A company opens a strategic position in agribusiness, sets the salary based on its internal budget and starts the search.
Weeks go by. The best-fit professionals show no interest, some decline to move forward in the process and others present pay expectations very different from what was planned.
The first reaction may be to think that “the market is asking for too much.”
But there is another possibility: the company structured the position without knowing enough about the talent market it wants to reach.
Competitive pay depends on context
There is no single pay level that is competitive for every position, company or region.
Role, location, seniority, size of the operation, team size, responsibilities and level of specialization can significantly change the pay needed to attract a given professional.
Even the job title deserves attention. Two companies may be looking for a “Farm Manager,” for example, but offer completely different scopes.
While one position may focus on operational management, another may involve large production areas, budget, planning, KPIs, team management and direct participation in the business’s strategic decisions.
That is why comparing job titles alone or using generic averages can lead to a mistaken view of pay.
The market doesn’t compare salary alone
Another important point is to look beyond the monthly salary.
For a professional to consider a move — especially when it involves commuting or relocating — factors such as bonuses, benefits, housing, vehicle, the structure offered, growth prospects, responsibilities and the characteristics of the operation all come into play.
There is also an important question:
What conditions are needed to attract the professionals the company really wants to hire?
Without understanding this scenario, an offer may look competitive internally and still be far from market expectations.
Before defining the offer, get to know the market
This is exactly where Market Mapping becomes important.
Before opening a strategic position, the company can investigate where the desired professionals are, which organizations concentrate this talent, what the pay benchmarks are, how available candidates are and which factors may influence a career move.
This information helps structure not only pay, but the entire attraction strategy.
The problem may not be a lack of candidates
When a strategic position stays open for a long time, more advertising doesn’t always solve it.
The professionals may exist, but be in other regions, receive different packages or simply not see enough appeal in the opportunity presented.
So, before asking:
“Why can’t we attract the professionals we’re looking for?”
it is worth asking:
“Is our offer aligned with the talent market we want to reach?”
AGROSearch Market Mapping turns information about professionals, pay, competition and talent availability into intelligence to support hiring decisions.
Because finding the right professional starts before the position is opened.
It starts with understanding the market.
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