“The Great Resignation” has been a hot topic in many industries over the past few months, and the agriculture sector certainly isn’t exempt from high employee turnover.
While there are many reasons people quit their jobs en masse, it is evident that workers are looking for opportunities that allow them to make a meaningful contribution and be rewarded for it.
Whilst it’s important that businesses review their processes and adapt internally to retain current employees, they must also reflect on their process for attracting talent and turning new hires into long-term employees.
When it comes to making the move, work-life balance and reassessment of lifestyle are often mentioned as key drivers for employees; however, according to LinkedIn’s 2020 Workplace Learning Report, 94% of employees will stay with a company that is committed to providing learning and development opportunities, and the same goes for candidates considering a new role.
Our team is always in conversation with candidates seeking various roles within the ag industry, and learning and development opportunities are a common talking point. Applicants are inquisitive about what their potential employees will offer in terms of training, and what a career path might look like with a business.
Here are a few other things candidates look for when seeking a new opportunity:
- Internal mobility: job seekers want opportunities to upskill and reskill whilst following a clear career path within the business
- Diversity, Equity, and Inclusion: it is imperative that initiatives in this space are communicated throughout the recruitment process, and incorporated into the onboarding process
- Insightful and transparent value proposition: this gives jobseekers a better understanding of what it’s like working for the business, and how they will benefit from joining the team
- Candidate experience: every touchpoint is a strategic relationship-building opportunity
- Faster recruiting process: candidates want to be involved and informed throughout the process, so the faster the recruiter and the client progress through the screening process, the more engaged the candidate will be, and the more inclined to accept an opportunity.
These are just some of many aspects candidates will consider prior to taking a new role in a business. Working with a specialised recruiter gives both candidates and clients confidence that the process is tailored to their specific requirements and goals, and ultimately increases the likelihood of a successful outcome for both parties.