For more information about USDA Risk Management Agency intiatives in Vermont contact Jericho Bicknell at (802) 656-0346. Additional information about labor management can be found at: University of Vermont Extension Agricultural Labor Management : http://www.uvm.edu/~farmlabr/; University of California Agricultural Personnel Management Program : http://apmp.berkeley.edu/; and Labor Management Decisions Newsletter. University of California Agricultural Personnel Management Program: http://apmp.berkeley.edu/index.php?option=content&task=view&id=352

Tips for Hiring the Right Employees
By Jericho Bicknell, Risk Management Coordinator, UVM Extension

Although it’s often farmers’ least favorite responsibility, labor management should be high up on the list of things to consider as we enter a new growing season. Farm success is often related to the quality of farm labor. Even on small farms with seasonal or part-time employees, labor can constitute a significant part of farm costs. Be sure that the money is well spent.

The first step in a successful hiring process is determining exactly what labor needs the new employee is expected to fill. Take a look at the current situation. Who has what responsibilities? Is there a way to restructure before hiring in order to smooth out operations? Are there gaps that need to be filled? Once this analysis is done, the labor needs of the farm should be clear and a job description can be prepared.

A job description should briefly but accurately describe the position. Include qualifications needed; responsibilities, tasks and duties; supervisory relationships; hours; working conditions; and salary and benefits. Sometimes it is helpful to consult current employees, or to look at job descriptions from other farms for ideas.

It is useful to use a variety of methods to advertise a job opening. Word of mouth, newspaper ads, and email listservs are a few simple strategies. The ad should include a job title, important skills and experience needed, positive aspects of the job, some idea of salary and benefits, how to apply, and an application deadline.

Create a checklist of skills that you would like the employee to have, and how you will go about determining whether or not he/she has each of those skills. Some farms use multiple methods in order to narrow down a pool of candidates. For example, a written application can serve to pinpoint the candidates who have experience in skills needed for the job. A practical test, such as driving a tractor, might further indicate the level of skill. Interviews can then help in judging interpersonal skills and more detail about past experience.

In an interview, describe the job in detail as well as the philosophy and objectives of the farm. Also, have a list of prepared open-ended questions to get a sense of applicants’ experience is that is pertinent to the job description. References may then serve to zero in on the final choice.

When making an offer, put it in writing to avoid misunderstanding later on. It is also a good idea to send letters to those who didn’t get the job as a courtesy and to avoid bad feelings. Keep on file names of applicants who were high up on the list to save time in the future if another position becomes available.

Keeping Good Employees
Once the hiring process is over, there is still one final consideration which is very important to a successful farming operation: Keeping those employees that you took such care in hiring.

The three most important factors in employee retention are: good working conditions, pay, and job security.

Maintain a safe, friendly workspace and talk to employees about their ideas for improvements. Involving employees in farm decisions, praising employees for things done well and providing training where needed, and in general stressing good communication will improve the working environment and can build employee pride in what they do.

Of course, pride will not pay the bills, so it is important to provide competitive wages and benefits to farm employees. Research the compensation offered by similar employers to get an idea of what qualifies as “competitive” and fair.

Visit www.uvm.edu/~farmlabr/ or contact jericho.bicknell@uvm.edu or 802-656-0346 for more information.

Thus far, the program has assisted farmers with USDA contract issues, lending and labor disputes, and intergenerational
family farm challenges.

“We’ve helped farmer disagreements with USDA cost share programs where there were requirements that weren’t met. We’ve been able to modify contracts in such a way that farmer and USDA were comfortable,” said Matt. “We’ve had cases involving farm employees. We’ve had farm loan cases. Really, we encourage anyone who has questions about what our services can cover to contact us.”

WAgN
Women's Agricultural Network
617 Comstock Road, Suite 5
Berlin, VT  05602
(802) 223-2389 x13
866-860-1382 (tollfree)
or wagn@zoo.uvm.edu

University of Vermont Extension and U.S. Department of Agriculture, cooperating, offer education and employment to everyone without regard to race, color, notional orgin, gender, religion, age, disability, political beliefs, sexual orientation, and marital or familial status.