In today’s candidate-driven job market, many job seekers often find themselves juggling multiple offers, which has become more challenging for ag employers to grab up quality candidates. Job candidates no longer just accept the first job offer they receive. Today, candidates are more selective and are holding out longer, hunting for that perfect role promising job security, better work-life balance, a competitive salary, and a culture that fits their vision of an ideal company.
Even after all the work of searching and conducting interviews, you believe you found the perfect fit for the ag job opening at your farm or agribusiness. But your job is not done yet. You still have to make an offer – an offer that’s hard to refuse.
There are several steps to delivering a successful offer to fill a position in any field, and ag industry jobs are no different. Here are a few tips to minimize the risk of rejection for your company.
Many candidates on the ag job search are applying to more than one position and are possibly receiving more than one offer. This should be initiated during the interview process.
At this point, it’s imperative to ensure you and the applicant are on the same page about expectations. This includes job duties, compensation, benefits packages, etc. If you find a candidate that’s perfect for your ag job posting but is asking for a higher salary than your ag company can afford, this is the time to clarify and potentially eliminate them as a possibility. It may also be the time when you can compromise by offering other options to supplement the salary. Maybe the candidate would take a lower pay if working from home or additional vacation days were on the table. Either way, make sure you’re in alignment before an official offer goes out. The last thing you want to do is make a candidate feel like you do not value them by misunderstanding their desires or making an offensive offer.
It’s important to honor their time and not drag the process out longer than necessary for either of you. Once you have a candidate identified and your tools for negotiation laid out, act.
2. Written Offer
Just as you might expect, this portion of the offer process is when you put all the details in writing. Get detailed. Include everything that may be seen as part of the compensation or benefits package and all pieces that may be a necessary part of the ag job description. This should also include start dates and instructions for offer acceptance. It may also be a good idea to include your legal team/advisor in this process to ensure it is compliant with your state’s laws and company’s protocol.
Once you have the written offer finalized, hang on to it as you make the verbal offer, but wait to send it. You’ll go over this with the candidate in the next step.
3. Verbal Offer
This is where you make your pitch. Get on a phone call with the candidate as soon after the interview process as you can. Tell them what about them you saw value in, how you think they would be a good fit for your company, and what about the potential to work with them excites you. Then tell them what it is you’ll give them in exchange. Talk through some of the key details you identified in your pre-offer and outlined in your written offer – starting salary, schedule, job duties, etc.
Let them know you’ll be following up with an official offer letter via email. If they countered any initially discussed points of your pitch, you may have to go back to your written offer and edit. That’s totally normal and should be done now, prior to sending. Also, let them know how quickly you’d like to hear back. Any longer than a week is not recommended, but of course, it’s up to your discretion and circumstantial factors.
4. Follow Up
Finally, follow up with an email containing the written offer. Thank them for their interest, remind them of the value you see in them as a part of your team, and encourage quick communication. They may counter pieces laid out in the written offer. If so, repeat the steps until you can come to an agreement.
In your follow-up, remind them of your deadline for an answer. Either way, bear in mind that if they do not respect your timeline, this may be an early red flag. You have both put extensive time and effort into this search. Respect theirs and set expectations of respect for yours.
For more tips on extending a job offer, read Extending a Job Offer: 4 Tips for a Seamless Process. Finding the right person for your farm or agribusiness can be a challenge. However, with AgHires, your recruitment process can be made much easier. Our expert ag recruiters are ready to assist you in securing THE hire for your organization. We provide a comprehensive range of services, from job advertising to full-service recruitment for professional and executive-level positions in agriculture. Start showcasing your ag business today - reach out to the AgHires team for help filling your ag job opening. Happy hiring!