“What’s the salary?” It’s often one of the first questions candidates ask and increasingly, employers are being challenged to provide an answer.
Recent Australian research found that 69% of employers had lost a candidate because salary expectations were misaligned after remuneration was not included in the job advertisement. Among employers that do disclose salary information, 91% said it improved the quality of applications.
For agribusiness employers, this raises an important question: does keeping salary information confidential make it harder to attract the right people?
Agriculture is a specialised candidate market
The strongest candidates for agricultural roles are often already employed and not actively looking for their next opportunity. They may only consider a move if the role offers the right combination of career progression, location, lifestyle, culture and remuneration.
If salary expectations are significantly different, both the candidate and employer can spend considerable time in a recruitment process that was never going to result in an appointment. This is particularly important for senior and specialised agricultural roles, where the available talent pool can be small.
Does every role need a salary?
Not necessarily.
Senior agricultural roles can involve complex remuneration packages including bonuses, vehicles, accommodation, relocation assistance and other benefits. The right package may also vary depending on the experience and capability of the successful candidate. Providing a realistic salary range or at least discussing remuneration early in the process, can help both employers and candidates determine whether there is a genuine fit.
Salary isn’t everything
For agricultural professionals, particularly those considering regional or rural opportunities, salary is only part of the decision. Career opportunity, lifestyle, location, flexibility, leadership and job security can all be equally important.
The key is having an honest conversation about the total value of the opportunity.
So, should agribusiness employers publish salaries?
There is no one-size-fits-all answer. For some roles, salary transparency can improve the quality of applications and reduce wasted time. For senior or highly specialised positions, a confidential discussion may be more appropriate. What matters most is understanding what the market expects and communicating that clearly to candidates.
At Agricultural Appointments, we understand the agricultural talent market and can provide insight into remuneration expectations, candidate availability and what it takes to attract the right people. Looking to attract experienced agricultural talent? Contact the Agricultural Appointments team to discuss your next recruitment requirement.
