Latest listings on our recruitment page, Jobs Central:
- Technical Services Officer – ALFA
- Livestock Manager, Dalby Qld – Elders
- Operations Analysts – Agribusiness – Consolidated Pastoral Co
- Export Logistics & Documentation Team member – InterAgri
- Technical Officer – Mechanical Maintenance – Charles Darwin University
- VET Lecturer/Workplace Assessor – Beef Cattle/Horse Production – Charles Darwin University
- Various Livestock roles available – OBI Recruitment
- Livestock Procurement and Inventory Support Officer (Elders)
- Livestock Operations Manager – Mort & Co Lotfeeders
- Feedlot Manager, Five Star Beef (NZ)
- Head of Beef Operations – Ramu Agri-Industries, PNG
- Station Manager, Alexandria Station – North Australian Pastoral Co
To access Jobs Central, including full listings and job descriptions of these and other positions, click here.
With 2014 now well underway, businesses and companies working in the beef supply chain may be looking to make a fresh start in the areas of sourcing top talent, increasing productivity, improving company culture and employee engagement and satisfaction.
Recently, there has been a trend for employees to indicate a desire to link their future to longer-term careers with employers. They are looking for the right fit – one that provides interest, challenge, growth, fulfilment and a match with their values.
Employers who fail to exhibit ‘employer of choice’ characteristics face an uncertain future, as prospective employees assess their options and align their futures with employers who provide the best match.
Are you ready to take on the challenge of becoming an employer of choice? You may want to consider the following tips:
Employee Development and Engagement
If you noticed any employee disengagement towards the end of last year, this is the best time to figure out creative ways to develop and help employees with their career paths and to engage and retain top performers.
Small to medium-sized companies maybe be at an advantage in this case, as there is often already a strong sense of inclusion and togetherness as senior managers make an effort to get to know employees personally, and participate in events like training and celebrations.
It is also important to go to lengths to gather input and feedback from employees regarding the workplace and related decisions. By asking employees to get involved, they tend to feel quite invested in the company from a personal and a business perspective.
“When you invest in your people you are also investing and growing the business” AWX director Cameron Dart said.
Enhancing Company Culture
By creating a distinct culture, employers are able to attract the right employees for their company. Research suggests when employee and employer values and visions align, company’s retention, profitability, and innovation all improve.
Best companies really understand how to create a fun and celebratory environment in a way that’s meaningful to their own employees. They are continuously pushing themselves to find new ways to foster a sense of fun and enjoyment in the workplace.
It is also important to consider your customer and clients, making sure they engage with your company culture – this builds trust and adds a personal touch to the brand.
Succession planning is imperative as baby-boomers retire and younger employees rise through the ranks. Tying into company culture and engagement, employers are looking at ways to involve new generations and keep them interested in their workplace.
Where appropriate, a succession plan should be discussed during the final interview or on the first day of employment. This helps sets up future expectations and goals.
Employees may be looking for longer careers, working with leaders and in companies with which they can engage. Managers should regularly show their interest in their staff and share their excitement about the company’s direction and goals. Sharing your confidence about the future and the exciting path you are taking together.
Flexible, friendly and fun policies and practices
Understand the needs and motivations of employees, and creating or adapting flexible workplace practices that deliver work-life balance are seen as appealing to prospective employees.
Become aware of the key expectations of employees and the ways in which the organisation may be able to adapt to support them (rather than the other way around). All leaders and managers have to do is to listen, to take on the challenge, and to implement.
Being an employer of choice means becoming the place people want to work, the company they want to devote their time and energy to, and the place they will commit to for prolonged periods.
“The benefits you reap from keeping the best people and attracting even more of them from other companies will flow freely,” Mr Dart said.
“Put simply, management should take a look at what they are doing now and think if they need to reinvent and redefine their organisations to become employers of choice.”
HAVE YOUR SAY