17 The Business of Ontario Agriculture Better Farming | December 2024 Labour Shortage 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 find employees. This approach has worked 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 we were looking for someone to work. Rachel appeared, and we gave her a chance. We usually do a twoweek trial, and at the end of that, if you don’t like it or I don’t think it’s a good fit, then no harm, no foul. “Even without ag experience, Rachel is probably one of the best employees we have. She came with an eager willingness to learn and no preconceived notions and embraced it.” Wright also suggests reaching past close contacts to broaden your search when searching for new employees. “The traditional way of hiring is telling neighbours you’re looking to hire. There are not as many people in that circle,” says Wright. “Farmers should try taking a different approach. They could be posting jobs online or providing information on their website if they have one. They can also try connecting with recruitment agencies if necessary or get the word out on Facebook or LinkedIn.” She encourages farmers to follow best human resources practices with their job postings. They should include clear descriptions of the working environment and the necessary skills. It is also effective to conduct a structured recruitment process, including interviews. “Following good HR practices can help with the hiring process once you get resumes coming in, and it can help on the retention side. “Connect with local employment offices, or local colleges and universities, that may or may not have agriculture programs. There may be someone that does not have specific agriculture experience but has different experience that could be translated into a farm environment, and they could be trained on the job.” As Brackenridge found with Campbell, sometimes the right attitude can outweigh direct farm experience. While some farms find recruitment challenging, others struggle more with retaining employees. “There are lots of things that make it difficult to retain employees. There are challenges sometimes with seasonality, and it’s not always possible to have that ‘9-to-5’ or Monday-to-Friday schedule,” says Wright. “But there can be other benefits. Over the planting season, employees might be working longer hours or on weekends, but during the winter, they might have every Friday off or have a more flexible schedule.” Brackenridge and Campbell both recommend giving employees a seat at the table and an opportunity to learn. “I did my two-week trial and loved it,” says Campbell about starting her job with Brackenridge. “Now they’ve taught me more, so I can contribute more. That has been a big factor for me wanting to stay here, and now I want to learn more. I applied because I needed a job with those hours, but I ended up staying because I loved learning.” Brackenridge says, “Farms in Ontario are still mostly family farms. If you treat your employees like family – with respect and hear what they have to say – they tend to stick around. And it eases the burden on the operator because they receive good quality advice from invested employees.” He insists that employee engagement and investment are the key to retention. “I really believe that for retaining employees, they do have to have a seat at the table. FARMERS LOVE MAGAZINES 92% of farmers use ag magazines monthly, compared to 44% for websites, 43% for radio and 10% for farm shows. (Verified Readex Research study)
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