CAREER GUIDE FOOD & AGRICULTURE PROFESSIONAL CAREER SUCCESS: EMPOWERING EXPERIENCED PROFESSIONALS TO THRIVE IN AGRICULTURE
WELCOME AGCAREERS.COM, ALONGSIDE OUR AFFILIATED TALENT SOLUTIONS BRANDS, INCLUDING FOODGRADS, ADVANCING WOMEN CONFERENCES, GRASSLANDS RECRUITMENT SPECIALISTS AND DE LACY EXECUTIVE RECRUITMENT, DEDICATES ITSELF TO SUPPORTING THIS DYNAMIC INDUSTRY, GIVING BACK TO OUR COMMUNITIES, AND FOSTERING ITS LEADERS. FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE 1.800.929.8975 WWW.AGCAREERS.COM AGCAREERS@AGCAREERS.COM AgCareers.com is not responsible for any mistakes, misprints, or typographical errors. AgCareers.com is diligent in checking all advertising copy for any errors, but no guarantee is given or implied by the publisher. © 2024 Published by Farms.com Canada Inc. PHOTOS: Ekaterina Vakhrameeva/iStock/ Getty Images Plus, bamlou/DigitalVision Vectors via Getty Images, JDawnInk/ DigitalVision Vectors via Getty Images While the spring version of the Food & Agriculture Career Guide normally focuses on young people entering the agriculture industry, many experienced professionals have also reached out to us about providing them a guide to assist them with their careers as they seek new opportunities. So, we put together this guide, specifically for those whose career is well established as well as for those who may be considering employment within the agriculture industry, an industry that is new to them. This is a resource to help you explore careers and career paths. It provides practical advice tailored to established and mature careers. We constantly consider ways to collaborate with partners for career connections and development. and the globe, we unite to cultivate a robust talent pipeline to the industry. The AgCareers.com and the Talent Solutions team are made up on an enthusiastic group of professionals committed to making a difference. We actively support initiatives that foster growth, sustainability, and innovation in our industry. With expertise and advocacy, we empower leaders through community outreach programs. Together, we strive to ensure the sector evolves and thrives. AgCareers.com supports you no matter where you are on your career journey. Explore our resources, connect with industry leaders, and take proactive steps toward a rewarding career. JOIN US IN SHAPING THE FUTURE. Let’s cultivate success in agriculture and food together—join our AgCareers.com community today by signing up for our newsletter, following us on social networks, and applying for jobs for free! Kathryn Doan CVO, DIRECTOR AgCareers.com
MEET THE TEAM Katie Hunter TALENT SOLUTIONS MANAGER Paula West DIGITAL EXPERIENCE PROJECT MANAGER Nicole Gallace TALENT SOLUTIONS MANAGER Paul Lander DIRECTOR OF DIGITAL MARKETING Chris McLoughlin CUSTOM TALENT SOLUTIONS SPECIALIST Jack Ronson TALENT SOLUTIONS & CUSTOMER CARE REPRESENTATIVE Sydney Mohr DIGITAL COMMUNICATIONS & EVENTS COORDINATOR Kat Botelho GRAPHIC DESIGNER IS YOUR DREAM JOB IN AGRICULTURE? SHOULD I GO BACK TO SCHOOL TO GET MY MASTER’S DEGREE? ARE YOU A PROBLEM SOLVER? ALTERNATIVE THOUGHTS ON CAREER DEVELOPMENT THE BENEFITS OF WORKING WITH A RECRUITER SELF-ADVOCACY IN THE WORKPLACE STRIKING THE RIGHT BALANCE BETWEEN HONESTY AND PROFESSIONALISM LEADERSHIP THROUGH PERFORMANCE MANAGEMENT 5 6 7 8 11 12 14 16 TABLE OF CONTENTS TALENT SOLUTIONS TEAM
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IS YOUR DREAM JOB IN AGRICULTURE? Agriculture jobs you didn’t know existed Sydney Mohr AgCareers.com ARE YOU EXPLORING CAREER OPPORTUNITIES IN AGRICULTURE, BUT YOU ARE NOT SURE IF IT IS A GOOD FIT FOR YOU? IF SO, WE HOPE TO CONVINCE YOU THAT AGRICULTURE OFFERS DIVERSE CAREER OPPORTUNITIES BEYOND FARMING, FROM HIGH-TECH ROLES TO OUTDOOR JOBS, WITH COMPETITIVE SALARIES AND A GROWING INDUSTRY, IT’S A REWARDING FIELD FOR MANY PROFESSIONALS. Agriculture is often associated with farming, but it’s much more than just working on a farm. The agricultural sector offers a wide range of career opportunities beyond farming itself. Whether you’re interested in plant sciences, technology, food production, or more, the possibilities are endless. In fact, agriculture is a huge industry that employs millions and is expected to continue growing, creating numerous job openings each year. One of the key advantages of working in agriculture is that it’s a high-tech field. Modern farming relies heavily on advanced technology, including drones, robots, AI, and GPS systems. If you have expertise in these areas, you’ll find plenty of opportunities to contribute to the sector’s innovation and growth. Agriculture is constantly evolving, offering exciting challenges and a dynamic work environment. Another great aspect of agriculture is that you don’t always need a degree in agriculture to get started. Many roles in the industry are open to people with transferable skills from other sectors, which means anyone can find a place in this field. The agriculture sector is also crucial for feeding a growing global population. With the demand for food rising, agriculture will remain a vital industry, and those working in it will play an essential role in ensuring food security for future generations. In addition, many jobs in agriculture allow you to work outdoors, travel, and live in beautiful rural areas, contributing to a healthy and fulfilling lifestyle – perhaps the lifestyle you are looking for. Finally, working in agriculture means you will be making a difference. Whether it’s through innovative research or contributing to sustainable practices, agricultural jobs leave a lasting impact on society and the environment. So, if you’re considering a career that’s both rewarding and essential, agriculture might just be the perfect fit for you. Another great aspect of agriculture is that you don’t always need a degree in agriculture to get started. 