AgriGrowth Highlights RealTime Talent Research in Agriculture’s Labor Force Needs

An article was published in AgriGrowth’s member newsletter on the recent findings of a study done by RealTime Talent on trends in agriculture hiring and recruitment.  The article, written by Erin Olson of RealTime Talent, notes that data suggests an industry-wide shift in hiring demand as well as supply of available workers.  Below you will find the text of the article and some graphics depicting the findings:

All signs point to a need to elevate the agriculture related workforce needs and opportunities that exist in Minnesota as well as the United States. Dramatic mechanization in agriculture has increased efficiency and reduced the need for farm labor over the past century and opened the door to new types of jobs in agriculture, including more high-tech and high-wage opportunities. Agriculture companies, trade associations, and higher education in Minnesota have witnessed this shift, but in many cases theses employment opportunities have not effectively reached the general public.

According to the USDA, the nation will see an average of 57,900 food, agriculture, renewable natural resources, and environment job openings every year between 2015 and 2020—that’s about 231,600 openings over the next four years—the result of a wave of retirement that has begun to roll through the U.S. labor force.  Unfortunately, we only expect to see an average of 35,400 new U.S. graduates trained in food, agriculture, and natural resources. If they all go straight into work, only 61 percent of those expected openings will be filled.[i]

This job gap is already presenting workforce challenges for many companies, which started to post job openings online in greater numbers starting in the summer of 2013. Job posting volume in this sector has been creeping up ever since, with agriculture industry job banks, like AgCareers.com, seeing posts in the Midwest rise as much as 49 percent between 2014 and 2015.[ii] graphicsfornewsletterarticle1

In the first six months of 2016, AgriGrowth member organizations had 47,837 open positions that required experience or knowledge of food, agriculture, farming, the environment, or natural resources, matching similar counts from 2015.[iii] About 7,000 (or 15 percent) of these jobs were in Minnesota.  While AgriGrowth members consistently sought drivers, sales workers, production supervisors, and engineers over the past decade, the majority of job postings in Minnesota during the first six months of 2016 were for marketing managers, management analysts, and financial positions.  The demand for these kinds of workers is growing.

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This increasing need for management and financial professionals is consistent with the message AgriGrowth has heard from the companies it works with. This summer, AgriGrowth partnered with RealTime Talent in a comprehensive survey of member organizations. The survey sought to identify the greatest challenges and opportunities in agriculture hiring, recruitment, and workforce planning. When asked to indicate their top three most difficult positions to fill, the word “manager” was the most frequent.  Service technicians, animal care providers, and sales associates ranked as the most challenging positions to fill, with 23 percent of all organizations anticipating hiring new employees in sales, business development, management, or information technology between April and October.

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More than half of companies said the biggest problem is that there are simply not enough applicants to fill vacancies, and that those who do apply lack either the soft skills, character traits, or experience in agriculture necessary to do the work. Most companies feel neutral or satisfied with their ability to find candidates with relevant education or certifications, but candidates still tend to lack necessary experience and skills.

There is consensus on the reasons positions are difficult to fill, but the workforce challenges faced by agriculture companies are extremely diverse. The concerns expressed by companies vary by size, type, and whether or not the company has staff designated to human resources activities. The top three workforce concerns among large companies—particularly those with human resources departments—are employee acquisition, perceived drops in youth interest in agriculture jobs, and employee retention. Agribusiness and food companies of all sizes are also particularly concerned about local non-agriculture competition when it comes to finding future candidates. Farms and smaller companies without human resources professionals on staff are less focused on future recruitment and tend to focus on current workforce gaps, targeting efforts in employee retention, compensation and benefits, and training.

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All of these insights allow AgriGrowth to better understand the workforce needs of its membership. “This survey was extremely useful in helping AgriGrowth better understand the various workforce challenges facing our members in recruiting and filling their employment needs” said AgriGrowth Executive Director Perry Aasness.

Judy Barka, Program Manager at AgCentric, says that the survey findings remind her of conversations she has had with employers around the state. “I have been hearing from a variety of Agriculture Industry partners about the importance of soft skills. This report confirms everything that I have heard in the field,” Barka said. She asks agriculture companies “if lack of youth interest in jobs in agriculture was identified as a top workforce concern, what are you doing about it and how can we work together on this issue?” AgCentric and the Southern Minnesota Center of Agriculture have used the findings from AgriGrowth’s survey to guide discussions around what the agriculture industry wants from graduates, to help Future Farmers of America (FFA) encourage high school students to explore jobs in agriculture, and to develop new partnerships with the Department of Agriculture.

The Centers of Excellence and other academic partners were pleased to learn that about 80 percent of AgriGrowth members participating in internship or dual training programs report that candidates that come to them through these programs are “consistently better” than those who do not. It appears that internships, on-the-job experience while undergoing training, and direct referrals from schools lead to the greatest employer satisfaction with candidates—second only to internal employee promotions.

