Conduct a job analysis

Before recruiting, clearly define the role and the type of person you need. A job analysis helps identify the tasks, skills, responsibilities, reporting lines and pay required, and whether the role may change or needs updating over the next 12 months.

Outline the type of role or job to be done

When defining the role, consider which areas of the farm the employee will work in and the specific tasks involved, as well as the level of the position, from Trainee Farm Hand through to Business Manager.

Create a position description

A clear position description should include:

• the job title
• a brief summary of the role and how it fits within the business
• the key tasks and responsibilities
• reporting lines and working relationships
• performance expectations
• any relevant project timeframes

Written position descriptions set clear expectations and support performance management. Once drafted, review the duties to ensure the workload is realistic and achievable, and consult with relevant team members if needed.

Create a person specification

A person specification defines the skills, experience and personal qualities needed to perform the role well. It may sit within the position description or be a separate document.

It may cover:

• skills (e.g. stock handling, tractor operation)
• abilities (e.g. people management)
• knowledge (e.g. feed budgeting, animal welfare)
• level of initiative (e.g. ability to work unsupervised)
• education and qualifications (e.g. Chemical User’s Certificate, Certificate II in Agriculture)
• work experience (e.g. supervising staff in a large herd system)
• personality traits (e.g. team-focused, works well with others)

The person specification should clearly identify which requirements are essential and which are desirable, to help prioritise the most critical attributes.

Suggested Reading: What do job seekers really want.