Ag Recruitment Australia: Complete Employer Guide | RFTTEJOBS.com

Ag Recruitment in Australia: The Complete Guide

Finding reliable Agricultural workers is one of the biggest challenges facing rural employers. Good Ag recruitment involves more than advertising a vacancy. Employers need to reach the right audience, explain the opportunity honestly and find candidates suited to the work, property, team and location.

RFTTEJOBS.com has specialised in connecting employers with people looking for work across rural, regional and remote Australia since 2019, backed by the RFTTE community established in 2007.

What is Ag recruitment?

Ag recruitment is the process of attracting, assessing and employing people across Agriculture and its supporting industries.

It includes recruitment for:

• Cattle and sheep stations
• Farms and cropping operations
• Feedlots
• Agricultural contractors
• Machinery and maintenance businesses
• Livestock transport
• Rural merchandise and livestock agencies
• Agribusiness and Agricultural technology

Roles range from station hands, farm hands, cooks and machinery operators through to mechanics, livestock managers, property managers and corporate Agricultural positions.

View the range of current Agricultural jobs across Australia.

Why Agriculture recruitment is different

Recruiting for Agriculture is different from filling a city-based position. The workplace may also be the employee’s home.

A station or farm worker might live hundreds of kilometres from the nearest town, work closely with a small team and depend on the employer for accommodation, communications or meals.

An effective Agricultural job advertisement should explain:

• The position and main responsibilities
• The property or business location
• Required experience and licences
• Salary or hourly rate
• Working hours or roster
• Accommodation and meals
• Internet and mobile coverage
• Partner, family and pet suitability
• Australian work-right requirements
• Training and career opportunities

These details help applicants decide whether the position and lifestyle genuinely suit them before they apply.

Australia’s Agricultural workforce

Sheep, beef cattle and grain farming remains the largest employing Agricultural industry.

Agricultural workforce demand can change quickly because of seasonal conditions, drought, floods, commodity prices, business expansion and competition from mining, transport and construction. This makes early and targeted Agriculture recruitment particularly important.

Source: ABARES, Snapshot of Australian Agriculture 2026.

Why can Agricultural jobs be hard to fill?

Limited local candidates

Many farms, stations and feedlots are located near small towns or in remote areas with a limited local labour pool. Employers often need to reach candidates across Australia, particularly when recruiting experienced operators, mechanics, livestock workers, cooks and managers.

Competition for skilled workers

Agriculture competes with mining, transport, construction and other regional industries for people with practical and technical skills. An advertisement must clearly communicate why someone should choose the role, business and lifestyle.

Seasonal demand

Harvest, sowing, mustering and other seasonal programs can create an immediate need for workers. Recruiting early gives employers more time to find, interview and secure suitable candidates.

Unclear job advertisements

A job title and a short list of duties are rarely enough. Good applicants want to understand the property, team, equipment, conditions, accommodation and opportunities available.

How to improve your Ag recruitment

1. Define what you really need

Separate the essential skills required from day one from those that can be taught. Some positions require proven experience, while others may suit someone with transferable skills, common sense, a strong work ethic and a willingness to learn.

2. Write an honest job advertisement

Include accurate information about the work, location, hours, remuneration and accommodation. If the position involves isolation, shared housing, long hours during peak periods or limited phone coverage, say so.

3. Use plenty of genuine photos

Images help a job advertisement stand out and give candidates a genuine feel for the property, workplace and lifestyle. The more relevant images you can include, the better.

They do not need to be professionally photographed. Clear, recent photos taken on a mobile phone are perfectly suitable. Consider including photos of:

• The property, farm, station or workplace
• The team and day-to-day work
• Livestock, machinery and equipment
• Staff accommodation and facilities
• The surrounding country and local lifestyle

Use images that accurately represent the role and make sure you have permission from anyone who can be clearly identified.

