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NC Pork ConferenceNC Pork ConferenceFebruary 21, 2008February 21, 2008
Eric Spell, AgCareers.com
Eric Spell, AgCareers.com
AgCareers.com is the leading online career site and human resource service provider for agriculture, food, natural resources and biotechnology.
• There are more than 36,000 new usersthat visit AgCareers.com each month
• More than 641 people set-up an account on AgCareers.com each month
• Each day there are more than 8,000 jobviews on AgCareers.com
• AgCareers.com has over 1,300,000 pageviews a month
• Employers post more than 1,500 jobseach month
• More than 4,500 applications are sent to jobs through AgCareers.com
Eric Spell, AgCareers.com
Beyond the Job Board
Educational Workshops/Conferences and Training
Market Research Reports
Articles/Resources
University Partners Program
Training & Consulting Media Advertising
Careers Awareness Campaign
Eric Spell, AgCareers.com
Farms.com™ Family
• AgCareers.com is one of 8 business units within the Farms.com Family of Companies
• Farms.com receives more than 2 million page views per month
• AgCareers.com receives traffic from Farms.com as well as the other business unit’s websites
Eric Spell, AgCareers.com
Overview
• Industry feedback on recruitment
• Thoughts from job seekers
• A review of the following issues– Skilled Labor—how large is the scope?– Industry brand and turnover– College recruiting—are we focused in the right areas?– Compensation Data
Eric Spell, AgCareers.com
Beyond the Job Board
• A web-based confidential compensation survey specializing in agribusiness jobs
• Provides client’s access to run reports benchmarking cash and benefits information (compensation) relevant to their business
• Survey tool to benchmark best practices in
human resource practices within the agribusiness industry in a confidential manner – such as staff training efforts, seasonal workers, salary increases, performance reviews, etc.
Eric Spell, AgCareers.com
• “Consider the 20 companies that made the Hewitt Associates’
2005 list of great places for great leaders -- All but 2 have
beaten the Standard and Poor’s 500-stock index companies’ --
156% total return to shareholders over the past decade”
• “---because talent is growing far scarcer. According to
consultant RHR International Co., the country’s 500 biggest
companies anticipate losing half their senior management in
the next 5-6 years. As the 77 million US baby boomers begin
to retire, Generation X, now 24-40 years old, makes a paltry
successor, with 46 million people.”
Eric Spell, AgCareers.com
Swine Industry Talent Survey Overview
• Short, online survey – consisting of 10 questions
• Distributed via e-mail and over the web
• 230 responses
6%
22%
3%
4%
13%
4%
48%
0% 10% 20% 30% 40% 50% 60%
Western Canada
Central Canada
International
Northeast US
Southeast US
Midwest US
Western US
Demographics
Eric Spell, AgCareers.com
Seasoned professional,
31%
Experienced
professional, 49%
Young professional,
19%
Blank, 1%Senior professional, 1%
Industry Experience
Guide:
Young professional – 18 to 30 years
Experienced professional – 31 to 45 years
Seasoned professional – 46 to 60 years
Seasoned professional – 61+ years
Industry RoleFarm Ow ner, 17%
Farm Manager, 16%
Production Manager,
15%Senior Executive, 20%
Admininstrative, 28%
Blank, 5%
Eric Spell, AgCareers.com
32%
23%
6%
3%
18%
18%
0% 5% 10% 15% 20% 25% 30% 35%
Blank
Nothing
Offer increased compensation
Focus on people that want to live in rural America
Increase relocation packages
Highlight advantages of rural living
As an employer, what are you doing to recruit young and experienced professionals to rural areas?
Eric Spell, AgCareers.com
As an employer, how well do you feel universities are promoting career opportunities in the swine industry?
Very well, 4%
Okay, 39%
Not well at all, 54%
Blank, 3%
Eric Spell, AgCareers.com
As an employer, you should be aware of the increased Hispanic population, not only within our country but within the swine industry workforce. Considering this, what is your organization doing to prepare Hispanic leadership?
10%
6%
9%
43%
28%
4%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
Blank
We do not plan to focus on diversity
Recruit at schools with Hispanic population
Provide leadership training
We do not see a need
Nothing yet
Eric Spell, AgCareers.com
As an industry professional, how do you feel high school and college students view career opportunities in the swine industry?
28%
40%
7%
14%
10%
1%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
Blank
Easy place to get a job
Good place to start
Good with many opportunities
Not appealing – no opportunities for growth
As production opportunities only
Eric Spell, AgCareers.com
Where do you feel industry employers need to focus - considering the "war on talent" that may intensify in the next 2 years?
15%
8%
54%
23%
Hispanic recruitment/training
Other parts of the world(Europe/Asia)
Improve image of industry
Explore technology to reducehuman labor
Eric Spell, AgCareers.com
As an industry, we need to consider how we are going to retain young and experienced professionals within our industry -- Rate the following: where 1 is most important
1. Offer improved benefits – such as time off, better health insurance, improved retirement plans, education assistance opportunities, etc.
