as Facebook, Instagram, TikTok, and Twitter can offer a glimpse into how individuals present themselves publicly and interact with others online. 

However, employers should approach social media screening carefully. While reviewing publicly available information is generally permitted, how that information is used in hiring decisions can create legal risks 

Information such as gender, race, age, disability status, pregnancy, political views, or religious affiliation is legally protected and cannot be considered during the hiring process. 

Instead, employers should focus only on publicly visible behavior that may relate to professionalism, judgment, or workplace conduct, such as inappropriate language, public evidence of substance abuse, or hostile online interactions. 

When used responsibly, social media can provide another perspective on how a candidate represents themselves publicly. 

Learn more about social media screening.  

4. Reference Checks 

Reference checks are a valuable step employers can take later in the hiring process. Speaking with former managers or colleagues can provide insight about a candidate’s work style, strengths, and working relationships.

Reference conversations also help verify information the candidate has shared regarding their work history, responsibilities, and achievements.

Before extending an offer, we recommend contacting 2-3 references provided by the candidate. Keep the call brief, between 5-10 minutes, and ask each reference the same set of questions. We recommend asking a handful of questions such as:

1. What was your relationship with the candidate and how long did you work together? 
2. What were their main responsibilities? 
3. What are they naturally great at? 
4. What is an area they could further grow in? 
5. How would you describe what it’s like to work with them? 
6. Have you seen them manage other employees? If so, how would you describe their management style? 
7. Would you like to add anything else? 

These conversations can confirm whether the candidate’s experience aligns with what they shared throughout the interview process and help inform your final hiring decision. 

5. Background Check  

By the time you reach this stage, you likely have a strong level of confidence in your preferred candidate. Conducting a background check is the final step you can take to ensure you’re hiring the right individual for your farm or ag business. 

Background checks typically confirm a candidate’s identity, criminal record, and in some cases, credit history depending on the role. Verifying this information helps reduce the risk of mis-hires that could expose your organization to legal, financial, or reputational risks.

In many cases, background checks occur after an offer has been extended or even accepted. Because the process can take several days, we advise not to delay the offer while waiting for results, particularly in a competitive hiring market. 

Some companies conduct background checks internally, while others outsource the process. AgHires offers background check services to give you peace of mind when hiring new employees for your ag business.   

Partner with an Agriculture Recruitment Firm 

At AgHires, we know that hiring for your farm or ag business requires time, effort, and resources that aren't always available. That’s where our team of agriculture recruiting experts can help.

By partnering with AgHires, you gain access to an experienced recruiting team that specializes in identifying, screening, and presenting top agriculture talent. Our in-depth candidate evaluation process ensures you’re only spending time with highly qualified professionals who are a strong fit for your role.

Let AgHires find the needle in the haystack so you can focus your efforts where they’re needed most. Learn more about our professional recruiting services.  

Discover more hiring advice and free resources from our team of expert agriculture recruiters by visiting AgHires.com.