Recruitment: How to attract top talent to remote agribusinesses

Sheep Central, May 6, 2024

Latest listings on AgJobs Central recruitment page:

  • Business Development Manager – Thera Capital Management
  • Operations Supervisor (Site Mgr), Wimmera region, VIC – Viterra
  • Manager, Levied Industries (Thoroughbred Horses), regional NSW – Rimfire client
  • Software Technical Support Officer – eLynx
  • Non-Executive Director, Agri Funds Management – Agricultural Appointments client
  • Human Resources Generalist, Bunbury Regional WA – Rimfire client
  • General Manager, Brisbane Qld – Santa Gertrudis Breeders Association
  • Manager, Levied Industries (Honey Bees), Wagga Wagga NSW – Rimfire client
  • Livestock Partnerships Manager, Rockhampton Qld – CQUniversity
  • Chief Executive Officer – Agricultural Appointments
  • National Sales Manager, Melbourne Vic – Rimfire client
  • Overseer, Castlevale Outstation Qld – NAPCo
  • Platform Sales Manager, NSW – AAM Investment Group

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


MOST rural and remote agribusiness operators will tell you that luring the best and brightest candidates away from big cities or regional centres is challenging.

But there are plenty of things that can be done if employers are prepared to be creative with remuneration packages and can think outside the box.

There’s a lot of negatives associated with going to the regional centres. However, bigger regional centres have all the modern conveniences of big city living – hospitals, schools, shopping precincts – and for some people, the shift away from those comforts can be a deal breaker.

It’s lifestyle – if someone wants a skilled farm manager in an isolated regional area they are competing with businesses in bigger regional cities. Agribusinesses need to find innovative ways to overcome these problems.

Here are seven strategies that can make the difference:

Annual leave

Offering longer annual leave will appeal to a lot of people, particularly if your business makes people take forced annual leave over certain periods of the year.

Flexible working arrangements

Early starts, late finishes, commitments with family and sport, makes most people’s lives a juggle. Helping them to fit work around their lives is one way of fostering happy, productive workers. Even allowing time off in the middle of the day for exercise or other activities helps create a happy workplace. People can make-up the lost work time when it suits them.

Provide housing

In isolated areas, providing, an on-site manager’s residence is a big draw card and making the housing inclusive in the remuneration package, or subsidised, is also a valuable incentive.


Offering additional financial or business incentives beyond a contracted wage shows employees’ you are prepared to invest in them over the long term. Also, include generous super as an inducement.


Loosen the selection criteria and concentrate on training. Also, look for skills that are transferable.

Benefits for families

Include childcare/school fees/tutoring in the package. Look into employment opportunities for the spouse/partner.


Offer tuition reimbursement and professional development benefits. Offer opportunities to attend national and international conferences.


Source: Agricultural Appointments.




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