2. Offer more training and development opportunities for employees
3. Raise wages
4. Focus on enhancing the culture of the working environment
5. Offer more stock options/ownership
6. Nothing---just accept the fact that staff turnover at farm level is alwaysgoing to be high
Eric Spell, AgCareers.com
As an industry, we need to also consider how we are going to retain general farm labor - Rate the following: where 1 is most important
1. Offer improved benefits - such as time off, better health insurance, improved retirement plans, education assistance opportunities, etc.
2. Raise wages
3. Offer more training and development opportunities for employees
4. Focus on enhancing the culture of the working environment
5. Offer more stock options/ownership
6. Nothing---just accept the fact that staff turnover at farm level is alwaysgoing to be high
Eric Spell, AgCareers.com
Take into consideration the above-mentioned recruiting efforts/factors; rate the following in order of the challenge itproposes to your organization -- 1 being the most challenging and 6 being the least.
1. Recruit young and experienced professionals to rural areas
2. High school and college student views of career opportunities in the swine industry
3. Retaining young and experienced professionals within our industry
4. Universities promoting career opportunities in the swine industry
5. Retaining general farm labor
6. Preparing for Hispanic leadership
Eric Spell, AgCareers.com
A Fresh Look at
Today’s Candidates
Eric Spell, AgCareers.com
Highly Encouraged
22%
Encouraged
37%
Neutral
25%
Discouraged
14%
Highly Discouraged
2%
How encouraged are you about the future of agriculture?
Source: Student Perspective Study (2006)
• In another study – 70% of respondents said they were encouraged, 18% were neutral and 7% were discouraged. Source: WAX Attendee Survey (2006)
• This survey also asked participants if they would encourage a student to pursue a career in agriculture – 78% said yes, 13% said maybe and 4% said no. Source: WAX Attendee Survey (2006)
Eric Spell, AgCareers.com
• The Student Perspective Study found that students do have a pretty realistic view, 40% of students think they’ll make between $30,000 and $40,000.
Source: Student Perspective Study (2006)12%
21%
19%
25%
5%
5%
4%
2%
5%
0% 10% 20% 30%
$25-30,000
$30-35,000
$35-40,000
$40-45,000
$45-50,000
$50-55,000
$55-60,000
$60-65,000
$65-70,000
What are your salary expectations for your first job?
Source: Student Perspective Study (2006)
Eric Spell, AgCareers.com
Review and Critique of
Recruiting Practices
Eric Spell, AgCareers.com
Eric Spell, AgCareers.com
Eric Spell, AgCareers.com
On-Campus Recruiting
and Internships
Eric Spell, AgCareers.com
Talent Pool On Campus
• There are 72 land grant universities that offer an agriculture program
NCSU PurdueIowaState
Illinois Clemson MissouriK-State
How many graduates accepted a position
60% 72% 81% 63% 75% 89% 71%
How many entered the swine industry N/A 4% 2% 1% 2% 8% 1%
Eric Spell, AgCareers.com
Talent Pool On Campus• There are approximately 450 public 2-year colleges that offer some form of degree or certificate in an agriculture related field.
• This is out of a total of 991 public community colleges
Of those:• 313 offer a certificate of less than 2 years duration.• 369 offer a 2 year associate degree• 19 offer a certificate of greater than 2 years.• Plus there are 8 programs that offer Applied Associates of Science degrees at 4 year schools.
From the American Association of Community Colleges
Eric Spell, AgCareers.com
Internships are HOT!
Eric Spell, AgCareers.com
What is an Internship?
An internship is…”A carefully monitored work or volunteer experience, in which an individual has intentional learning goals and reflects actively on what he or she is learning throughout the experience.”
Source: The National Society for Experiential Education
Eric Spell, AgCareers.com
Benefits of internship programs• Inexpensive, skilled labor
• Fresh ideas and perspectives
• Increases organization’s visibility and reputation on campus (if done right)
• Proven, cost-effective way to recruit and evaluate potential employees
• Can be adapted as a program to each student or supervisor, in order to meet current goals/needs
Eric Spell, AgCareers.com
Students Want• Meaningful, applicable skills/experience
• To build their resume of experiences
• Enhanced networking circle of contacts
• $$ (to make some money)
• To see if this is what they want to do for their future, and to try something new
• Freedom to be creative and unique, and to use their skills and knowledge
Eric Spell, AgCareers.com
Recruiting Professionals
Eric Spell, AgCareers.com
Recruitment Strategies & Tactics have changed
• Fewer and fewer organizations and candidates use traditional approaches to recruitment
• Media placement is losing effectiveness although still expensive.
• It is no longer true that if you advertise, “they will come.”
• Companies are pro-active rather than re-active – increase in targeted recruitment and ‘head-hunting’; ‘recruiting’ at the secondary school level.
