Create An Aggressive Recruiting Strategy With C.O.B.S.

Have you ever really put yourself in the shoes of your potential recruits? 

Many job seekers are considering positions with a variety of employers. The majority of them likely already have a job. Maybe they’re unhappy in their current role. But sometimes, there’s safety and security that comes with sticking with the “devil you know,” as opposed to considering going with the “devil you don’t.” 

To win over a potential recruit, your company really needs to sell itself with an attractive employee value proposition. Changing positions is a big deal, especially for professionals and executives in the agriculture field. If your business isn’t selling itself, there might be too little or no incentive to make the change. That’s where C.O.B.S. comes in, your ticket to an aggressive recruiting strategy. 

What Is C.O.B.S.? 

Not only do your potential recruits need to know everything they can about your company, but they need to be excited about leaving their current role. At Ag 1 Source, we use C.O.B.S. as a simple rule for building the excitement the most valuable professional and executive ag talent needs to make the jump from their current roles. 

C.O.B.S. is all about the future. Your potential recruit is often considering joining your company with the end in mind, specifically their future with their prospective:   

  • Company—everything from the culture to the values, predicted growth, and possible red flags
  • Opportunities—the value of that opportunity, such as pay, merit increases room for growing and advancing their career 
  • Boss—who they’re working with and whether they’ll be a good fit 
  • Special incentives—anything from remote work options, flexible schedules, profit sharing, stock options, the works 

How well is C.O.B.S. being communicated to your potential recruits? And, for that matter, how well is it being communicated to your current roster of professional and executive talent? Do they have a clear picture of your company’s future? And if not, you may be having expensive turnover problems. If not now, then soon.  

Create An Aggressive Recruiting Strategy (and Retention) With C.O.B.S. 

The ability to attract your preferred candidates can often depend on what they’re able to learn about your company during the interview process, what it’s like working there, and again, their possible future with your business. 

Top candidates are going to ask you several questions during the interview process. Are you prepared to answer them? Here are some of the questions the best candidates may ask during your round of interviews. 

What Does the First Day Look Like? 

This is not the day to drop the ball and be unprepared for your new investment. Being prepared for your new hire and making the first day a memorable experience can pay off big dividends later.  

Be prepared to discuss with a degree of confidence how you prepare their new work site, including steps you take to make it clean and welcoming. Additionally, you could tell them what kind of desk, equipment, computer, and phone they can expect to use. 

The success or missteps they experience in their first day could determine whether their new job will be long term or short term.  

What Is Your Onboarding Process? 

Did you know that a recent study found 52% of new hires said they are actively trying to leave their new role after they’d only been at their job for only three months or less? That figure jumped to 59% for recruits who’d been at their job for six months. 

While these numbers may be different for executive and professional recruits, it still speaks volumes about the importance of getting new employees off to a good start.  

Every company has a unique culture and processes. Every new recruit has a period of adjusting to their new role. How can you bring those together for mutual benefit? 

What Do Your Internal Communications and Reviews Look Like? 

Many companies forget about the new employee once they are up and running. This is a big mistake. Getting the new hire to full engagement involves a great internal communication system. 

Employee reviews once a year is not nearly enough communication. We suggest building a robust strategy for communication and review for your hire, and most recent investment, including: 

  • Weekly PAR (progress, analysis, review) reviews, especially in the first 90 days 
  • Examine progress on stated objectives 
  • Review of weekly tasks involved 
  • Discussing necessary tools or assistance to get the job done 
  • Commitment from the employee to weekly accomplishments 

This doesn’t mean you have to tell the candidate every tiny detail about your company, what it’s like working there, and your internal communication structure. But it does mean you should be prepared to provide clear, simple answers to their questions. 

Remember, questions are good! Candidates who ask good questions demonstrate interest and enthusiasm for the role and your company.  

The Candidate’s Pre-hire Experience 

First impressions matter. Often, recruits get all the information they need from their first impression of you and your company. Depending on their first impressions and how they are treated during their initial interview, you could potentially confirm those first impressions, for better or worse. The best possible candidate experience means: 

  • Including accurate information in the job description 
  • Setting clear information on the objectives 
  • Ensuring your hiring team is comprised of well-informed interviewers 
  • Creating a streamlined interview process
  • Providing great follow-up in a timely manner 

Ag 1 Source Is Your Key Recruiting Strategy 

The changes you make now to create an aggressive recruiting strategy could not only win you the executive and professional talent your business needs, but with good communication, could help to drive outstanding retention. 

How can we help you develop a more effective recruiting strategy? Contact Ag 1 Source today!