15 Follow us on @PrairieFarming Better Farming | September 2024 NEW HIRING STRATEGIES “Agriculture tends to have an older workforce. The average age is around 57 years, and fewer young people are coming into the workforce than in the past.” The rising age of Canadian farmers will play a role in the number of retirements predicted by the CAHRC Agricultural Labour Market Forecast. Some retirements may be premature due to a lack of farm labourers and increased stress and workload. Wright adds, “Rural communities are smaller, and farmers aren’t having as many children. Their children are also not necessarily staying and working on the farm.” As farmers retire, and fewer are replaced by younger workers, the changing nature of farm work has influenced the labour gap. Advancing technology, artificial intelligence, autonomous equipment, and fewer manual labour jobs have created a demand for a new skill set. “The work is changing to some degree with the introduction of more technology, automation, and AI. That’s changing the skills required at every level of work,” says Wright. Brackenridge notes that this challenge is present off the farm for equipment dealers and mechanics as well. “Manufacturers and dealerships are struggling to get skilled tech people because agriculture is getting very advanced with GPS and the amount of data we collect off equipment. They are struggling to find people to do that,” he explains. “The number of skilled trades coming into the industry is tremendous. Agriculture isn’t just ‘American Gothic’ – that painting of the couple with the pitchfork – anymore. It’s such a diverse opportunity but we don’t talk about it to our kids.” The CAHRC report also found that sectors involving more hands-on labour were experiencing the shortage to a greater extent. During the peak growing season, greenhouse and nursery, tree fruit and vine, and other crop industries (excluding grain and oilseed production) accounted for 46 per cent of the vacant positions. To accommodate the scarcity of employees for these positions, farmers have been attempting to increase their efficiency to reduce the number of people needed. “They are trying to find efficiencies in ways work is done,” says Wright. “Some farmers might be looking at contracting out some of the work – like spraying, planting, and harvesting – if they don’t have enough staff. “Unfortunately, we are seeing some farmers reducing their inputs and production to better align with what they know their workforce will be able to manage. We are also seeing farmers leaving the workforce because of the stress of not having enough employees and finding and retaining workers year after year.” Recruitment and retention How can producers ease the stress of recruitment and retention? Many farmers have traditionally relied on neighbours and word-ofmouth to seek new employees. This approach has worked well for Brackenridge. Employee Rachel Campbell didn’t come from an ag background but applied for her position with the farm and elevator because she heard about it from her sister. “My sister worked at Green Tractor, and she’s also a horse trainer. One person who brings grain to our elevator mentioned to her that there was a job opening,” explains Campbell. Brackenridge adds, “Somebody heard that we were looking for someone to work. Rachel appeared, and we gave her a chance. We usually we do a two-week trial and, at the end of two weeks, if you don’t like it or I don’t think it’s good fit, then no harm, no foul. Employee investment and engagement is key to retention. Farm & Food Care photo
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