Chapter 1. Recruitment

Think about when you need help most during the day and week: mornings, afternoons, evenings, weekdays, weekends or a mix of these and whether the role is tied to a particular season (calving, planting, harvest) or needed year-round. As you answer these questions, you can begin drafting a practical job description that reflects both the demands of your operation and what you realistically expect from an employee.

1.1 Job Description

Developing Effective Job Descriptions in Agricultural Operations

A well-developed job description is one of the most important management tools available to farm and ranch operators. It establishes expectations, supports effective hiring, reduces legal risk, and improves long-term employee retention. Clear job descriptions also provide a foundation for training, performance evaluations, and compensation decisions.

1.1.1 Job Analysis

Before you sit down to write a job description, it helps to complete a simple job analysis for your Nebraska farm or ranch. A job analysis outlines the key details of the work you need done and provides the foundation for a clear, usable job description. In general, a job analysis has three parts: defining a job’s tasks and responsibilities, listing the qualifications needed, and describing the environment where the employee will work.

Tasks and responsibilities are the specific duties, decisions, and areas of work for which the employee will be held accountable. Qualifications include the skills, knowledge, experience, education, and any licenses or certifications needed to do the job well. For positions that involve physical labor, be sure to note physical demands such as lifting, bending, working outdoors in Nebraska weather, operating equipment or walking on uneven ground. Environmental factors include where the employee will work (shop, field, feedlot, office, or a combination), typical working conditions. and the kind of interactions they will have with coworkers, supervisors, customers, and vendors, as well as whether they will supervise others. A good job description then communicates these needs and expectations for the position.

Three steps of a job analysis

  1. Identify tasks, responsibilities and decision-making expectations
  2. Outline necessary qualifications (including any physical requirements)
  3. Describe the work environment and working conditions

To analyze an existing job in your operation, you can visit with current employees in that role and ask them to describe what they actually do during a typical day, week, or busy season. As you walk through this process, pay attention to whether important duties are being missed or pushed aside. If so, your operation may need to hire additional help or adjust current positions to better cover those needs. While your job analysis should be specific to your operation, it can be helpful to look at general information for similar jobs to make sure you are in line with common industry expectations for that type of position.

1.1.2 Writing a Job Description

An effective job description typically includes four core components: (1) job title, (2) job summary, (3) core duties and responsibilities, and (4) required and preferred skills and qualifications.

Selecting an Appropriate Job Title

The job title should accurately reflect the scope and level of responsibility associated with the position. Titles that are too narrow may unintentionally limit applicant interest or fail to reflect the full range of responsibilities. For example, titles such as “Calf Feeder” or “Milker” may not adequately represent a role that includes equipment operation, recordkeeping, or facility maintenance.

Conversely, titles should not overstate authority or responsibility. A balanced, descriptive title such as “Crop Production Team Member” or “Livestock Operations Technician” communicates both professionalism and flexibility.

Operators should avoid outdated or potentially discriminatory terminology (e.g., “hired man”) and instead use inclusive language that reflects a professional workplace culture.

Writing the Job Summary

The job summary provides a concise overview of the position’s primary purpose. Typically limited to one paragraph, this section builds upon the job title and communicates the essential function of the role within the operation.

Because the job summary is often used in recruitment postings, it should also briefly describe the operation’s culture, management philosophy, or work environment. Communicating values—such as teamwork, innovation, safety, or stewardship—can help attract applicants who align with the operation’s long-term goals.

A strong job summary answers three basic questions:

  • What is the primary purpose of this role?
  • How does it contribute to the operation?
  • Why would a qualified individual want to work here?

Defining Core Duties and Responsibilities

The core duties section provides greater detail than the job summary and outlines the specific tasks the employee will perform. Responsibilities should be listed in order of importance, beginning with primary, day-to-day duties and followed by less frequent or seasonal tasks.

Bullet points improve clarity and readability. Each duty should begin with a strong action verb such as:

  • Operate
  • Maintain
  • Manage
  • Coordinate
  • Monitor
  • Perform

Avoid vague or passive language unless it accurately reflects the responsibility. Clear descriptions help applicants understand expectations and help employers evaluate performance later.

This section should also clarify reporting relationships. For example, stating that the position “reports directly to the Farm Manager” or “takes direction from the Ranch Owner” helps applicants understand the chain of command and communication structure.

Current employees can provide valuable insight when drafting this section. Their input ensures that the job description reflects actual day-to-day responsibilities rather than assumed duties.

Identifying Required and Preferred Qualifications

The final section outlines the knowledge, experience, and abilities necessary to perform the job successfully. It is important to clearly distinguish between qualifications that are required and those that are preferred.

If a qualification is essential to performing the job safely and effectively, it should be labeled as “required.” If it would enhance performance but is not mandatory, it should be labeled as “preferred.” Overstating requirements may unintentionally discourage otherwise strong candidates from applying.

