Tags Search: georgia ag edu

7 January 2011

Posted by | Topic: Recruiting

Debunking any recruiting myths - How we do it

We know there can be scary stories out there on "headhunters" or "recruiters," so we've decided to just strait up let you know the way we do things here at Career Solutions: Here is our application process.



Career Solutions Applicant Process

How we are structured:
  • We never charge candidates a fee
  • All candidate information is strictly confidential
  • We never disclose your name or information without your authorization
  • Recruiters are industry and geographic specific
  • All candidates are shared internally within the recruiting team
What you should do initially:
  • Go to our website: www.careersolutionsco.com
  • Search our data base of current job openings
  • Clink on our Application button
  • Complete the questions and attach your resume and references
What you should do long term:
  • Monitor our web site for open positions that you are interested in
  • Apply to other positions you are interested in and qualified for
  • Keep us informed of changes to your career needs
What we do initially:
  • We notify you via email that we received your application
  • We review you resume, qualifications and references
If you don't meet our clients requirements:
  • We keep your information on record
  • We search for other appropriate career openings and call when they turn up
If you DO have the necessary qualifications our clients are looking for:
  • We contact you to assess your career needs and goals
  • We arrange a time to interview you - on the phone or face to face
  • Internally we search all Ag industries for additional career opportunities
  • We contact your references and industry professionals with your approval
  • With your endorsement we present your resume and credentials to our clients
  • You are contacted to make arrangements for an initial interview with our client
  • After the interview we provide you with our clients evaluation
  • Further interviews are scheduled if needed
  • We help you review the offer and assure your needs are being met
  • After your new career starts we contact you to evaluate your position
  • We welcome referrals from other industry professionals in need of your services
That's it in a nutshell. We want to help you find a job you're secure with and want to help the companies that work with us find the most qualified candidates. Any questions?
1 February 2011

Posted by | Topic: Job Offers

Rate your pay - Guest post by Lisa Heacox



The following is a guest post by Lisa Heacox, which she originally wrote for Croplife. I was interviewed for it, and it has some great information. This is the first post in the series we'll be talking about this. Let me know if you have any questions.

See how your company compares in this snapshot of current retailer salaries and benefits.

BY LISA HEACOX

LATER this year, CropLife will conduct its first-ever ag retailer compensation survey. But we wanted to talk to a few agriculture placement specialists to get an initial lay of the land. The scenery is, in fact, especially interesting this season in light of the economic challenges facing not only dealers but also the entire country.

Six months ago, search firms were working with a large number of ag companies seeking employees" and demand was not being met. But at presstime, the tables had turned dramatically. As farmers hold off on input purchases, so employers have been waiting on hiring. "The pre-pay market is way, way off this year, down around 40%, and some more than that," says Gary Weilbaker, recruiter, Eastern Cornbelt with Career Solutions Co. "A lot of companies are on hold mode. They're not really cutting positions,
but I've not heard of any adding or back-filling jobs that have become available. Or, they may have initially made plans to add head count, but they're not doing it."

So the pool of ag job seekers has swelled, and perhaps in an unexpected way. Weilbaker says many of these applicants worked in agriculture earlier in their careers, then left to go into manufacturing. They've lost those jobs or are looking to get back into agriculture.

In fact, "There's also a large pool of non-agricultural professionals trying to get in," says Weilbaker. "That's a little unusual. Normally, people not involved with ag don't want to have anything to do with it." And he says it's tough for these workers to break into our industry without a farm background or ag degree.

About The Money

Melinda Mullinex, HR services manager with AgCareers.com, emphasizes that
top talent will always be highly desired, and managers are faced with the challenge of meeting the demands of a more experienced job seeker pool" plus a talented group of current employees. She notes current staff hold valuable job knowledge or even a "trade secret," plus the investment of time and money wrapped up in their training and development.

Several factors are key in keeping good employees, not the least of which is fair pay. Unfortunately for retailers, compensation levels in 2007 and 2008 appreciated a lot. "We were on a real steep climb," describes Weilbaker. That created challenges for established agribusinesses who had to pay talented new hires more than what current employees were earning" to the tune of $5,000 to $10,000 more. "It upset the whole compensation structure of the company, and there's had to be some readjusting
companywide," he says. The situation has flattened out just recently, he says.

