Latest listings on AgJobs Central:

• Pastoral station hands/ringers, Pilbara region WA (Rio Tinto)
• Business development manager, Brisbane Qld (MEQ)
• Senior business analyst (Wilga Farming)
• Head stockperson, Prime City Feedlot NSW (JBS)
• Maintenance fitter, Beef City Feedlot Qld (JBS)
• Livestock manager, Heywood Vic (DroverAg client)
• Operations manager, Stawell Vic (Dhuramein Nominees)
• Senior livestock hand, Southern Downs Qld (Grassland Goats)
• Senior station hand, Riverina NSW (DroverAg client)
• Station hand – Livestock Focus, Western Riverina NSW (DroverAg client)
• Leading farm hand, Tintinara SA (DroverAg client)
• Livestock hand, Holbrook – NSW (DroverAg client)
• Senior stationhand, Harden NSW (DroverAg client)
• Senior farm hand, Wheatbelt WA (DroverAg client)
• Manager – cattle property, Goondiwindi Qld (Brazil Farming)
• Farm operations manager, Canobie Station NW Qld (AA Co)
• Regional sales manager, WA (Cyclone Rural)

Click here to view all listings on AgJobs Central.

IN today’s candidate-tight market in the agricultural sector, rigid expectations can make recruitment harder.

While high standards matter, adaptability and growth potential are just as valuable. Many employers spend months searching for the ‘perfect’ candidate when training a close-fit hire could be more effective.

Similarly, requiring tertiary qualifications for roles traditionally held by trades-qualified staff may limit the talent pool.

Candidates now expect higher salaries, often 15-25pc increases instead of the previous 5-10pc, reflecting market demand and economic shifts. Candidates are well aware of the skills shortage.

A smarter hiring approach

Here’s a few questions, as an employer, to ask yourself:

• Does the job description reflect current needs?
• Are you seeking outdated skills rather than future-focused capabilities?
• Could new or complementary skills strengthen your team?
• What is essential, and what is simply preferred?
• Can training or mentoring bridge skill gaps?

Prioritising potential over perfection

For many jobs in agriculture it’s important to assess whether qualifications and experience are truly necessary.

Benchmarking against competitors and consulting employees can help refine expectations. Job descriptions should guide, not restrict.

If hiring is proving to be tough, consider a ‘Gap Analysis.’ A candidate with most key attributes but the right attitude and cultural fit may quickly upskill with support.

Unexpected strengths can also enhance your team.

Thinking creatively

The best candidates may not fit traditional moulds, but they can bring lasting value to your business.

Source: Agricultural Appointments