Latest listings on our AgJobs Central recruitment page:

• Senior Finance Officer, Armidale NSW (Australian Wagyu Association)
• Grazing Land Management Officer, Qld (Desert Channels Queensland)
• Dryland Cropping Farm Hand, Horsham Vic (DroverAg client)
• NRM Officer, Qld (Desert Channels Queensland)
• Cropping Farm Hand, Griffith NSW (DroverAg client)
• Livestock Supervisor – JBS Riverina Feedlot, NSW (JBS Australia)
• Livestock Manager – Koojan Downs Feedlot, WA (Harvest Road Group)
• Customer Service Manager, Brisbane Qld (Vytelle)
• Financial Controller, Melbourne Vic (Rimfire client)
• Senior Business Analyst, NSW (Cunningham Cattle Co)
• Junior Merchant – Grains, Regional NSW (Rimfire client)
• Trading Assistant – Grains, Brisbane Qld (Rimfire client)
• Station Manager Couple, Broken Hill NSW (Spinifex Recruiting client)
• Junior Livestock Buyer, Birtinya Sunshine Coast Qld (Kilcoy Global Foods)
• Area Sales Manager, Regional NSW (Rimfire client)
• Product Development Manager – New Zealand (Rimfire client)
• Country Manager – New Zealand (Rimfire client)
• Business Development Manager – Regional NSW (Rimfire client)
• Station Manager – Bulloo Downs Station, Qld (Gibson Grazing)
• Key Account Manager, Melbourne Vic (Rimfire client)
• Station Manager, North Qld (Trafalgar Pastoral Co)

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

MOST rural and remote agribusiness operators will tell you that luring the best and brightest candidates away from big cities or regional centres is challenging.

But there are plenty of things that can be done if employers are prepared to be creative with remuneration packages and can think outside the box.

There’s a lot of negatives associated with going to the regional centres. However, bigger regional centres have all the modern conveniences of big city living – hospitals, schools, shopping precincts – and for some people, the shift away from those comforts can be a deal breaker.

It’s lifestyle – if someone wants a skilled farm manager in an isolated regional area they are competing with businesses in bigger regional cities. Agribusinesses need to find innovative ways to overcome these problems.

Here are seven strategies that can make the difference:

Annual leave

Offering longer annual leave will appeal to a lot of people, particularly if your business makes people take forced annual leave over certain periods of the year.

Flexible working arrangements

Early starts, late finishes, commitments with family and sport, makes most people’s lives a juggle. Helping them to fit work around their lives is one way of fostering happy, productive workers. Even allowing time off in the middle of the day for exercise or other activities helps create a happy workplace. People can make-up the lost work time when it suits them.

Provide housing

In isolated areas, providing, an on-site manager’s residence is a big draw card and making the housing inclusive in the remuneration package, or subsidised, is also a valuable incentive.

Incentives

Offering additional financial or business incentives beyond a contracted wage shows employees’ you are prepared to invest in them over the long term. Also, include generous super as an inducement.

Training

Loosen the selection criteria and concentrate on training. Also, look for skills that are transferable.

Benefits for families

Include childcare/school fees/tutoring in the package. Look into employment opportunities for the spouse/partner.

Training

Offer tuition reimbursement and professional development benefits. Offer opportunities to attend national and international conferences.

Source: Agricultural Appointments. Click here to access Agricultural Appointments’ Agribusiness Trend and Salary Report