Qualifications should include both:

Hard Skills

Technical competencies necessary to perform the job, such as:

  • Operating agricultural equipment
  • Performing mechanical maintenance and repair
  • Utilizing precision agriculture or livestock data systems

Soft Skills

Behavioral characteristics that support workplace effectiveness, such as:

  • Ability to work as part of a team
  • Effective communication
  • Attention to detail
  • Ability to handle livestock calmly

Physical requirements 

These should also be included, particularly in production agriculture where work is physically demanding. Examples may include:

  • Ability to lift 50 pounds routinely
  • Ability to stand for extended periods
  • Ability to work outdoors in varying weather conditions
  • Willingness to work extended hours during peak seasons

Including physical requirements promotes transparency and helps ensure compliance with employment regulations.

Sample Job Description: Crop Production Team Member

Operation Overview
Nebraska Family Farms is a large row crop operation located in Anytown, Nebraska. The operation produces corn and soybeans and utilizes precision agriculture technologies to improve efficiency and sustainability. The business is family-owned and values long-term employee relationships.

Job Summary
The Crop Production Team Member supports crop production activities through equipment operation, data management, maintenance, and logistics. This role contributes directly to operational efficiency and overall farm productivity.

Core Duties

  • Operate tillage, nutrient application, spraying, and harvesting equipment
  • Manage precision agriculture technology and ensure accurate data collection
  • Operate tractor-trailers related to grain and input logistics
  • Perform routine maintenance and minor repairs on equipment
  • Maintain clean and organized shop and work areas
  • Follow all farm safety policies
  • Report directly to the farm manager

Required Qualifications

  • Three to five years of production agriculture experience
  • Valid driver’s license
  • Ability to work extended hours during planting and harvest
  • Ability to lift 50 pounds routinely

Preferred Qualifications

  • Commercial Driver’s License (CDL)
  • Experience with precision agriculture systems
  • Mechanical repair experience

Sample Job Description: Ranch Hand / Livestock Technician

Operation Overview
Nebraska Ranch Family is a medium-sized cow-calf operation located in Anytown, Nebraska, specializing in genetics and herd improvement. The operation emphasizes stewardship, animal welfare, and team collaboration.

Job Summary
The Ranch Hand supports daily livestock care, facility maintenance, and herd data collection activities essential to cow-calf production.

Core Duties

  • Provide daily care and husbandry for 600–800 head of cattle
  • Assist with calving, processing, and herd health monitoring
  • Maintain fences, equipment, and facilities
  • Assist with pasture management and grazing rotations
  • Collect and record herd performance data
  • Travel between pastures as needed
  • Report directly to the Ranch Manager

Required Qualifications

  • High school diploma and one year of beef livestock experience (or equivalent experience)
  • Valid driver’s license
  • Ability to work irregular hours during calving season
  • Ability to work outdoors in varying weather conditions

Preferred Qualifications

  • Experience with livestock data management systems
  • Equipment maintenance experience

Developing clear and accurate job descriptions is a proactive management practice. When thoughtfully written, job descriptions improve hiring outcomes, strengthen workplace communication, and contribute to the long-term sustainability of agricultural operations.

1.2 Finding Job Candidates and Applicants

Finding good employees is one of the biggest challenges for Nebraska farms and ranches. Labor needs can shift quickly depending on the season, type of operation, and skills needed. Developing a simple recruitment plan before you begin hiring can make the process smoother and help reach the right people.

Resources from the University of Nebraska–Lincoln Extension emphasize that successful agricultural employers are intentional about how they recruit workers. Instead of relying on one method, most producers find better results by using several approaches at the same time.

1.2.1 Promoting a Position

Nebraska agricultural employers have several ways to promote open positions. In many rural communities, a mix of traditional outreach and online recruitment works best.

You might consider:

  • Local newspapers and radio stations
  • Flyers at feed stores, equipment dealers, or community bulletin boards
  • Word of mouth through neighbors and other producers
  • Social media pages connected to your operation
  • University or college job boards
  • Agriculture-specific job websites

Connecting with local agricultural education programs can also be effective. Nebraska producers often find strong candidates through relationships with:

  • High school agricultural education programs and FFA chapters
  • Local 4-H programs
  • Community colleges and universities with agriculture programs

In Nebraska, this might include reaching out to students or graduates connected with the University of Nebraska–Lincoln and its Extension network, which often works closely with students interested in agriculture careers.

Industry experience also shows that recruiting improves when employers clearly explain the opportunity and the work environment. Articles focused on agricultural hiring trends highlight that producers who describe the job accurately and communicate expectations early tend to attract candidates who stay longer.

