Latest listings on our AgJobs Central recruitment page:
- Procurement Specialist – Red Meat (Woolworths Group)
- Administration Manager – Bottle Tree Feedlot (Stanbroke)
- Head Stockperson – Maryfield Station (AAM)
- Feedlot Manager – Wonga Plains, Qld (CAMM Agricultural Group)
- Vet & Intensive Business Manager – Vic (Abbey Animal Health)
- Digital Marketing Specialist – NSW (Terranova Seeds)
- Field Technician – Meat Quality Focus (MEQ)
- Non-Executive Directors x 3 (Grains Australia)
- Human Resources Coordinator – NSW (Rimfire Resources client)
- Quantitative Geneticist – NSW (ABRI)
- Maintenance Manager, Wonga Plains, Qld (CAMM Agricultural Group)
- Farmhand Position/s – King Island, Tas (Waverley Station)
- Australian Strategic Account Manager (Vytelle)
- Station Manager – Minderoo Aggregation (Harvest Road)
- Project Manager – WA (DPIRD)
- People & Culture Manager (Grains Australia)
- Regional Manager – Field Research (Rimfire client)
- General Manager – Operations (Fertiglobe)
- General Manager – Supply Chain (Fertiglobe)
- Livestock Leading Hand – Koojan Downs Feedlot (Harvest Road)
- National Business Development Manager – Ag Services (AmSpec)
- Regional Manager – Riverina, NSW (Manulife Investment Mgmt)
- People & Culture Manager – Brisbane, Qld (Rimfire client)
- Administration Officer – Wagga, NSW (Hewitt)
- Station Manager (Couple) – Birrindudu Station, NT (Heytesbury)
- Administration Officer – Moura, Qld (Hewitt)
Click here to access these and other exciting meat and livestock supply chain positions currently listed on AgJobs Central.
THE new year is one of the strongest periods for recruitment across Australian agriculture.
With time over the break to contemplate their career direction, many candidates return refreshed and ready to consider new roles, giving employers a valuable head start before competition intensifies.
Here are six tips on how employers and managers can make the most of this hiring window:
Get prepared
If you know you will be hiring in January or February, set the groundwork early. Update position descriptions, confirm budgets, and line up interview panels so you are ready to advertise as soon as job seeker activity spikes.
Advertise early to capture active job seekers
During the first half of January, job boards see a surge in candidates, many from regional areas returning home or reassessing their career direction. Advertising early helps reach talent before other agribusinesses start competing for the same people.
Make your job ads stand out
In agriculture, clarity and purpose matter. Strengthen your ads by highlighting:
- The role’s on-farm or operational impact
- Opportunities to develop technical or leadership skills
- Flexibility, accommodation, or relocation support (if relevant).
Candidates are looking for stability and growth. Show how your business offers both.
Move quickly once applications arrive
January and February move fast. Skilled operators, agronomists, managers, and support staff will not stay on the market long. Pre-plan interview windows, streamline shortlisting, and respond promptly to keep quality candidates engaged.
Plan around staff availability
The return from the Christmas break can be chaotic in ag businesses.
Lock in who needs to be involved in hiring decisions and consider virtual interviews to avoid delays – especially when key people are still on leave or in the field.
Build your talent pipeline early
Even if you are not ready to hire immediately, start gathering expressions of interest. Tap into industry networks, past applicants, and recruitment partners who already have access to active agricultural talent.
The early-year period offers a valuable opportunity for employers to secure strong candidates before the market becomes crowded.
With good planning and quick decision-making, you will be well positioned to fill roles efficiently and start the year with the right people in place.
Source: Agricultural Appointments