5 PHOTO: LSOphoto/iStock/Getty Images Plus FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
6 SHOULD I GO BACK TO SCHOOL TO GET MY MASTER’S DEGREE? It depends on you Denise Faguy AgCareers.com WHETHER OR NOT TO PURSUE A GRADUATE (MASTERS) DEGREE IS A DECISION THAT REQUIRES A LOT OF THOUGHT, RESEARCH, AND FINANCIAL PLANNING. WHETHER YOU ARE CONSIDERING AN ON-CAMPUS OR ONLINE PROGRAM THERE IS MUCH TO PONDER. IF YOU ARE ALREADY IN A SUCCESSFUL CAREER, IS IT WORTH IT TO PURSUE A MASTER’S DEGREE. Individuals who seem to benefit most from graduate school are people who have a goal and a mission, who are self-driven and desire to find answers, and who have a strong work ethic. It is important to keep in mind that graduate school is a completely different beast than your undergraduate degree, there is a more effort required of a graduate student. A master’s degree is worth it to advance your career, to be a better leader and an asset to your organization in which you serve. You should have a desire for further education in a specific discipline that fulfills the needs and requirements of the job you wish to pursue and a passion for the discipline you are studying further. If you are not passionate about what you are studying, writing the thesis or dissertation will be a painful experience. Not all programs are created equal. Selectively choose a program with coursework you can apply to the work you do professionally because you will be more engaged. Also look for support staff who are responsive and understand how to work with professional students. Communicate with your personal and professional support network so they know you are pursuing a degree. Do not overdo it in any given semester. Know the limits of how many courses you can fulfill given the expectations of your job during that term as well as your personal life. Yes, you may have to give up a few things to get this done, but it will be worth it in the end. Students now have more options than ever for obtaining an advanced degree, including completing the program online. The AgCareers.com University Partners program is designed to highlight and share opportunities about educational advancement opportunities. Check out the array of online programs offered by our University Partners. PHOTO: LSOphoto/iStock/Getty Images Plus If you are not passionate about what you are studying, writing the thesis or dissertation will be a painful experience. FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
7 ARE YOU A PROBLEM SOLVER? Problem solving is one of several key skills sought by agriculture employers Kathryn Doan AgCareers.com DID YOU KNOW THAT EMPLOYERS CONSISTENTLY EMPHASIZE THE IMPORTANCE OF “PROBLEM-SOLVING AND DECISION-MAKING” SKILLS, RANKING THEM AS TOP REQUIREMENTS ALONGSIDE “ORGANIZATION AND PLANNING SKILLS” AND “TEAMWORK.” Problem-solving and decision-making represent the largest skills gaps in the current workforce according to a detailed survey by AgCareers.com which offers insights into employer needs and the prevalent skills gaps among employees. Surprisingly, only 21% of employers believe that new graduates possess adequate work-ready skills upon entering the job market, compared to 67% who view experienced hires as well-prepared. This disparity underscores the opportunity for professionals trying to advance their career. It is important to ensure you list these skills in resume and cover letters if you have them. The survey also sheds light on specific industry skills that are in demand, such as knowledge in sustainability, agronomy, and precision agriculture. Understanding the concerns of current employers, and recognizing these concerns as opportunities is crucial for employee success across various roles, including skilled trades, production, management, and executive positions. View the Skill Survey It is important to list ProblemSolving and Decision-Making skills in your resume and cover letters if you have them. FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE PHOTO: Ekaterina Vakhrameeva/iStock/Getty Images Plus