With these findings, the future work of RealTime Talent will focus on developing career pathways in agriculture that match changing industry needs, reviewing curriculum to incorporate important experiential and soft-skill elements, and improving the connections between employers of all sizes and skilled, experienced candidates. As a result of this survey, AgriGrowth has a stronger understanding of the talent needs of its membership and a renewed energy to drive the public message of the agriculture industry’s important place in our growing economy.

“I appreciate the time many AgriGrowth members took to fill out the Real Time Talent Survey”, said Aasness.  “Enhancing our awareness of the workforce recruitment and hiring challenges facing our members will enable AgriGrowth to better represent the needs of our sector as we continue to work with the Real Time Talent board and staff.  AgriGrowth looks forward to continuing to work with Real Time Talent and its other collaborators in support of private/public efforts to better align workforce development efforts that will benefit and support the needs of Minnesota’s agriculture and food sector.”

[i] The full article by the United States Department of Agriculture (USDA) can be accessed here: https://www.purdue.edu/usda/employment/

[ii] From the March 2016 edition of Agri Marketing: AgCareers.com report on agriculture candidates and job trends.

[iii] Counts of online job postings are from the real-time data source TalentNeuron Recruit, which extracts data on skills, certifications, salary, and other requirements from jobs posted online.  For further information on this data, contact erin@realtimetalentmn.org or visit www.wantedanalytics.com.

 

Download the original article here or view the full newsletter online on AgriGrowth’s website: http://agrigrowth.org/wp-content/uploads/AG-Newsletter-2016-October.pdf

Introducing RealTime Talent’s New Executive Director: Sandee Joppa

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RealTime Talent is experiencing new growth and a season of transition early in its second year.  Jess Niebuhr, RealTime Talent’s first Executive Director, has shifted her role to that of Director of the RealTime Talent Exchange, the innovative new online job matching platform brought to Minnesota through funding by the Minnesota Legislature.

 

We are pleased to announce the appointment of Sandee Joppa as Executive Director of Real Time Talent effective October 17, 2016. Sandee has over 25 years of experience in Minnesota-based companies, including 10 years as Vice President/Chief Human Resources Officer for the Donaldson Company; a Minnesota-based industrial manufacturing organization with more than 12,000 employees in 44 countries. At Donaldson, Sandee led the creation of a global HR function and built organizational capacity, talent pipelines, and world class leadership development programs to meet the organization’s growth strategy. During her tenure, the Star Tribune named Donaldson a “Top 100 Workplace.” Before joining Donaldson, Sandee worked at General Mills for 16 years in corporate recruiting, human resource manager roles in manufacturing plants and in sales and distribution, as a corporate diversity manager, and finally as director of human resources for the foodservice, baking products, Yoplait, and marketing communications divisions. Most recently, Sandee ran her own executive coaching and leadership development consulting company and continues to serve as President of the Twin Cities Human Resources Executive Council, which is comprised of Human Resource leaders across the Twin Cities.

 

Sandee’s philanthropic efforts include serving on the Luther College Board of Regents, the Luther College Audit and Outreach and Gifts Committees, and the Make-A-Wish Minnesota Human Resources Committee. Sandee has a bachelor’s degree in English from Luther College and a Master’s degree in Industrial Relations from the University of Minnesota. Sandee is originally from Moorhead, Minnesota and is looking forward to working with the various regions across the state to lead and support regional work force development efforts.

 

Sandee’s collaborative style, passion for work force development, and skill set in strategic planning, change management and talent pipeline development make her very well suited for the Executive Director role at this critical point in RealTime Talent’s growth. Given the importance of more actively engaging employers in strategic work force planning, Sandee’s extensive experience and connections will be instrumental to delivering the RealTime Talent mission in building the world’s best work force for Minnesota.

Introducing the RealTime Talent Exchange

Our new job-matching platform finally has a name: RealTime Talent Exchange.

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This cutting edge, web-based tool is designed to blind-matching the needs of Minnesota’s employers with quality candidates at all phases of the talent pipeline. Under the leadership of Senator Terri Bonoff and building upon the successful Minnesota PIPELINE Project, the RealTime Talent Exchange seeks to further its momentum with this regional, tech-based partnership.

Powered by WorkFountain technology, the goal of the RealTime Talent Exchange is to engage key regional and state business associations, trade groups, governmental programs, workforce development and placement efforts, educational institutions and training programs in a centralized, “no wrong door” approach to connecting with compatible experiential-learning talent. This powerful network of data-driven web platforms allows employers, non-profits, and government agencies to band together to build talent pipelines that serve them individually, while simultaneously strengthening the region as a whole.

With the support of the Minnesota Office of Higher Education in launching this pilot, RealTime Talent will leverage the technology platform to:

  • Create efficiencies in regional recruiting practices
  • Reduce hiring bias, which increases workplace diversity
  • Provide real-time data on candidate pools, industry activity, and skills alignments
  • Increase time- and cost-savings in recruitment efforts for employers of all sizes

With a variety of ways to participate, RealTime Talent is seeking regional partners in education and industry to promote and benefit from this new platform.  We are aiming to launch the site in November, with full functionality coming in January 2017.

For more information about the RealTime Talent Exchange, please contact Jess Niebuhr at jess@realtimetalentmn.org.