Hiring Hints for Today’s Ag T Finding candidates in new and tried-and-true ways. By Lisa Moorhouse hose faded red-and-white help wanted signs have their place, but getting qualifi ed candidates in the door for roles in agriculture today involves a bit more technology mixed with tried-and-true techniques. In a fi erce race to fi ll positions, recruiters rely on a range of tactics to find the right candidates. Online job boards, LinkedIn and company websites are just as popular as old-fashioned networking. “We’re embracing a variety of tools to source candidates. That can mean trying new things — such as booking space at virtual career fairs — to learn which are a good fi t for the organization,” says Cate Sprout, staffi ng manager, CHS. And while newer approaches may be online, they still focus on making a connection. LinkedIn and Texting “Many of these techniques tie old-fashioned networking into a tech-based way of connecting,” Sprout explains. “Conversations about an opportunity and whether it’s the right fi t for a candidate are moving online.” On LinkedIn (linkedin.com), a free web-based networking site, 80 percent of people are passive candidates. These are individuals who aren’t out looking for a job or pushing out information. But just because they’re not actively searching, says Sprout, doesn’t mean they’re not staying connected. “One of the helpful recruiting aspects of LinkedIn is that people are willing to pass along openings and information. They may not be looking, but they’re forwarding that opportunity to their network,” Sprout says. “From a company perspective, having a LinkedIn presence and network is important to fi nding qualifi ed candidates.” How people learn about and apply for jobs has evolved, too. Recruiting across three generations, each with a diff erent technology comfort level, has presented a number of challenges — and opportunities. While some quickly go online to apply or search for more information, others are more comfortable with a phone call or email. “A few years ago, we were trying to connect with a really strong candidate for one of our entry-level openings,” Sprout recalls. “It was a position that needed to be fi lled quickly, but this individual had limited opportunity to respond to phone calls and emails. We were getting short on time and really wanted to close the deal. It was a fi rst for me, but I sent the candidate a text message. Over an afternoon, we quickly got interviews scheduled.” Skype Opens Doors Face-to-face communication during the hiring process has changed, too, including use of Skype (skype.com), an online video-conferencing service for two-way conversations. “When we started using Skype, it was to conduct fi rst-round interviews,” explains Sprout “There was a lot of training to ensure everyone was comfortable with the technology. Today, we have managers who are so comfortable with the process that they’re not only conducting interviews via Skype, but they’re also making off ers via Skype.” Connecting with potential candidates via niche job boards and organizations, including on-campus groups specifi c to Your CHS Connection A chance encounter and later conversation with Gary Braatan, director of energy services at CHS, led Texas native Eric Lewis, front, to a career at CHS in the Renewable Fuels Supply group. > 21
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Hiring Hints for Today’s Ag
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