Latest listings on AgJobs Central:

• Extension Officer (Angus Australia)
• Farm Hand, Goondiwindi – Qld (Cunningham Cattle Co)
• Farming Overseer, Georgetown – Qld (Cunningham Cattle Co)
• Livestock Supply Chain Manager, Docklands – Vic (Nutrien Ag Solutions)
• Farming Overseer, Goondiwindi – Qld (Cunningham Cattle Co)
• Non-Executive Directors (Rimfire Client)
• Livestock/Farmhand – Qld (Copley Pastoral)
• Technical Assistant, New England Region – NSW (Hancock Agriculture)
• 2024 Livestock Career Development Program (Nutrien Ag Solutions)
• Northern Region Portfolio Manager – NT (Spinifex Recruiting Client)
• Cattle Station Manager – WA (Lucas Group)
• Cropping Overseer, Wirrinourt – VIC (Excel Farms)
• Diesel Mechanic, Brunette Downs – NT (AA Co)
• Bore Mechanic, Brunette Downs – NT (AA Co)
• Electrician, Brunette Downs – NT (AA Co)

Click here to access these and other exciting meat and livestock supply chain jobs currently listed on AgJobs Central.

ATTRACTING the attention of applicants for your next employment opportunity can be tough for employers in the current jobs market, and it applies as much for businesses along the red meat supply chain as anywhere else.

In 2023, applicants have a lot more choice about where they might want to work in agriculture.

Recruitment companies around the world – including in Australia – are looking at what candidates want from a job. They found that finding the most qualified candidate with the best skills and matching them to the right employer was not always easy.

So what can businesses in the beef supply chain do to make job offers more attractive to applicants looking to take a new step in their careers?

Here’s some suggestions…

Don’t take applicants for granted

Many companies take too long to find the perfect candidate.

Research has found businesses are often missing-out on applicants, who had taken another job offer after not being prepared to wait around for a decision.

One large international recruitment company found applicants wanted the employer to make them feel highly ‘wanted’ in any desired to join their business.

Also, 83 percent of recruiters described today’s market for employees as driven by applicants who recognised their higher level of value.

Compensation is still key

The survey also found that the most common reason for rejecting a job offer was that applicants thought the wages and benefits package was lower than they expected.

Applicants today are much more fully-engaged in their employment situation and are more aware of their value in the broader (very tight) job market. That applies as much in the cattle and beef industries as anywhere else.

Having more options means if the employer offers inadequate compensation levels, or unsatisfactory work-life balance, applicants might not be so willing to sign up.

The survey also revealed many companies were failing to sell the opportunities for the role enough to offer an enticing salary that job seekers felt matched their expectations.

Be decisive, or risk missing out

Many recruiters found that applicants were not prepared to hang around waiting for someone at a company to “say yes,” and employ them.

Companies cannot hesitate if they need staff immediately.

The Centre for Economics and Business Research in a survey found that Australian companies are leaving job vacancies unfilled.

They found on average 28pc of job vacancies remain unfilled after one month, and 13pc are still open after three months. Those figures are unlikely to be much different in the beef sector.

The research talked about a 30-day tipping-point when it becomes much harder to find a candidate to fill a position.

When looking to make any type of hire, it is sometimes necessary to be the one who takes that risk – or be prepared to be the one who missed out on the opportunity to hire a great applicant.

Source: Meat Processors Pty Ltd