When managers do get to talking about compensation, they reveal a wide
variation in what employees are paid. Weilbaker is amazed how often salaries don't correlate to the value a staff member brings to a company. "There are guys that are way, way underpaid" and some that are way, way overpaid," he says. Mullinex adds that dealers need to be creative if they don't have the money to pay more competitively. She has heard of companies offering retention bonuses, years of service awards, employee referral programs, additional paid time incentives, and gym membership reimbursements.

Bring On The Benefits

What do benefit packages look like these days? Here's a rundown.

Health coverage: Group plans are the norm, with a monthly premium of $150
for an individual and $300 for a family. Annual deductible for one person would be $500, $1000 for a family. Above-normal packages will lower the deductible to $250 for the individual and $500 for families" with no monthly out-of-pocket premium for one person and $150 for a family. While many Americans find themselves without health insurance, Weilbaker says 95% of the companies he works with offer coverage.

As a general rule, Mullinex would say that competitive employers pay between 60% to 75% of health premiums and higher than this figure would be "above scale."

Vacation: Two weeks is standard, though for more experienced employees, say
30-plus years old, three weeks is common.

Retirement plans: Companies usually offer 401K plans, with the employer
typically matching dollar for dollar 3% of an employee's contribution. In higher-end benefit packages, employers match 4% to 5% or more.

Profit sharing: More companies are creating profit-sharing pools. The plans
encourage longevity with a firm, since any money employees have invested for them returns to the pool if they leave before the 5-year mark. These programs are in offered in addition to 401K plans.

Incentive pay: Here, companies reward employees based on the value their sales bring to the company. The reward goes beyond a straight commission percentage. "It's not only the volume of product you're selling, but at what price you're selling it and what is the gross or net margin of that product or service to the company," explains Weilbaker. "If somebody is selling a higher value or higher margin product they get paid more than someone selling a lower profit product."

"We have heard from employers that have delivered bonuses and not base pay, or merit, increases," Mullinex says. "This is one way to reward strong performers without increasing your salary budget for the time being."

Commissions: In AgCareer.com's survey, Mullinex says that approximately 41% of the 46 agribusinesses polled in their survey paid commissions. Solid and top performers can be rewarded with anywhere from 2% to 3.5% of their sales.

Company vehicles: For sales people on up, company vehicles" or at least car allowances" are provided. Mobile phone plans are also offered.

Education reimbursement: This benefit is particularly in demand by "our
Millennial generation of employees," notes Mullinex. It's not often offered, but can have a significant impact on an employee's job satisfaction: the message is that the employer is investing and building value into an employee's career, says Weilbaker. In fact, workers' ages play a role in the benefits they want most. Generally, employees under 30 years old look for compensation, perks, and job titles. In the 30- to 40-year-old age range, compensation, job location, and job stability are important. For employees in their 40s and above, health insurance, 401K plans, vacation time, company stability, and work load are valued. At this age, preferences often get more involved because workers have children, says Weilbaker.

"Job seekers and employees alike are looking for the reinforced message from your organization that their job will be secure and your organization is stable," emphasizes Mullinex.

Stay tuned for more this week on this topic! Thanks for reading!

14 November 2011

Posted by Vicki Yoder | Topic: Resumes

In Pursuit of the Perfect Resume?

Resume Writing

Some excellent advice on how the words you use in your resume matter.

Final Cut: Words to Strike from Your Resume
25 February 2011

Posted by | Topic: Job Tips, Agronomy

Agricultural Jobs and Resources



When a person goes off to college and has to answer that one question that everyone asks, "What do you want to do with your life?" or "What do you want to declare as your major?" It can be completely overwhelming. Seven years ago, up to 80% of college freshman did not declare a major. With so many areas of study and so many different fields, it's hard to make a decision. So, since we know agriculture, we're going to fill you in on what we know about that.

In one of the first blog posts we ever wrote, we talked about agriculture and why choosing a job in this field was worth it because over 1/4 of the United States GDP (Gross Domestic Product) is Agricultural-related. This translates to jobs. And Career Solutions is one of the best places to find these jobs.

But to answer that question on what type of jobs a degree in agriculture can get you, I've done some research and here's a couple of good resources I found.

1. Georgia Agricultural Education - This site lists dozens of agricultural positions and explains them all. It's a great tool resource to

2. The University of Phoenix has a good list of agricultural careers by positions too.

3. Another excellent resource is Purdue University. One of their specialties is in agronomy. Their website can help answer any questions regarding agriculture and education.

4. There is also the United States Department of Agriculture or USDA. Their website is full of current statistics, budgets, and laws and regulations and more.

There are so many areas you could explore. Have a look. What are your thoughts?

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