Agritech: Agri-EPI explores and delivers precision farming engineering, technology and innovation in UK agriculture across soil, crops and livestock.

NFU Vice President to join agri-tech conversation at innovation conference

NFU Vice President Tom Bradshaw will deliver a keynote address on the value of agri-tech to profitable and sustainable farming at Agri-EPI Centre’s annual conference on October 6.

Tom, who farms in partnership with his wife, Emily, and his parents in North Essex, is one of a group of expert speakers to be taking part in the conference, titled

Agri-tech: Connecting Farmers with Technology

 

Held virtually due to COVID19 restrictions, the panellists include farmers and other experts from across the agri-food sector.

Agri-EPI’s aim is that the day will provide valuable insight and build collaboration as agri-tech is discussed candidly in the context of policy, investment, on-farm uptake, processor and retailer perspectives – and much more.

 

The conference, which is supported by Landmark Systems and Lloyds Bank, runs from between 9am and 3pm on October 6, is free-of-charge and open to all. Register here.

This event is supported by

Logo Landmark Systems
Logo Lloyds Bank

Things to consider when recruiting in AgriTech

Sam Clayton, Managing Director and Recruiter at AgRecruit shares his views on recruitment in agritech

Running an AgriTech specific recruitment business means that I spend my time working with companies in the AgriFood domain when it comes to recruiting for roles that are non-traditional for the sector. This sees me working on roles in Software Engineering, AI & Robotics, Data and various Engineering disciplines, as well as commercially oriented roles focused on a tech service.

For start-ups, or perhaps more established entities delving into the tech market for the first time, recruitment can mean stepping outside of the Agri world and into a wild-west where you’ll be fighting tooth and nail for the in-demand talent you need, against companies across the likes of Banking, Retail, Energy, Healthcare and any other sector you can think of.

This post focuses on elements that need consideration before you even dip your toe into the water and start engaging with candidates. Some may seem obvious, but hopefully there’ll be one or two you hadn’t thought of which will help you on your way…

Does what you’re looking for exist?

You may have 3-4 business needs that require addressing, varying from Sales through to Software Development – but, if you’re expecting one miracle worker to solve all of these, you might have to think again. With the odd exception, generally people will specialise in one discipline; so you need to decide which of these is the most pressing, or work out if you can recruit for more than one post.

How challenging is the role to fill?

You’ve decided that your requirements are feasible and it’s all systems go. Will it be straightforward though? Software Engineers and Data Scientists, for example, are established role types – but are still notoriously hard to find and attract. Are you looking for a skillset that is abundantly available, or is this a highly specialist role that could prove challenging?

Can you make life easier for yourself?

If, based on the above point, you’ve deduced that this could be challenging, can you take measures to open up the pool of viable candidates? Some flexibility on aspects such as remote working or the role requirements (could elements be learned on the job?) can significantly facilitate your journey.

In agritech recruitment, what do you have to offer?

What is standout or unique about you and your proposition that will be enough to not only convince somebody that the upheaval of changing jobs is worthwhile, but also that you should be their first choice versus the other parties vying for their attention? How are you making your ‘USPs’ (Unique Selling Points) apparent to candidates?

Do you have an interview & selection plan?

What type of interview(s) do you want to carry out and across how many stages? Are all decision makers agreed on what is needed and reading from the same hymn-sheet? Will your process give people a chance? Of course, the barrier for entry can’t be set too low… but, on the other hand, a process that is overly arduous or drawn out may result in great candidates being ruled out for minor imperfections or becoming disengaged.

Do you have the time?

You doubtless have other tasks and responsibilities that require attention; do you have the time to make this a priority right now? Can you review CVs in good time? Do you have time to vet candidates on the basics (e.g. salary expectations, are they serious about looking or just ‘window shopping’, etc) before committing to interview? Are you and all other decisions makers available to move through the interview process at sufficient rapidity?

Will you need help?

If you’ve exhausted your own network and your job ad isn’t yielding results, you may need to enlist help and look at going down the Recruitment Agency route. It will need to be a sufficiently attractive proposition for an agency to invest time & resources into. Surprisingly to many, the fee % you’re willing to pay is not the most important thing here; experienced Recruiters are more likely to prioritise the prospect of a healthy working relationship and partnership. To aid this, consider whether you’d be happy to work with one agency exclusively, or will there likely be further assignments to come should they deliver for you?

All the above points could lead to a blog post on their own, but hopefully this is enough to help make your life easier and start to maximise your chances of success. We are passionate about building further relationships in the AgriTech space and lending a helping hand where possible to growing companies in this domain, so will always be happy to provide advice and guidance for free on the topics mentioned here. Happy hunting!

Contact Sam Clayton at AgRecruit for help on anything covered in this post, or any other recruitment related enquiries:
(+44) 01908 035950
sam.clayton@agrecruit-ltd.com

Farmers to help identify key agri-tech areas in Scotland

With a survey focused on key agri-tech areas of Scotland, as part of a wider project funded by Scottish Environment, Food and Agriculture Research Institutes (SEFARI), beef and sheep farmers, consultants, vets and researchers are being asked for their views on the use of modern technology. Information collected in a new survey will be used to identify key areas for the use of agri-tech to improve productivity, efficiency and sustainability in both beef and sheep production systems in Scotland.

Survey

We invite farmers and food producers to fill out the agri-tech survey. The survey should take no more than 5 minutes to complete and can be completed anonymously. This survey can also be completed by respondents outside Scotland and closes on 31st of August.

 

SRUC’s Jenna Bowen, who is leading the study, said:

“The potential benefits of using agri-tech in the beef and sheep sector are far reaching. This survey will help us to understand industry views and experiences with existing systems from participants who use these systems on a regular basis, and help identify where research should be prioritised.”

Project partners

The project team includes Scotland’s Rural College (SRUC), The Moredun Research Institute and Agri-EPI Centre.