The nation’s unemployment rate remained steady through January at 4.9 percent. The US Department of Labor said over a half million workers were discouraged, meaning they had quit looking for work because they believe no jobs are out there for them.
Businesses across the agricultural spectrum want those folks to know there are jobs out there. Ag is having an especially hard time finding skilled labor, and businesses in Nebraska and Kansas are taking some unusual steps to find the help they need. Those steps include tuition reimbursement for students as well as hiring their first corporate recruiters to build relationships with those students.
“My responsibilities are twofold,” said Deanna Karmazin, the new Corporate Recruiter at Landmark Implement, a John Deere dealer. “We have 17 dealerships across Nebraska and Kansas, and I’m trying to fill our open positions. Those positions include service techs, people at the parts counter, and people to work in wash bays, do the maintenance, and such.
“The second part of it will be to work with high school Ag programs and tech programs across Nebraska,” Karmazin said. “We have to cultivate a workforce. I’m trying to identify kids that would like to enter the field of diesel technology, or precision farming, get them under the Landmark umbrella, get them sent off to school and guarantee them employment.”
Deanna knew going into her job that labor would be hard to find. What she didn’t realize is that there just aren’t many young people that understand agriculture.
“You might have some that know how to work on engines,” she said, “but they really don’t understand what a tractor or combine is. They may not even understand the agricultural lingo.”
Stories abound regarding the “graying of production agriculture, i.e. farmers.” But even businesses that serve Agriculture are having a hard time replacing some of their older workers when they decide to step away.
“It’s been very tough for us to find skilled labor,” said Rick Kloke, the Corporate Service Tech Supervisor at Landmark. “In a lot of ways, it’s one of the biggest things that limits us in terms of being more productive. It’s not tooling or internal resources, it’s just the manpower to get jobs done.
“In south-central Nebraska (Hastings dealership,), we tend to bring in people with strong agricultural backgrounds,” Kloke said. “We’ve lost a fair amount of guys who want to go home and see if they can make things work on the family farm.”
He added, “Some guys are successful, but some are back within a few years. Losing guys will create a big void for us. Even the guys that come back have fallen behind after a few years because the technology has changed so much.”
As a corporate recruiter, Karmazin has a lot of tools she uses to develop relationships with people and organizations that can help her grow their workforce. Internet options for advertising jobs include their own website as well as careerbuilder.com. She said the rest comes from word-of-mouth. She said people in small towns generally have the best ideas about top potential candidates.
Chambers of Commerce within cities in Nebraska and Kansas also makes good sources, especially when they host job fairs.
“As our workforce has aged out, Ag hasn’t done a good job of succession planning for the next generation of workers,” Karmazin said. “Also, things have changed so much with tractors and other equipment running on computers now. We’re looking for a different type of laborer than in the past.”
Once the recruiting process singles out good candidates, Karmazin said Landmark Implement is taking another step to cultivate their workforce.
“We will sponsor them through the John Deere Tech Program at the Southeast Community College campus in Milford, Nebraska,” Karmazin said, “or anywhere there’s a John Deere tech program. They become certified John Deere technicians. They’ll be working on all the older and newer equipment, and have all the diagnostics for John Deere.”
She added, “Once they’re in there, they’ll understand all of the equipment from start to finish.”
Landmark will offer students a paid shadow experience. They’ll pay the kids for between 60–90 days to do career exploration to see if it’s something they want to do before they get into any of the tech programs in Nebraska or Kansas.
Students also get on the job experience and a paycheck while they go to school to learn. When they graduate, they’re guaranteed a job at any of the locations, plus, the company will help pay their tuition.
“We take their tuition (minus housing) and prorate it every month,” Deanna said, “so every month they work for us, they take off a part of that debt. If they stay for 36 months, 100 percent of their tuition will be paid off completely in three years.”
The program has been going on for a few years, and it’s been very successful so far.
“We’ve gotten some very good people out of it,” said Rick Kloke, “and several of them are destined to be more than shop floor technicians. I see some future leaders in that group.”