Latest listings on AgJobs Central:

• Station Manager, Tanbar Qld (Paraway Pastoral Co)
• Property Manager, Yass NSW (Spinifex Recruiting client)
• Farm Manager, Western Vic (DroverAg Client)
• Livestock Program Coordinator, Inverell NSW (Bindaree Food Group)
• Senior Livestock Hand, Southern Downs Qld (DroverAg client)
• Senior Station Hand, Cooma NSW (DroverAg client)
• Assistant Cropping Manager, Mildura Vic (DroverAg client)
• Cropping focused Operator & Farm Hand, Birchip Vic (DroverAg client)
• Assistant Farm Manager, Katherine NT (NT Govt)
• Cropping Machinery Operator – Hillston, NSW (DroverAg client)
• Machinery Operator, Spraying focus, Temora NSW (DroverAg client)
• Senior Station Hand, Merinos & Cropping, Riverina NSW (DroverAg client)
• Cropping Farm Hand, Trangie, NSW (DroverAg client)
• Chief Executive Officer – Regional NSW (Rimfire client)
• Head Stockman – WA (Primary Partners)
• Operations Administrator – WA (Primary Partners)
• Technical Officer, Alice Springs – NT (NT Govt)
• Livestock Territory Sales Manager, Goulburn NSW (Elders)
• Key Account Manager – Large Pastoral (Zoetis)
• Rural Senior Salesperson, Baralaba Qld (Total Rural Supplies)
• Sales Support Coordinator Melbourne (Harmony Agriculture & Food Co)

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

IN today’s candidate-tight ag sector jobs market, rigid employer expectations can make recruitment harder.

While high standards matter, adaptability and growth potential are just as valuable. Many employers spend months searching for the ‘perfect’ candidate, when training a ‘close-fit’ hire could be more effective.

Similarly, requiring tertiary qualifications for roles traditionally held by trades-qualified staff may limit your talent pool.

Candidates now expect higher salaries, reflecting market demand and economic shifts. Candidates are well aware of the skills shortage in ag.

A smarter hiring approach

Some questions for employers to ask themselves:

• Does the job description reflect current needs?
• Are you seeking outdated skills rather than future-focused capabilities?
• Could new or complementary skills strengthen your team?
• What is essential, and what is simply preferred?
• Can training or mentoring bridge skill gaps?

Prioritising Potential Over Perfection

Assess whether qualifications and experience are truly necessary. Benchmarking against competitors and consulting employees can help refine expectations. Job descriptions should guide, not restrict.

If hiring is tough, consider a “Gap Analysis.” A candidate with most key attributes but the right attitude and cultural fit may quickly upskill with support. Unexpected strengths can also enhance your team.

Thinking Creatively

The best candidates may not fit traditional moulds, but they can bring lasting value to a business.

Source: Agricultural Appointments