4. Use the RFTTEJOBS.com job-ad template

RFTTEJOBS.com provides a structured template to help employers include the information candidates want to see. It covers the job description, property details, responsibilities, requirements, benefits, accommodation and application process.

View this Station Hands advertisement as an example of how to present a clear and detailed Agricultural job ad.

5. Promote the benefits of the job

A strong job advertisement should explain what the employer offers, not just what they expect from candidates. Include as many genuine benefits as possible to help the position stand out from competing Agricultural jobs.

Depending on the role, benefits may include:

• Above-award wages or an attractive salary package
• Private, furnished or air-conditioned accommodation
• Meals provided or access to fresh station or farm produce/ meat
• Electricity, water or other utilities included
• Free Wi-Fi and reliable mobile reception
• A work mobile phone
• A work vehicle or limited private use of a vehicle
• A regular roster or consistent Monday-to-Friday hours
• Paid overtime during mustering, sowing or harvest
• Training, tickets and career development
• Modern, well-maintained machinery and equipment
• Work opportunities for a partner
• Suitable accommodation for couples or families
• Pets or horses considered
• Bonuses, relocation assistance or travel contributions
• Access to fishing, camping, sport or other activities on days off

Be specific and accurate. For example, state whether accommodation is private or shared, whether meals are provided every day and whether a vehicle is for work use only. Clear benefits give candidates more reasons to apply and reduce misunderstandings later.

6. Advertise to an Agricultural audience

General job boards may deliver plenty of views, but not necessarily from people who understand rural work.

RFTTEJOBS.com promotes vacancies through:

• The RFTTEJOBS.com Agricultural jobs website
• Social media promotion across the RFTTE network
• A weekly newsletter reaching more than 65,000 subscribers
• Dedicated categories for station, farm, feedlot and rural roles

Employers can compare Agricultural job advertising packages or read RFTTEJOBS.com employer testimonials.

7. Respond quickly

Strong candidates may be speaking with several employers. Acknowledge suitable applications promptly, arrange interviews quickly and explain what happens next.

8. Ask practical interview questions

Ask candidates what they have personally done rather than relying only on job titles:

• What machinery have you operated?
• What livestock have you worked with?
• What maintenance or repairs can you complete?
• What was your role during mustering, sowing or harvest?
• Have you lived or worked remotely before?
• Why does this particular position appeal to you?

Reference checks can help confirm the candidate’s experience, reliability, safety awareness and ability to work as part of a team.

Recruit for attitude as well as ability

Experience matters, particularly for managers, skilled machinery operators, mechanics and senior livestock positions. However, attitude is often just as important.

For suitable entry-level roles, look for:

• Reliability and initiative
• Common sense
• Respect for livestock, equipment and people
• Willingness to listen and learn
• Realistic expectations about rural work
• A genuine interest in Agriculture

Our Station Hand Jobs Guide explains the skills, licences and qualities job seekers are encouraged to develop before applying.

Pay, conditions and accommodation

Agricultural employers should confirm which modern award, enterprise agreement or other employment arrangement applies to the position.

The Pastoral Award covers many employees working in livestock and broadacre farming, while the Horticulture Award applies to many fruit, vegetable, nursery and related roles.

Check the correct classification, minimum rate, allowances, overtime and employment conditions through the current Fair Work award information.

Accommodation should be described accurately, including:

• Whether it is private or shared
• Furniture and facilities provided
• Internet and mobile coverage
• Suitability for couples or families
• Pet policy (Blog: Why some stations don’t take dogs)
• Any accommodation charge or wage deduction

Candidates can learn more through our guide to cattle station wages and the Pastoral Award.

Recruitment does not finish on the first day

Successful Ag recruitment also depends on retention. New employees should receive a clear induction covering their duties, hours, pay, safety, accommodation, property rules and who to speak with when they need help.

Regular check-ins during the first few weeks can address misunderstandings before they become bigger problems. People are more likely to stay when expectations are clear, wages are paid correctly and they feel respected as part of the team.

Frequently asked questions