Recruiting 101 

Beverly Written by Beverly Leavitt November 21, 2023 Human Resources

Three sets of hands sitting around a table with papers in the middle.

It’s no secret that finding qualified candidates who live locally and meet your criteria is harder than ever. While the unemployment rate is on the rise, there still aren’t enough people to fill the gap in the equipment industry. 

So, how do you stand out in a sea of equipment-related job postings? 

Follow these tips! 

Job Description

We dive deeper into the nitty gritty of writing a job posting here, but for now, consider these four points. 

  1. Write your job descriptions using the second person. You will enjoy working here because xyz, you share these values, you aspire to these things, etc.
  2. Know that if someone meets 100% of your criteria, they are likely overqualified. Look for someone who meets 70-80%, so they have room to grow in the role. 
  3. Post your pay rates. Save yourself and the applicants time by stating your salary or hourly rates upfront. Be clear about what you’re willing to pay so you don’t go through the entire interview process only to have your offer rejected based on pay. 
  4. Sell your company! What do you do differently than everyone else? What do your benefits packages look like? Are working hours flexible? 

Candidates have their choice of jobs, so contrary to historical job postings, it’s your job to sell the role and your company. 

Tell Your Current Staff 

Your staff should be your biggest advocates. After all, they love their job, so why wouldn’t they want to refer others?

Communicate any job openings to your staff. There’s a chance you could fill the role internally or hire someone they know. 

Add incentive by offering a referral bonus. If their referred person stays in the role X months, the referrer is entitled to $X. 

Advertise In-Person 

Post your roles with a link (try this free QR tool) to the full description in the customer-facing areas of your dealership. 

Your customers understand your value already, and they’re familiar with the field. As long as they have the right personality and attitude, you can train them on the ins and outs of the role. 

Keep other networking opportunities in mind. Are you attending an upcoming trade show? Brief your staff so they can talk to the roles and include signage for the job posting. 

If you don’t have anything upcoming, think about ways you can reach your audience. Have you connected with your local high school or college? Can you host a community event and invite people to you? 

There are ample ways to reach your desired future employees, and as a bonus, your dealership gets advertising out of it, too! 

Post Your Jobs 

We talked briefly about how you should position yourself in a job posting, but it’s important to think about the where

Post it on indeed.ca, LinkedIn, your local job boards, etc. Local newspapers still reach an older audience, and social media or agricultural publications are a great way to reach a younger audience. You can use paid advertising to help leverage both mediums. 

Consider reaching out to trade schools within the province. They have a hyper-focused audience that is clearly interested in the field. 

Offer Apprenticeships 

As we mentioned earlier, you can train anybody to do any role. It does take time and money, but in the long run, you have someone trained your way. And when you’re willing to make an investment in your staff, they’re willing to make an investment in you. 

Invest in Your Current Staff

On the topic of investing in your staff. Retaining staff is much cheaper than hiring new staff. And we’re talking more than a pizza party. 

Give them opportunities to increase their skill set by offering grants for training. Or look at other perks like providing a company vehicle, offering an enticing benefits package, exploring limitless holiday and sick time, etc. 

There are so many ways to retain your current staff, which in turn makes your company more desirable to new hires. Keep in mind they have the opportunity to interview you, too, and if they ask about the turnover rate or growth opportunities, you’ll want to have a plan already in place. 

Use a Headhunter 

If you’re stuck in a hiring rut or don’t have the time to delve into the process, consider working with a recruiter. 

You will pay a percentage of the hired person’s salary, but usually only after they’ve been with the company for so many months, meaning the recruiter is motivated to find you a great candidate, so they get paid! 

Should you go this route, try finding someone who specializes in agricultural positions.