Common places to publicize agricultural job openings include:

  • Social media
  • Newspapers and radio
  • Community bulletin boards
  • Industry association newsletters
  • University job search websites
  • Job posting or career websites
  • Word of mouth among current employees

Online job boards can also help broaden your reach. There are some websites which focus specifically on agriculture, while others reach a larger audience. Keep in mind that some platforms may generate many applicants but fewer qualified candidates, so screening applicants carefully is important.

Another strategy successful agricultural employers use is employee referrals. Current employees often know people with similar skills or work ethic. Some operations offer a referral bonus if the recommended employee is hired and stays for a certain period of time.

Research and industry hiring guidance consistently show that taking time to recruit carefully leads to better long-term employees. This includes being selective and focusing on candidates who are a good fit for both the work and the culture of your operation.

Producers should also make sure all applicants follow the same hiring process. Even when a candidate is a friend, neighbor, or family member, consistent hiring practices help protect the business and maintain fairness.

1.2.2 Work-Based Learning Opportunities

Some Nebraska agricultural operations attract employees by offering internships or apprenticeships. These opportunities allow workers to gain hands-on experience while contributing to the operation.

Internships can help introduce students or beginning agricultural workers to your farm or ranch. In many cases, interns must be paid and meet wage and hour requirements, although certain internship arrangements may qualify differently depending on federal guidelines.

Apprenticeships—sometimes called “earn-and-learn” programs—combine paid work with training. For employers, these programs can:

  • Develop skilled employees
  • Reduce turnover
  • Strengthen the future workforce for the operation

These approaches are becoming more common as agriculture looks for ways to address ongoing labor shortages and build long-term workforce pipelines.

A Practical Tip for Nebraska Producers

Many successful Nebraska producers rely on a combination of local relationships and broader recruitment tools. Community connections remain one of the most reliable ways to find good employees, but online job postings and social media can expand your reach when local labor is tight.

Taking the time to develop a clear recruitment plan and updating it each season can make hiring much more manageable and improve the chances of finding employees who fit your operation well.

1.2.3 H-2A Workers

H-2A Workers in Nebraska Agriculture

Labor availability in Nebraska remains one of the most significant constraints facing agricultural producers. In response to ongoing workforce shortages, many operations have been interested in exploring or have adopted the federal H-2A temporary agricultural worker program as part of a broader workforce resiliency strategy. 

Overview of H-2A program

The H-2A program allows U.S. agricultural employers to hire foreign national to perform temporary or seasonal agricultural labor when there is are not insufficient U.S. workers who are willing, able, qualified, and available. The program is jointly administered by the U.S. Department of Labor (DOL) and U.S. Citizenship and Immigration Services (USCIS).

In Nebraska, H-2A workers are used in a variety of operations, including:

  • Specialty and row crop production
  • Livestock enterprises with seasonal labor demands
  • Custom harvesting businesses

While historically H-2A workers are more common in fruit and vegetable production in other states, the program has expanded as labor markets have tightened.

Core Requirements for Nebraska Employers

Participating in the H-2A program involves significant regulatory and administrative obligations. Producers considering the program must understand that H-2A is not simply a recruitment mechanism. The H-2A program is a highly structured compliance program with strict timelines and documentation requirements.

Key employer obligations include:

  1. Demonstrating Need and Recruiting U.S. Workers 

Employers must:

  • Establish that the job is temporary or seasonal in nature
  • Submit a job order to the Nebraska State Workforce Agency
  • Conduct prescribed recruitment efforts to hire U.S. workers first

Only after being able to demonstrate insufficient domestic labor availability may an employer proceed with certification. 

  1. Labor Certification and Visa Petition

The employer must:

  • File an application for Temporary Employment Certification (Form ETA-9142A) with DOL
  • Upon certification, file a petition with the USCIS
  • Coordinate with approved workers applying for visas at U.S. consulates abroad

The process is timeline driven and often begins several months before the anticipated start date. 

  1. Wage and Compensation Requirements

H-2A employers must pay the highest of:

  • The Adverse Effect Wage Rate (AEWR)
  • The prevailing wage rate (if applicable)
  • The federal or state minimum wage
  • The agreed upon collective bargaining wage (if applicable)

Employers must also comply with detailed recordkeeping, payroll documentation, and disclosure requirements.

  1. Housing and Transportation

New employers must:

  • Provide free, inspected housing that meets federal and state standards
  • Provide or pay for inbound transportation and subsistence
  • Provide daily transportation between housing and the worksite
  • Cover return transportation upon completion of the contract period

Housing compliance is one of the most significant practical and financial considerations for producers evaluating program participation. 

  1. The 75 Percent Rule

Employers must guarantee workers’ employment for at least 75 percent of the total hours in the contract period. This creates financial risk in years with weather disruptions, market volatility, or operational slowdowns. 

