Salary is a key factor in candidate motivation, but there are other factors to consider.

by Bonnie Johnson, AgCareers

Sustainable talent management ensures you recruit and retain the right talent to meet long-term business goals for your production operation.

As the agriculture and food industries face challenges in attracting and sustaining talent, employee retention is a critical concern. Employers struggle to keep their best workers long-term. It’s not just about retention, locating candidates with the right skills and experience has become increasingly complex.

Candidate drop-off is a significant worry for employers across all industries nationwide; frequently, candidates start an application but abandon it before finishing it.

A recent study by AgCareers sheds light on this issue; the Application Motivation Survey Report examines the job application process, providing valuable insights for pork producers looking to enhance job postings and optimize recruitment efforts.

Salary Transparency

Key findings in this research point clearly to transparency as crucial in attracting and keeping top talent. Job seekers want to know what the position pays before even considering applying. Candidates said salary was the most critical detail for employers to include in a job advertisement and the most encouraging to apply. Only 32% of candidates said they would apply to a job posting that did NOT include salary details. This means employers could lose nearly 70% of potential applicants if they do not list a salary on the job posting.

Salary isn’t just important at the application stage. Once candidates have applied, compensation remains the most significant factor in their decision-making process. Survey respondents revealed that salary and benefits are the top considerations when selecting an employer or leaving a position for a new opportunity.

Job Description and Location

While salary is essential, location and job description are also key elements. Job seekers often use location as a primary filter when searching for jobs online.

Candidates are more likely to apply if the job description is clear and detailed, with realistic requirements that match their qualifications.

Job seekers are particularly motivated to apply if they meet all the requirements and less likely to apply if they fall short.

Application Frustration

Another important finding from the survey is the frustration candidates experience with the job application process. Repetitive tasks turned job seekers off, such as entering the same information already present on their resumes and overly complicated application steps. Simplifying the process can make a significant difference. Additionally, a lack of communication from employers after applying may deter candidates from considering future openings within the organization.

Employer Branding Matters

An employer’s reputation is a critical factor in a candidate’s decision to apply, with 93% of survey respondents indicating that an employer’s brand and reputation are essential considerations. Employers who invest in strengthening their brand and developing a positive image are more likely to attract top talent.

What Employers Can Do

• Include Salary Information: List pay ranges in job postings to avoid deterring candidates. If you’re unsure of competitive rates, benchmark your salaries with a tool like the AgCareers Compensation Benchmark Review.
• Enhance Job Descriptions: Make job descriptions detailed, realistic, and clear, so job seekers understand their suitability. Reconsider your “required” versus “preferred” qualifications.
• Simplify the Application Process: Eliminate redundant steps and streamline the application process to prevent candidates from abandoning their applications.
• Improve Communication: Acknowledge receipt of applications to keep candidates engaged. Use automated tools, like the auto-receipt email alert from AgCareers.com.
• Strengthen Employer Branding: Focus on building a strong employer brand that resonates with potential candidates, ensuring they feel confident in your organization as an employer of choice.

By improving the application process, focusing on competitive compensation, and building a positive employer brand, pork producers can attract top candidates and enhance their ability to retain skilled employees. To download the full Application Motivation Survey report, visit www.AgCareers.com and click on “Market Research.”

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