Latest listings on AgJobs Central recruitment page:

• Strategic Sourcing Specialist, Southern NSW (Woolworths Group)
• Agribusiness Relationship Manager, Toowoomba, Dalby & Goondiwindi (Bendigo Bank)
• 2IC Operations Manager, Barkly Downs Station Qld (Australian Country Choice)
• Management Graduate 2025 (Allied Beef)
• Feedmill Operator,  Wallumba Feedlot Qld (MDH)
• Sales Executive SaaS, Melbourne Vic (Rimfire client)
• Station Hand, Tiny Downs Central Qld (8PK Cattle Company)
• Financial Planning and Analytics Manager, Armidale NSW (Rimfire client)
• Key Account Manager – Meat Sales, Sydney NSW (Rimfire client)
• Livestock Manager, Toowoomba & Darling Downs Qld (Rimfire client)
• Sales Executive Saas, Sydney NSW (Rimfire client)
• Graduate Sales Agronomist, Adelaid SA (Rimfire client)
• Environmental Field Officer, Brisbane Qld (Rimfire client)
• Production Manager – Vegetable Seed, Regional SA (Rimfire client)
• Sales Manager ANZ, Melbourne Vic (Rimfire client)
• Grains Broker, Vic (Rimfire client)
• Territory Sales Manager, Regional Vic (Rimfire client)
• HR Advisor, Caroona Feedlot NSW (JBS)
• Safety Advisor, Caroon Feedlot NSW (JBS)
• General Manager – Farming, Regional NSW (Rimfire client)
• Irrigation Controller, Myrtleford Vic (Lucas Group)

Click here to access these and other exciting meat and livestock supply chain jobs currently listed on AgJobs Central.

THE meat and livestock industry’s demands can be quite extensive.

Cattle feedlot roles, for example, may require people who have certain certifications or experience. Feedlot staff in a larger yard for example may carry a skills background in engineering, IT, animal husbandry, cropping/agronomy or nutrition.

With the new year now well and truly underway, meat and livestock supply chain businesses are again focussing on ways to attract and retain good human resources.

Doing so isn’t always easy, but here are four measures agri-businesses can think about in an effort to retain valuable workers:

Deliver appealing working conditions

Benefits to make an appealing workplace have to be used in a way that doesn’t just make people happy for a moment, but rather reinforces the fact that they’re valued and their work is appreciated.

Examples can range from a small token such as shouting an occasional free BBQ lunch, to offering more flexible working hours.

Providing good working conditions can be imperative to encouraging retention among employees.

Provide health and financial assistance programs 

Many businesses have recognised the effect provisions, such as health and assistance in personal financial management programs, can have on retention.

From a worker’s perspective, if a business demonstrates a willingness to help employees plan for their future, that shows genuine care.

It will always be better to work for a business that wants its staff to be financially secure than one that doesn’t.

Offer training initiatives

Acquiring new skill sets is essential to the advancement of an employee’s career.

The majority of workers do not want to remain in the same position for the entirety of their working lives. So, when a business creates opportunities for personnel to attain new knowledge regarding a particular discipline – whether it be a welding course or a KLR Cattle Marketing course – it creates an incentive for those workers to stay with that organisation.

Research has shown that training not only positively impacts on retention, but also increases personnel’s value contributions.

Another benefit to establishing instruction programs is that they equip workers with the skill sets needed to undertake new responsibilities, creating a sense of professional growth and self-worth among staff.

The more invested a worker is in a business’s operations, the less likely he or she will seek opportunities elsewhere.

Working somewhere with a purpose

From a humanistic perspective, gratification can be a retention game-changer.

If people love what they’re doing, then they have little reason to change habits.

The same concept applies to work: find professionals who are passionate about the work they are recruited for, and they are more likely to stay on board.

Source: Meat Processors Pty Ltd