H-2A in the Context of Workforce Resilience

The H-2A program in Nebraska serves as a broader part of the discussion on a resilient workforce discussion. The program can:

  • Stabilize seasonal labor supply
  • Provide workforce predictability for time-sensitive operations
  • Reduce last-minute labor shortages during planting, detasseling, or harvest

However, H-2A also requires:

  • Strong management systems
  • Advanced planning
  • Cash flow capacity to handle upfront costs
  • A commitment to compliance

Producers must weigh whether H-2A complements or replaces other labor strategies, such as improving retention of domestic employees, enhancing workplace culture, investing in mechanization, or restructuring work schedules.

Strategic Considerations for Nebraska Producers

Before entering the program, producers should evaluate:

  • Scale: Does the operation have sufficient labor demand to justify fixed housing and administrative costs?
  • Timing: Can the business manage strict filing deadlines?
  • Cash Flow: Can the operation absorb wage rate increases and upfront expenses?
  • Management Capacity: Is there a system in place for compliance, documentation, and supervision?

For many Nebraska operations, H-2A is not a short-term fix but a structural shift in labor strategy. When integrated thoughtfully into overall workforce planning, it can enhance labor reliability. When entered into hastily, it can create legal and financial exposure.

Conclusion

The H-2A program is an increasingly important tool in Nebraska agriculture, particularly as labor markets remain tight and demographic shifts continue. However, it is best viewed not as a simple hiring pathway but as a regulated labor framework requiring careful planning, compliance discipline, and financial preparedness.

Producers considering H-2A participation should consult with experienced legal counsel and trusted advisors before beginning the application process. In Nebraska’s evolving agricultural labor landscape, informed decision making remains the foundation of resilience. 

1.3 Job Applications

Once you have identified potential candidates, the next step is to ask interested individuals to complete a job application. A well-designed application helps Nebraska farm and ranch employers gather consistent information about each applicant and decide if the person is a good fit for the position and the operation.

Guidance from Nebraska Extension emphasizes that a clear, organized hiring process benefits employers and applicants. Job applications should collect basic information needed to evaluate experience, skills, and availability, while avoiding questions that are inappropriate, illegal, or discriminatory.

One helpful approach is to provide the job description along with the application. When applicants understand the expectations of the role including work hours, physical requirements, and seasonal demands, they are more likely to apply only if the job truly fits their situation. This can save time for both the employer and the applicant.

A typical agricultural job application may include:

  • Contact information
  • Work history and agricultural experience
  • Position-related skills (equipment, livestock handling, recordkeeping, etc.)
  • Availability and start date
  • References

After reviewing applications or resumes, employers can begin narrowing down candidates for interviews. Many producers find it helpful to sort applicants into three groups:

  1. Those you want to interview.
  2. Those you might interview.
  3. Those you do not plan to interview at this time.

This simple system helps keep the hiring process organized, especially during busy seasons when time is limited.

As you review applications, remember that experience matters but so do personal qualities. Many Nebraska producers say the employees who succeed on their operations are those who demonstrate:

  • A strong work ethic
  • Reliability and willingness to learn
  • A positive attitude
  • The ability to work safely and as part of a team

Taking the time to carefully review applications before moving to interviews can improve hiring decisions and help you find employees who will contribute to the long-term success of your operation.

1.4 Resources List

The information in this section draws on research, Extension publications, and agricultural workforce guidance that can help Nebraska producers recruit and hire employees effectively. The following resources may provide additional insight as you develop job descriptions, promote openings, and evaluate applicants.

Job Description and Hiring Planning Resources

These tools can help you clearly define positions before recruiting employees.

Well-developed job descriptions help applicants understand the work expectations before applying. This can improve the quality of candidates and reduce turnover.

Recruiting and Workforce Development Resources

The following resources provide guidance on recruiting employees, addressing labor shortages, and developing a strong agricultural workforce.

Practical Hiring Tip

As you review applicants, it can be helpful to sort them into three groups:

  1. Applicants you want to interview
  2. Applicants you might interview
  3. Applicants you do not plan to interview

This simple approach helps producers stay organized during busy seasons when hiring decisions need to move quickly.

Additional Online Tools and Workforce Information

These websites can help Nebraska producers better understand job requirements, recruitment planning, and agricultural workforce needs:

Moving Into the Hiring Process

After you have recruited candidates, the hiring process typically moves into the next steps:

  • Interviewing top candidates
  • Checking references and past employment
  • Verifying work eligibility
  • Confirming skills and experience
  • Extending a job offer
  • Completing required hiring paperwork

Using a hiring checklist can help Nebraska producers track each step and maintain consistent hiring practices across employees. This is especially helpful for operations that hire multiple seasonal or year-round workers.

Nebraska Agricultural Labor Guide