8 ALTERNATIVE THOUGHTS ON CAREER DEVELOPMENT Career development is about evaluating what is right for you Katie Hunter AgCareers.com SOMETIMES IT IS EASY TO GET CAUGHT UP IN TRENDY CAREER ADVICE, ESPECIALLY WHEN YOU ARE LATER IN YOUR CAREER. HERE ARE SOME ALTERNATIVE THOUGHTS ON CAREER DEVELOPMENT AND DEFINING CAREER SUCCESS. View mid-career as a chance to leverage your accumulated experience and wisdom, not as a plateau. Also, evaluate job opportunities for their potential to expand your skills and knowledge, not just as steps up the career ladder. Remember that a fulfilling career is more than just a paycheque. Align your job with your values to increase satisfaction and productivity. Also be sure to keep a balance between authenticity and professionalism. While it’s important to be genuine, oversharing can undermine your authority. Oversharing can happen when you have been with the same organization for a lot time. Strike the right balance to maintain trust and respect. Take a moment to evaluate your decisions. Reflect on past decisions to improve your decisionmaking process. It is not about dwelling on past decisions that may not have worked out so well, but instead learning from them, and learning about what motivated you to make those decisions. These evaluations will help you make great career decisions moving forward. It’s important to remember what your definition of success is. A successful career does not mean that you are constantly moving up the ladder, sometimes it means you are using the ladder as a bridge. Each of us is different, so skip what’s trendy, and stick to what is important to you. PHOTO: Ekaterina Vakhrameeva/iStock/Getty Images Plus Evaluate job opportunities for their potential to expand your skills and knowledge, not just as steps up the career ladder. FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
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Excellence and Integrity in Global Agriculture & Food Recruitment De Lacy Executive Recruitment offers professional recruitment services for employers and candidates in food and agriculture. The De Lacy team of professional consultants is committed to exceeding the expectations of those whom we serve. VIEW OUR OPEN POSITIONS AT: delacyexecutive.com Follow us on social media for new job opportunities and career tips. @delacyexecutivena | De Lacy Executive Recruitment North America | @delacy_na 800.672.8552 | advisor@delacyexecutive.com
THE BENEFITS OF WORKING WITH A RECRUITER Recruiters can provide you with hidden opportunities Nicole Gallace AgCareers.com YOU HAVE BEEN IN YOUR CAREER FOR A WHILE NOW, AND YOU ARE DOING WELL. YOU HAVE DECIDED ITS TIME TO FIND A NEW OPPORTUNITY. IN THE PAST, YOU HAVE ALWAYS USED JOB BOARDS TO FIND THE NEXT OPPORTUNITY. JOB BOARDS ARE GREAT AND THEY CAN DEFINITELY CONNECT YOU TO PLENTY OF OPPORTUNITY. But, have you ever considered working with an executive recruiter? Recruiters offer several key advantages that can make the job-hunting process more efficient and less stressful. Read more to see if working with an executive recruitment firm is the right choice for your. ACCESS TO HIDDEN JOB OPPORTUNITIES Many job openings are never publicly advertised, existing only through personal connections or internal referrals. Recruiters have exclusive access to these “hidden” positions that are not found on job boards. By working with a recruiter, you gain access to opportunities you might otherwise miss. INSIDE KNOWLEDGE Recruiters understand the hiring needs of employers and help candidates position themselves to stand out. They provide valuable insights on how to improve resumes, tailor applications, and prepare for interviews, giving you a competitive advantage. INDUSTRY EXPERTISE Recruiters specialize in understanding the specific requirements of various industries. Recruiters like De Lacy Executive Recruitment specialize in opportunities in the agriculture industry. They know what agriculture employers are looking for and can help you highlight the most relevant skills, experiences, and qualifications to improve your chances of landing the right job. INCREASED VISIBILITY Job applications often get lost among thousands of others, especially with AI-driven Applicant Tracking Systems (ATS) filtering resumes. Recruiters help ensure your application stands out by personally presenting it to hiring managers, bypassing initial screenings. TIME EFFICIENCY Job hunting can feel like a full-time job. Recruiters, however, are dedicated professionals who can connect you with multiple employers in a fraction of the time it would take on your own. This allows you to focus on other priorities while they handle the legwork. MOTIVATION FOR SUCCESS Recruiters are incentivized to help you succeed, as their earnings depend on successful placements. They are motivated to find the best opportunities for you and act as your advocates, offering personalized support throughout the process. Working with a recruiter is a free and effective way to boost your job search. If you’re ready to explore this approach, connect with a recruiter today to get started. 11 FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE Recruiters know what agriculture employers are looking for and can help you highlight the most relevant skills, experiences, and qualifications to improve your chances of landing the right job.
