If you're running or intending to start up a farm business in any aspect, whether crop or animal, consultancy, or manufacturing, you will definitely need more hands to carry out tasks for effective profit maximization. The reason why many people do so poorly in farming is because they don't take as a business. Farming, just like any other business, depends on injecting a couple of inputs to obtain a certain output. The greater your input, the better your output. Hiring sound and dedicated workers is one of the inputs you need to acquire for a successful farm business. In hiring your workers, they're a number of things to put into consideration before you give that green light.

1. Define the position

Employing an outsider, however, requires carefully defining the roles, skills, and responsibilities of a position. These are how both you and your employee will judge their performance.
For example, say you needed a manager to handle selling your products to supermarkets and other clients. You’d need someone with previous experience in sales, knowledge of the retail food industry, and skills working with canning and bottling machinery.

2. Set a reasonable salary and benefits

To attract an employee you’ll need to offer a salary that makes it worth their while to work for you. You can consult already existing farms in your locality to find out the nature of their payroll.

3. Advertise the position

As with many things these days the internet is your best and lowest priced option. Sites like jiji.com and justjobs.com offer free job posting boards. If you want to shorten the search you can also post jobs with headhunting agencies that find employees. They may ask for a premium when you hire one of their candidates but they can be worth it because they’ll handle most of the job search for you and bring you qualified people.
A more cheaper option is social media advertising on Facebook, Instagram, Twitter whatsapp etc.

4. Establish performance reviews

Once you’ve hired your new employee you’ll need to set up some measures to judge their performance. You don’t want to be dismissing someone after six months just because you “think they aren’t working out.” You’ll want a business case to justify letting them go and hiring someone else. For a salesman you would set sales targets and check whether they were achieving them; for a combine harvester driver you’d want to check that they’re keeping the combine in good repair and that they are an efficient operator who gets the job done in a reasonable amount of time.

5. Don’t play favourites

Tensions between employees in a workplace are common and a headache for all managers. The headaches are even greater when one of the employees is your son or daughter and the other is a (comparative) stranger. To retain good workers you’ll need to learn to be fair, rather than automatically siding with your blood relations. This may cause tensions but you should be clear with your children that this is a business and that you all need to get along to make it succeed.
While hiring employees can be difficult, the needed skills they bring to your operation can be invaluable. With patience and forethought, hiring and employing can be made that much easier, and become a regular part of your expanding operation.


For your general agribusiness consultancy
Contact Cousler Group

Cousler@yahoo.com
Whatsapp : 0806 906 1988