Latest listings on AgJobs Central recruitment page:

• Graduate Program – Operations and feedlot (Teys Australia)
• Head Stockperson – Esmeralda Station (Cunningham Cattle Co)
• Non-Executive Director (Horticulture Australia)
• General Manager (Faulkner Farming)
• Operations Manager – Koojan Downs Feedlot (Harvest Road)
• Research Station Manager – Field Research (CSIRO)
• Country Site Operator – Front End Loader/Mobile Plant Operator (Viterra)
• Country Site Operator – Classification/Grain Quality (Viterra)
• Beef Development Officer – Northern WA Beef Development (DPIRD)
• Beef Cattle Research Officer (NT Government)
• Environment Project Officer (Southern Gulf NRM)
• Pest and Weeds Project Officer – Qld (Southern Gulf NRM)
• Administrator – Recruitment, Melbourne Vic (Rimfire Resources)
• Financial Controller – Agricultural Commodities (Rimfire client)
• National Sales Manager – Agricultural Machinery (Kelly Tillage)
• Chief Operating Officer – Stone Axe Pastoral (Rimfire client)
• Feed Mill Supervisor – Prime City feedlot (JBS)

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

THE era of rapid wage inflation in agriculture may be over, but pay remains a powerful differentiator in the marketplace.

According to the latest ABS Wage Price Index, annual wage growth across all industries was 3.4 percent in the March quarter 2025, up from 3.2pc in the final quarter last year.

In agriculture, the trend is similar: SEEK’s advertised salaries are still growing (up 3.6pc year-on-year), but the pace is easing as labour supply improves.

Employers are becoming increasingly cautious in salary negotiations, with the inflated premiums paid during COVID-related labour shortages now beginning to stabilise. This shift in market dynamics has given businesses a greater degree of control during hiring conversations, allowing them to move away from reactive wage hikes.

However it does not remove the responsibility to offer competitive and compelling remuneration. Skilled candidates, particularly for regional and remote agricultural roles, remain discerning, and their expectations continue to evolve.

To attract and retain top-tier talent, agribusinesses must reassess their total reward strategies. It is no longer just about base salary: recognition, career development opportunities, work-life balance, flexible working arrangements, and wellbeing initiatives are all part of the equation.

The right offer considers the whole employee experience, not just the dollar figure.

‘More than a pay-check’

Employers must understand that today’s candidates are looking for more than a pay-check. They want to feel valued, supported, and part of a culture that aligns with their personal values.

A strong workplace culture, one that fosters purpose, inclusion, and recognition, can be a significant differentiator in a slowing, yet still competitive, salary landscape.

Those employers who lead with empathy and offer meaningful non-monetary benefits will be far better placed to secure the talent they need now and into the future.

Specialist agricultural recruiter, Agricultural Appointments explores this topic in its 2025 Agribusiness Salary & Trend Report, outlining the latest ag sector employment trends and what’s shaping ag workforce expectations. Click here to access