In today’s competitive agribusiness talent market, employers are understandably aiming high. But many hiring briefs increasingly resemble idealistic wish lists: candidates with the drive of a graduate, the leadership of a seasoned executive, and the salary expectations that reflect neither. This pursuit of the “perfect fit” often overlooks a highly valuable group: professionals with extensive experience, many of whom are aged 50 and over.
Here’s why it’s happening:
1. Cost-Consciousness Meets High Expectations
In a tighter economic climate, employers want “more for less.” They’re aiming to hire experienced professionals who can hit the ground running, but without paying senior-level salaries. The ideal? Someone seasoned, but still early in their earnings curve — but finding that blend at a mid-level salary can be challenging.
2. Desire for Energy and Agility
There’s a perception that younger workers bring energy, adaptability, and digital fluency. Employers want these qualities, but they also want deep expertise and leadership maturity — which typically take decades to develop.
3. Workforce Gaps and Succession Pressure
In sectors like agribusiness, where succession planning is lagging and talent pipelines are thin, employers are hoping to bridge both current and future needs in one person. This leads to hiring briefs that ask for 20 years of experience and 20 years of runway.
The Cost of Overlooking Experience
When experienced candidates are dismissed too quickly, companies can:
- Prolong vacancies and delay productivity gains;
- Miss out on leadership that lifts team performance;
- Reinforce age bias — a risk for any future leader;
- Undermine diversity and inclusion strategies.
This issue is especially relevant in agriculture, where workforce shortages and succession challenges remain pressing.
The Value of Seasoned Talent
Agribusiness, with its complex operations, long planning cycles, and unpredictable conditions, relies on experience. Yet some of the most capable professionals are being quietly screened out, not on merit, but on assumptions around age or perceived overqualification.
What these individuals bring to the table is exactly what many businesses need:
- Decades of practical knowledge in production, logistics, and risk management;
- Proven leadership through droughts, downturns, and market shifts;
- Commercial resilience developed through real-world problem-solving;
- Workforce stability, with often lower turnover risk.
Instead of saying “They may be overqualified”. It should be: “Can this person help us grow, improve, and build resilience into our business?”
