Association Perspective
One of the industry’s biggest challenges.
There is a huge shortage within the ag sector. It’s not of the natural resources we all depend on to make the circle of agriculture coincide with the goal of feeding the planet. It’s quite simply labor — and skilled labor at that. When asking any member of the American Angus Association, cow-calf producer, feedlot manager or the packing sector what their biggest challenges moving forward are, they all have the same answer: labor.
Other industries are also struggling to find enough qualified employees, and many have a bigger profit margin than most ranches and feedlots. How do cattle producers compete to get the employees they need? We all know margins are thin in agriculture. Cattle operations struggle to be competitive with big companies that can offer a better benefits package. This is when one must become creative and offer more of a lifestyle with perks than a 9-to-5, punch-the-time-clock job.
There is no one more creative and adaptive than the American rancher. They have learned to overcome drought, blizzards, failing markets and environmental restrictions. You name it, the rancher has overcome it and will adapt. Employee seeking and employee retention will have to adapt as well.
To be competitive one must first identify the age demographic and type of employee you want to gain and retain. The days of driving to the bus stop and looking around for the guy lacking bus fare to go any farther are over.
My suggestion for producers looking to hire is to do your research on what each generation is looking for in an employer, so you have an idea on what to offer.
If you’re looking to hire, I suggest you do your research on what each generation is looking for in an employer so you have an idea of what to offer. The labor pool moving forward is going to consist of the millennial generation (born about 1980-1995), so you need to be familiar with their lifestyle and culture. For the most part, they are looking for security and a lifestyle that suits them. Money is not necessarily everything.
Beyond that is the Generation Z (born about 1997-2012). They are vastly different than previous generations. They are extremely smart, driven, passionate and want to earn money while having entrepreneurial aspirations.
Most ag producers try to provide some type of housing if available, a vehicle, beef, and paid utilities. However, it might be time to set yourself apart from other competing ranches and other industries.
As we learn to cultivate the millennial generation as prospective employees, we need to find out their needs and what could be offered to attract them. This generation currently has young families, and education is a high priority to them. The traditional housing provided might need to change to a house in town that is closer to school and more convenient for their spouse and their young family.
Employers should find educational opportunities for driven employees, such as sending them to the Cattle Industry Convention or the National Angus Convention. Even sending them to a regional or state cattlemen’s meeting could prove your confidence in their passion for being an important part of agriculture and your operation. As smart and knowledge-thirsty as these young generations are, you may also encourage them to see what opportunities your local university offers where they can cultivate their thirst for information.
To entice Generation Z, you might have to think way outside the box to engage their entrepreneurial tendencies. Maybe offer an existing building on-site for feed and mineral sales, or opportunity to market a specialized branded-beef program. If the employee is more into farming, employers could secure rental ground for the employee with use of the employer’s equipment. The possibilities are endless. Just be willing to cultivate their needs.
Sourcing employees has changed and will continue to change. Change is always inevitable. To find the right candidate, one must change where and how you are looking for qualified applicants. Universities, community colleges and vo-tech schools pride themselves on job placement. I encourage everyone to build a relationship with advisors and start offering an internship for your operation. Make sure the advisors are aware and familiar with what you can offer beyond an internship.
Job fairs and industry trade shows are a great resource, as well. The younger generations have a giant thirst for knowledge. This is a likely place to connect and build a relationship with candidates, and learn what they are seeking in an employer.
No matter what segment of agriculture you are involved in, never sell yourself short on what your lifestyle could offer an employee. We tend to take for granted our lifestyles and opportunities. Learn to share this lifestyle and be willing to teach and mold people into the employee that you need.
Editor’s note: Levi Landers is the regional manager for Colorado and Nebraska. Click here to find the regional manager for your state.
