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America’s not got talent: the feed industry recruitment challenge

3 commentsBy Lynda Searby , 16-Mar-2017
Last updated on 16-Mar-2017 at 12:04 GMT2017-03-16T12:04:25Z

'To prevent pharmaceutical firms from tempting away their top people, feed companies need to offer more competitive pay and stimulate staff through ongoing technical training.'
'To prevent pharmaceutical firms from tempting away their top people, feed companies need to offer more competitive pay and stimulate staff through ongoing technical training.'

The US feed industry is facing a major shortage of qualified technical talent, according to industry recruiter Continental Research.

In an exclusive interview with FeedNavigator, Dan Simmons, the firm’s president, described the feed industry as “hotfrom a recruitment perspective. 

“A growing number of international players are entering the US feed market with new products. Also, scie

'There is a lot more science in what the feed industry is doing today compared with 30 years ago. Companies need people who understand that science and can explain it to both technical people and producers,' says Dan Simmons from Continental Research

ntific advancements are driving innovation, which, in turn, adds to the complexity of manufacturing and selling. Consequently, feed companies are looking for additional sales and technical people who can give them a competitive edge,” he said. 

“There is a lot more science in what the feed industry is doing today compared with 30 years ago. Companies need people who understand that science and can explain it to both technical people and producers.”  

Pool running dry

However, he said the pool of qualified nutritionists, physiologists and sales people available to fill these positions is inadequate for industry’s needs.

“At this time there are no easy recruiting assignments. The most difficult are mid-level technical support jobs requiring an advanced degree. Most companies are desperate to hire the 30-something with a MS/PhD/DVM who will overnight travel and enjoy meeting new people,” he said.

He cited a number of factors that are contributing to this shortage of qualified talent.

“Baby boomers are retiring faster than colleges can produce animal ag focused graduates to replace the retirees. This is compounded by the fact that university programs that could produce the technical support staff needed for the next 10 years are graduating a disproportionate amount of students who are difficult to employ in the US due to immigration law or who return to their home countries.”

Industry vs academia

However, while universities are sometimes criticized by industry for failing to produce enough students who will ultimately seek employment in the US feed industry, the industry is also getting stick from academia.

“Universities complain about the industry’s unwillingness to invest in projects to fund the candidates they will eventually need to hire,” explained Simmons.

Social media and texting culture said to be undermining real people engagement skills. Photo Credit: © istock/diego_cervo

The advent of social media is not helping the situation either, producing a generation of candidates who are lacking in key personal interaction and relationship building skills, according to Simmons.

“One technical advancement that is actually hurting the job market is the addiction to texting and social media. Businesses need people who relate well to people in person and millennials are not as comfortable with this as previous generations. Put it this way: I’ve been in sales for 25 years and have never sold anything by text.”

Losing out to ‘glamorous’ pharma

A further factor contributing to the shortfall in candidates is that the pharmaceutical industry uses the feed industry as a recruiting pool.

“The pharmaceutical industry has a more glamorous image and pays more,” said Simmons, drawing a parallel to the retail industry: “No matter what a discount department store will pay, it will struggle to recruit someone from a mainstream department store. It’s the prestige factor; the pharmaceutical industry has more.”

To prevent pharmaceutical firms from tempting away their top people, feed companies need to offer more competitive pay and stimulate staff through ongoing technical training, suggested Simmons.

“The feed industry needs to make sure remuneration levels are high enough that it is prohibitive for other industries to recruit those people,” he said. 

3 comments (Comments are now closed)

Resume/feed Industry

Kindly find my resume

Olivier BOEDEC
51 years
Rue de Goarem ,29390 LEUHAN France Mail/boedec@hotmail.fr
Tél / 06 48 49 01 41 FR / 00261 32 93 806 72 MG
Trainning
2014: Formation in raising spirulina at CFPPA de Hyères (Var) Managing supply
2013: Formation of Volunteer of International Solidarity at Service of Cooperation for Développement at Lyons
1997 : Formation in botanical indentification and aménagement unspoiledl nature
1987-1988 : Agricultural Technicien Certificat, option polyculture élevage .CFA de Pommerit-Jaudy (22) 1982-1986 : BEPA au CFA de Pommerit-Jaudy
Professional experience
2015-2016: 17 month. Technico commercial for Olmix Group based in Punjab India in Dairy, poultry, layers, pigs production and Feed millers in partner with our distributor : Progessive Dairy Solution Technical visit in Pakistan with our distributor Orient Trade International.
Open a new market in Ethiopia and new distributor: Ethio Flora.
Technical visit in Kenya with Olmix distributor : ORKILA ( Branch of Rhone Poulenc) Open a market in Madagascar Distributor : Nutrivet
2014-2015: Implementation of commercial contact between Bretagne Commerce International (BCI) and East Africa Gate ( Ethiopia) on agriculture market.
2011-2013: Project leader. Contract research in Fragance,Aromatic and Medical Plants . (PPAM) Implementation test plants in Madagascar, Ethiopia and Brittany France for a French firm (Naturex) Export studies and participation at several exhibitions: Cosmétagora, Vitafood Europe...
2008-2010: Producer and salesman of vegetable in Casamance . (Senegal) Collaboratively with a local NGO ( Ceppas).on the pigs production and the way to avoid African Pork Pest
2001-2007: Création and management of ’EURL « ATC » Trade of masonry. Earthwork, cement pools construction for « Magilline » Sanitation network ( septique tank,mound,spead plans...)
1998-2000: Team leader of work social integration rehabilitation of ethical heritage : Fountain,laundry,bread oven, stone walls .Maintenance of the river banks.
1988-1998: Farm manager within GAEC BOEDEC-BOURHIS
Managing pig production unit of 200 sows farrow to finish hogs and 90 ha of cereals. Management and
financial accounting.
1986-1988: Fourteen month in Bluegrass, Iowa, Etats-Unis. ARHEND GUEST FARM Dairy cows (90 unit) /800 ha (cereals, soja, corn, grass) Responsability’of 200 sows unit farrow- to- finish hogs.
Language : English

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Posted by BOEDEC
29 March 2017 | 16h262017-03-29T16:26:46Z

Talent

The Baby Boomers may retire but the work ethic is still there and should not be overlooked. Several companies should remember it is the Baby Boomers and older staff that put them on the forefront. Maybe they should consider the older candidates.

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Posted by Jerry
22 March 2017 | 15h072017-03-22T15:07:11Z

Don't want quality candidates bad enough

From the scenario you painted, I am the poster child for what these feed companies are looking for. I have been looking for a job for over 3 years now. I have seen a lot of mediocre jobs out there. +50% travel is appealing to very few, regardless of generational label. And salaries leave a lot to be desired. I work in academia and make nearly as much as my feed industry counterparts. I believe they need good employees, but they aren't making a satisfactory effort to recruit or retain them. I've contemplated switching industries more than once! On top of that, I submit resumes and talk to recruiters and rarely even get a call back. The purported shortage of quality candidates in my humble opinion is self inflicted.

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Posted by C
16 March 2017 | 16h552017-03-16T16:55:08Z

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