• Focus is now on both how to attract AND retain.
Eric Spell, AgCareers.com
What employees are looking for has changed.
• Labor supply can ‘shop’ – they can pick and chose the best opportunities.
• Younger generation job-seekers value
-Reputation of the company/organization
-Degree of independence and autonomy in the job
-Opportunities for contribution
-Opportunities for training and development
-Fair Salary & Benefits
Eric Spell, AgCareers.com
Effective Recruitment Tactics• Understand the marketplace
• Know the size and availability of your labor pool
• If small, where is the largest labor pool?
• Can you train people into jobs?
• Are your wages and working conditions competitive?
• Do qualified candidates exist?
• Is Immigration a good option? Non-traditional sources of talent?
Eric Spell, AgCareers.com
A look at Employer Branding“Like any brand, your employer brand is about perception. It involves
basic product-marketing strategies; however, in this case, your product
is people - the employment experience - and employees and
candidates are your customers. A strong employment brand can guide
the total employment experience as it unfolds within your company.
Why is that important? Because your employer brand - and your ability
to deliver your brand promise - optimize recruitment ease and
investment as it fosters employee productivity, engagement, loyalty,
and retention”
Source: Shaker Advertising
Eric Spell, AgCareers.com
Experienced staff/supervisors/managers
1. Internal referral system
2. Niche job boards
3. Industry publication
4. Trade show/networking
• “Do what you can to be the employer of choice”
Eric Spell, AgCareers.com
Entry level staff or hourly labor
• Referral system
– Use email to get word out about openings.
– Use recent hires
– Local news media
– Newspaper, radio, ISP
• Organize evening career fair—advertise in paper
• Open houses/tours
Eric Spell, AgCareers.com
Skilled Labor Crunch!
• Demand is high:– Maintenance
– Truck Drivers
– Agronomy
– Mechanics
– Mill/elevator skilled labor
Eric Spell, AgCareers.com
Turnover is an Issue!
Swine Production
Turnover rate 20%+
Source: 2007 Ag HR Review Report
Eric Spell, AgCareers.com
Cost of Turnover• Number of terminations = 10
• Cost to hire/onboard non-exempt = $4,000 (conservatively speaking)
• Approx cost = $40,000 (this does not factor in reduction in overall system performance)
• If we lost 5 less people within the next 6 months = would save $20,000
-- What would you gain in productivity?
Eric Spell, AgCareers.com
Compensation Data
Farm Livestock Worker (Alternate Titles: Farm Technician, Production Technician, Herd Tech, Herdsperson, Breeding Assistant, Farrowing Assistant)
Region: South (1167 employees)
LQ $18,720
Median $21,313
UQ $22,874
Avg $20,937
Eric Spell, AgCareers.com
Compensation Data
Sow Farm Supervisor (Breeding Supervisor, Farrowing Supervisor, Head of Department, Team Lead, Senior Farm Technician, Department Manager)
Region: South (438 employees)
LQ $25,275
Median $27,717
UQ $29,535
Avg $26,761
Eric Spell, AgCareers.com
We Compete for Talent2007
Feedmill Manager – Swine Production(18 employers)
LQ $58,715
Median $63,300
UQ 69,887.50
Avg $65,163.75
2008
Feedmill Manager – Swine Production(18 employers)
LQ $54,860
Median $65,542
UQ $70,018
Avg $66,196
Eric Spell, AgCareers.com
We Compete for Talent
2007
Plant/Terminal Manager – Commodity-Biofuel (13 employers)
LQ $95,000
Median $109,646
UQ $125,004
Avg $108,122
2008
Plant/Terminal Manager – Commodity – Biofuel (13 employers)
LQ $107,858
Median $113,000
UQ $123,000
Avg $114,559
Eric Spell, AgCareers.com
We Compete for Talent2008
Feedmill Manager – Swine Production(18 employers)
LQ $54,860
Median $65,542
UQ $70,018
Avg $66,196
2008
Plant/Terminal Manager – Commodity – Biofuel (13 employers)
LQ $107,858
Median $113,000
UQ $123,000
Avg $114,559
A difference of = $48,363
Eric Spell, AgCareers.com
The job satisfaction factors listed below are the top ten cited by employees
• Employee Rating Results:
– Full appreciation of work done
– Feeling of being in on things
– Sympathetic help on personal problems
– Job security
– Good wages
– Interesting work
– Promotion and growth
– Personal loyalty to employees
– Good working conditions
– Tactful discipline
People don't leave jobs, they
leave managers!
Eric Spell, AgCareers.com
In Summary• Decide what commitment level you’re going to make
regarding recruiting talent
• Realize that talented people are going to have more options
• Choose your tactic for recruiting wisely
• Make the on-boarding process enjoyable
• Should NC Pork producers collaborate on an Industry Career Awareness Initiative?
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