12 SELF-ADVOCACY IN THE WORKPLACE Helping your team build self-advocacy skills Paula West AgCareers.com WHAT HOLDS YOU BACK FROM SELFADVOCATING IN YOUR WORKPLACES. WHY AREN’T YOU ASKING FOR NEW CHALLENGES OR RESPONSIBILITIES? WHAT BARRIERS EXIST IN YOUR WORKPLACE AND, IF YOU ARE A SUPERVISOR WHAT CAN YOU DO TO BREAK DOWN THOSE BARRIERS? In response to these questions, Jonathan Shaver, Envision Partners LLC, asks us to think about organizational barriers and to think about how organizations can create a culture of self-advocacy. When taking the initiative, team members are often concerned others will perceive it was for personal benefit. Due to past experiences, they have difficulty building trust within the organization Pause for a minute and ask yourself, what is your barrier to self-advocacy? Shaver says there is a correlation between confidence vs competence. Typically new hires start with high confidence, but low competence. Which is normal because they do not know how the company functions, the company culture, and company policies. As employees continue their journey with a company, their confidence often begins to fall, but their competence increases. Ideally, at some point in the future, employees regain their confidence and move into a high confidence, high competence level. Shaver asks what happens when someone does not regain their confidence. He explained that this is a dangerous spot for team members to be in as they can become disengaged and eventually may leave the organization. Shaver shared some clues to spotting team members who are disengaged: employees who are not high contributors, not contributing at all, and employees who are not taking opportunities. These employees are at risk of leaving the organization. However, disengaged employees can be re-engaged, says Shaver, by instilling their confidence back in them. WHAT ARE SOME OF THE CAUSES FOR THIS LACK OF CONFIDENCE? • Fear of leadership disapproval -- there could be history that holds them back. • Avoiding the ‘doing that again’ statement if things go wrong. • A lack of resources – they cannot keep up with the current workload. FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
13 • A bad history with micro managers that has reduced their confidence. • A perception that their supervisor does not engage with them as much as other team members. This lack of engagement could be because the supervisor believes the individual needs less supervision than the other team members because they are competent and do not need as much supervision as other employees. This can result in the employee not feeling important, which can reduce their confidence. • Fear of making mistakes – employees need to feel that it is OK to make mistakes • Labeled as not as good as {name of person who left the company} To support self-confidence in the workplace, Shaver advises that supervisors need a growth mind set, by embracing the words “We don’t know how to do this {fill in the blank} yet.” Shaver encourages supervisors to create brave spaces within their organization that enable people to feel confident. Brave spaces are created by • Encouraging new members to contribute, and providing positive feedback for those contributions • Finding the positive in every situation • Sharing information, not holding back information • Providing clear expectations and guidelines • Being open to new ideas • Quickly recognizing contributions • Sharing when you make mistakes or do not have certain skills Shaver concludes by providing three key foundations to help supervisors achieve high confidence and high trust. He advises giving bite-sized projects to show skills and right-sized projects to match competence. Setting clear guidelines and expectations with team members. Providing as much information as possible about a project a team is working on. PHOTO: Ekaterina Vakhrameeva/iStock/Getty Images Plus FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE Shavers encourages supervisors to create brave spaces within their organization that enable people to feel confident.
