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ASK ANY ag retailer today about his or her biggest challenges and most likely “finding good employees” will be at or near the top of the list. Recognizing this, CHS and Land O'Lakes formed the Partners Advantage Program that offers recruiting services to the CHS and Land O'Lakes network and other ag dealerships. David Lemmon, with Partners Advantage, offers this advice for finding promising entry-level recruits:
CONSIDER using a recruitment service. It's tough going it alone. Daily operational demands make it difficult for managers to do thorough personnel searches. The Partners Advantage Program (www.partnersadvantage.net) has seven representatives around the country who work full-time meeting and talking with prospective job candidates. They also make frequent presentations to FFA students and college students about career opportunities in agriculture.
By using a program like this, retailers also can benefit from the convenience of a one-stop shop. The Partners Advantage Program was established in part to provide one recruitment source to find sales and management personnel in the areas of seed, feed and grain.
Dealerships in rural areas also may find it more difficult to find a “critical mass” of job candidates. Lemmon says the more prospects you can interview, the better chance you have of finding a good fit. Because of its recruiters around the country, the Partners Advantage Program can put retailers in contact with significantly more job candidates.
KNOW WHAT you need. Before starting the search, managers should determine what they want the person to do, what types of skills and traits are needed for the position, and so on. Next, you should prepare a job description and develop a list of interview questions pertaining to the job. While interviewing, explain the job to the prospect. And be fair: Ask the same questions of every person interviewing for the same job. The interviewer should go into each interview exhibiting professionalism.
DON'T WAIT to recruit until the need arises. Chances are you could make a big mistake if you are in a rush to fill a position. Dealerships should be constantly on the lookout for good people and building a pool of prospects. Dealerships should consider sponsoring internships and trainee programs to attract and “develop” prospective employees. Some companies may even consider hiring students before they graduate to ensure that talent will soon be arriving.
Recruiting for top talent is only going to become more intense in the future. With fewer young people enrolled in agricultural studies, there will be fewer candidates.
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