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Welcome to 'The Scoop on Recruiting' from We are pleased to announce a recent partnership with AgriMarketing magazine to provide their readers with information regarding recruiting and retaining talent within an organization.

While many feel that these functions are only the responsibility of Human Resources, the truth is that it is a company-wide effort.

Throughout the year and our clients will address hot topics related to talent management and ways to improve your recruiting and retention practices.

As we review the past five year's college enrollment numbers in agriculture or related fields, we know that we are faced with an already present decline of interest in career opportunities within agriculture.

To make matters worse, in the next five to six years the country's 500 biggest companies anticipate losing half of their senior management to retirement.

This is a loss of approximately 77 million baby boomers. When you consider that there are only about 46 million Generation Xers, 24-40 year olds, to replace them, the competition for talent is going to become fiercer than ever.

To further support this thought, by 2008 almost half of the federal government workers will be eligible for retirement, leaving a need for more than 250,000 highly skilled replacement employees over the next two years.

With the increased competition from outside industries and their ability to recruit from agriculture schools to fulfill their needs, the only way agriculture employers can resolve their recruiting issues is to become proactive and strategic in recruiting efforts as both employers and as an industry.

Obviously, there is no simple solution to this problem, however there are a number of tactics and resources available to help combat this issue.

Over the next two issues, we will explore a topic that all members within a company contribute to - employer branding. We've all heard the term, but what is employer branding, really?

An article in Shaker Advertising says, "Like any brand, your employer brand is about perception. It involves basic product-marketing strategies; however in this case, your product is people - the employment experience - and employees and candidates are your customers." They go on to say that, "Your employer brand - and your ability to deliver your brand promise -optimize recruitment ease and investment as it fosters employee productivity, engagement, loyalty, and retention."

What is your organization's employer brand? How do you contribute to the way that perspective candidates and outside professionals view your company?

According to a study done by, a jobseeker is more likely to apply for a position if they do not know much about the organization, and less likely to apply if they know the company but have heard negative things about the organization. To sum it up, 76 percent of jobseekers said that employer branding is important when considering which job to apply for.

The key is to make sure that as recruiting strategies are developed employer branding and the role of all employees be kept in mind.

Next month we will look at building an employer brand and the 'touch points' involved in a successful employer brand building program. Join us as we talk with agriculture employers about the keys to success and advice they'd give to their peers.

To continue to learn about employer branding, mark your calendars for "Become the Employer of Choice," April 26-27, 2006 in Kansas City, MO. Jim Welch, Hallmark CMO, will share his expertise on the process of building an employer brand from beginning to end. To register for the workshop visit

Become the Employer of Choice
(Enhance your Employer Brand)

April 26-27, 2006
Kansas City, MO

Knock-Your-Socks-Off Sales

May 2-3, 2006
Edmonton, Alberta, Canada

Excellence in Leadership Series
May 16, June 20, July 18, 2006
Web seminars

Canadian Ag HR Roundtable
July 11-13, 2006
Olds, Alberta, Canada

U.S. Ag HR Roundtable
August 7-9, 2006
St. Louis, MO, a member of the family of companies, is the leading online job board and human resource service provider for agriculture, food, natural resources and biotechnology. To comment or suggest and idea, please e-mail at

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