AgHires recently conducted a survey of over 700 job seekers in the agriculture industry. We examined how candidates are searching for jobs, how they view the hiring process, their job search frustrations, and more.
With the goal of helping agriculture employers like you remain competitive and attract the best talent, as part of our survey, we analyzed what candidates are looking for in a new job.
For this part of the survey, participants ranked 13 factors in order of importance when considering a new job offer. The 13 options included: respect through the hiring process, compensation, job fit, benefits, company culture, company branding, rapport with hiring manager, easiness of the application process, company that supports diversity and inclusion, job security, advancement opportunities, continued learning opportunities, and sign-on bonus.
Ag candidates indicated that when considering a new job offer, these were the top three most important factors:
1. Job Security
Candidates are prioritizing job security and stability – over any other factors - when considering new opportunities.
Job security is going to vary with each job, company, and sector of the agriculture industry, but it's important for candidates to feel secure in their roles. When an employee doesn’t have to constantly worry about whether they will have a job or not, the more satisfied and productive they will be at work. Most people would agree that a lower level of job security equals a higher level of stress and worry.
2. Advancement Opportunities
Agriculture job seekers, especially of younger generations, don’t want to stay stagnant in their careers. They want to join an organization where there is room for advancement. Advancement opportunities within a company may include promotions and pay raises, taking on new responsibilities, leadership opportunities, and professional development opportunities.
3. Continued Learning Opportunities
Candidates are looking for jobs that not only allow them to use their current skills and strengths – but ones that will allow them to grow in new areas. When looking for a new job, individuals in the ag industry want to join organizations who support their professional growth and development. This may be an employer who offers on-the-job training, workshops or conferences, courses, mentorship, continuing education, and other types of learning opportunities.
Advancement opportunities and continued learning opportunities can cross over in many ways. Ranked at number two and three, it’s clear that ag job seekers prioritize growth and development in their careers and at their companies.
Job seekers ranked “Job fit” at number four, with “Recognition, appreciation, and respect through the hiring process” at number five.
Compensation was ranked seventh, right behind company culture.
To attract and retain strong talent in this competitive job market, it’s key to understand what motivates candidates to stay with a company long-term. We also asked job seekers what encourages them to stay committed to their employer beyond money, and found several recurring themes:
How to Apply These Results
So, how can your ag business use these insights to better attract talent?
Start by examining if, and how, your company offers job security, advancement opportunities, and continuous learning opportunities. Where can you make improvements or additions?
Then, think about how you make these elements known to candidates. Consider adding details to your job postings that showcase any paths for advancement or development opportunities you offer, and be sure to mention them in candidate interviews. Ease candidates’ minds about job security by highlighting the role’s direct impact and significance in the company.
Money isn’t everything to job seekers these days - so it’s important to look beyond compensation and determine what other perks you can attract candidates with to round out your job offers.
Ready to discover more key insights to improve your hiring process and attract top talent? Check out the full survey report.
