I F A R MANAGEMENT Recruiting Farm Labor BY RUSSEL D. POWELL Multi-County Business/ Management Agent The process of recruiting farm labor follow the paration of job description, cussed last week. IBt ir Ik Recruiting is becoming more dif ficult and time consuming as many farmers are finding fewer qualified people that are available and willing to work. Recruitment is simply the process of searching for qualified applicants for the job and getting them interested enough to apply. The main purpose of the recruiting process should be to generate a pool of qualified candi dates from which you can choose Sponsored by the Empire State Potato Club, Inc. Host Farm Family: Rodman Lott and Sons IN COOPERATION WITH: American Agriculturist • New York State College oi Agriculture A Lila Sciences • New York Farm Equipment Dealers’ Association • New York Stale Farm Equipment Club • Cornell Cooperative Extension • New York Stile Electric A Gat Corporation • Rochester Gas A Electric Corporation the best for your job. It is impor tant to note that there is a differ ence between generating a pool of “warm bodies” and attracting qualified job applicants. One of the best ways to attract qualified applicants is to be specific about the qualities you want. If you are unsure about exactly what you are looking for in an employee, take time to think about what the job entails and what skills are required and then outline the position and requirements in a written job description. There are numerous methods of recruiting job applicants. Let’s take a look at some of the more common methods of attracting good farm help and discuss the value of each in your recruiting program. Suggestions from Current Employees Current employees can be an excellent source of contacts for new workers because they know people in the community and have at least some idea of your labor needs. They also have a stake in the process since they are likely to be working with the person they have suggested, if the person is hired. However, this approach should be used with caution because there could be friction between you and the employees making the recommendation if the new employee does not work out. This points out the need business-like relationship with all employees and continual monitor ing and appraising of employee performance. Word of Mouth This technique is commonly used with good success. Friends, neighbors, salespeople, veterina rians, and others who come in contact with many people can send applicants your way if they know you are looking. Want Ads Want ads in newspapers and agricultural magazines have sev eral advantages. They are a quick, relatively inexpensive and easy way to reach a potentially large audience. The most common com plaint about want ads is that you get many applicants, but none that you want to hire. However, a clearly written and specific ad may solve this problem. Compare the following ads and consider the applicants they might attract. Wanted: Worker for dairy farm. Call 555-5555 OR Farm Employees for 100-cow dairy farm. Responsibilities include milking, feeding, and some machinery operation during peak crop periods. Competitive wages, health insurance, one week paid vacation, and one day off each week. Write Box 111 Any town, PA. Government Job Services State Employment Job Service offices, located in each county are often overlooked by agricultural employers. You can call the Job Service and talk with a counselor, who will write-up the vacancy announcement and post it in the office (without the employer’s name). Counselors screen appli cants and only refer qualified ap plicants to you. Bulletin Boards Posting a vacancy announce ment in areas where farmers and potential farm workers frequent, such as farm credit offices, farm supply stores, grange buildings, or even college placement offices is an inexpensive and effective method of “spreading the word.” The following information should be included in the job announce ment. For mors Information- Contact Melanie Wickham P.O. Box 566 Stanley. NY 14561 Tel. 716-526-5356 Lancaster Farming, Saturday, July 29, 1989-Al7 • Title of the job; • Description of responsibili- ties; • Description of skills required; • Description of working conditions; • Key components of the wage/ benefit package; • How to apply. It may be helpful to distribute the written announcements to key salespeople and others who are spreading word of the vacancy. This will help insure that “the word” is accurate. Employment Agencies Many private agencies make it a business of finding employees for prospective employers. Although most are located in the Midwest, their ads can usually be found in popular agricultural magazines. These firms represent another legitimate source of quali fied employees, but they tend to be expensive - typically charging employers a commission of 10 to 30% of the new employee’s annu al salary. In today’s job environment, aggressive marketing of your jobs is important and will be rewarded if done carefully. One thing is cer tain: effective recruiting in a com petitive job market requires time, effort, and patience. Next week: Interviewing Job Applicants Farm Tog Shorn Saturday, fluguat IZ, 10:00Rm-3:00Pm Carliila Fairgraunda, Carliila, PR During tha "Dam Carliala Fair" Tog Ruction 5:3QP111 Infonnation; Phona (717) 778-5752 (717)423-6514 TRADER’S DAY FLEA MARKET & ACHA BENCH SHOW & KITE HUNT HOSTED BY CHESTER-BERKS COON HUNTERS Located 1 Mile South On Rt. 10 Between Morgantown and Honey Brook, PA. AUGUST 5 Dogs, Mules, Chicken Barbeque, Chicken Do-Do Bingo Music by Cindy Gotshall’s Guitar & Larry Conley’s Banjo $5.00 A SPOT So Bring Your Critters And Instruments For Some Parking Lot Plckln’s. FOR FURTHER INFORMATION CALL CINDY REIDER (215) 582-8001 CRIPPLED AND DISABLED COWS, STEERS & BULLS Slaughter Under USDA Inspection FREE CALL 1-800-234-COWS (2697) 2X5-286-9400 Wayne Taylor Lebanon, Berks, Lancaster <■ Chester Counties
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