14 STRIKING THE RIGHT BALANCE BETWEEN HONESTY AND PROFESSIONALISM Key traits for creating respectful environments Denise Faguy AgCareers.com A RECENT HARRIS SURVEY AMONG CANADIAN COMPANIES HIGHLIGHTS SIGNIFICANT CONCERNS REGARDING PROFESSIONAL BEHAVIOUR IN THE WORKPLACE. LEARNING MORE ABOUT THESE ISSUES CAN HELP PROFESSIONALS MAKE APPROPRIATE CAREER DECISIONS. Many employers believe employees struggle to strike the right balance between honesty and professionalism, with 50 percent stating that employees can sometimes be “too honest.” Issues include sharing too much personal information (59%), criticizing colleagues or the company (59%), gossiping (53%), and venting frustrations about coworkers (50%). Job seekers also acknowledge the importance of professionalism. Many agree on what constitutes unacceptable behaviour, with 77 percent citing getting drunk during work hours as inappropriate. However, when it comes to admitting their own unprofessional actions, the issues are often less severe, such as making personal calls or using social media (41%), swearing (32%), or gossiping (25%). The survey revealed clear differences in how gender and age groups perceive workplace behaviour. Female hiring managers are more likely than their male counterparts to view certain actions as unacceptable, such as gossiping, sharing personal information, or dating a manager. Similarly, older generations like Boomers and Gen X tend to hold stricter views than younger generations regarding behaviours like swearing and using company resources for personal tasks. Employers have noted these generational differences, with 91% emphasizing the importance of teaching younger employees when and how to share their honest thoughts appropriately. Striking a balance between honesty and professionalism is seen as critical for maintaining a respectful workplace culture. PHOTO: Ekaterina Vakhrameeva/iStock/ Getty Images Plus Older generations like Boomers and Gen X tend to hold stricter views than younger generations regarding behaviours like swearing and using company resources for personal tasks.
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LEADERSHIP THROUGH PERFORMANCE MANAGEMENT Leaders help team members develop and grow Katie Hunter AgCareers.com PERFORMANCE MANAGEMENT IS NOT STATIC, IT IS CONSTANTLY CHANGING AND EVOLVING. IT DRIVES ORGANIZATIONAL SUCCESS AND A COMPANY’S ORGANIZATIONAL CULTURE ACCORDING TO DEREK MULHERN, EXECUTIVE LIFE & LEADERSHIP COACH. “Performance management is the systematic approach to defining goals, appraising progress, and offering consistent coaching and feedback.” Mulhern says that it is important to find new ways to be nimble and help employees develop and grow. Traditionally, KPIs (Key performance Indicators) measured and tracked an organization’s ongoing processes and performance metrics. The conversation then changed from measurements by number to measurements of individual achievement known as Outcome Key Results OKR. According to Mulhern these measurements help define and outline what an organization needs to achieve and how to achieve it within a given time. OKRs are a goal-setting framework that can be used to set any goal, but companies often use them for bolder, more aggressive goals. OKRs can help organizations improve their current state and stretch their goals further, allowing for more creativity in how to reach them. OKRs look at measurement holistically, reviewing how employees see themselves in the organization. Mulhern advises that OKRs don’t replace KPIs, but they can help your team achieve them. When used appropriately, OKR’s are agile, team based, help alignment, engagement and are motivating. FEEDBACK According to Quantum Workplace, 71% of employees preferred immediate feedback, even if it is negative. Mulhern shared that 90% of performance reviews are painful for employees and they are often ineffective. Performance reviews are a manager’s most hated task, second only to firing someone. One-on-one meetings should be the managers’ most important meeting of the week. One-on-one meetings allow managers to be good coaches, ask questions and to listen. To share and receive feedback. It is also time to set actionable next steps if needed. It is a time for reviewing how people have felt during their tasks, not about task updates. Task updates should be provided in writing via email. 71% of employees prefer immediate feedback, even if it is negative. 16 FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE
17 PHOTO: Ekaterina Vakhrameeva/iStock/Getty Images Plus FOOD & AGRICULTURE PROFESSIONAL CAREER GUIDE BARRIERS TO PROVIDING FEEDBACK Jonathan Shaver, Founder and Chief Executive Officer StrategIQ Commerce, believes employee barriers to providing feedback occur for several reasons including lack of trust, infrequent connections, back channeling and drama, judgement, embarrassment, guilt, humiliation, and shame. Leaders need to remember to focus on being curious versus being right. Managers and leaders also need to practice vulnerability and empathy. Mulhern advises using the Feedback Model: • Begin with a description of the situation, including place, time, and circumstances, describing what was observed • Provide the specific results of the behavior, • Conclude with what changes need to be made. Mulhern encourages leaders to coach instead of evaluating, to be careful with language during conversations and to remain solutions focused. REWARDS AND RECOGNITION To effectively reward employees with positive feedback, Mulhern advises that we should consider doing it in a way that the employee appreciates? Consideration should be given to understanding individual team member preferences. Which team members like public recognition and which team members value mass recognition? COACHING Mulhern says the benefits of coaching are that it focuses on individual growth, empowerment, listening and inquiries, collaboration, and strengthbased skills. Coaching employees leads to higher job satisfaction, enhanced leadership, increased engagement, and increases employee retention. “Effective performance management ensures employees at all levels within a company achieve individual targets and contribute effectively to their company’s goals,” concludes Mulhern. The article was written based on a presentation during the AgCareers.com RoundTable in August 2024. Leaders need to remember to focus on being curious versus being right.
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