How Agricultural Recruitment Agencies Work
Agricultural recruitment agencies help employers find workers for farms, cattle and sheep stations, feedlots, cropping operations, Agribusinesses and other rural workplaces. Unlike general city recruiters, specialist Agricultural employment agencies must understand remote locations, accommodation, seasonal timing, practical skills and the realities of living and working on the land.
This guide explains how Agricultural recruitment agencies work, what they may charge, how they differ from labour hire providers and when an Agricultural jobs board such as RFTTEJOBS.com may be the better option.
What is an Agricultural recruitment agency?
Quick answer: An Agricultural recruitment agency searches for, screens and recommends candidates to an employer. The employer generally pays the agency a fee for successfully placing a worker or completing an agreed recruitment service.
Specialist Agricultural job agencies may recruit for:
- Station Hands, Jackaroos and Jillaroos
- Farm Hands and Machinery Operators
- Livestock Hands and Pen Riders
- Station Cooks and Governesses
- Mechanics, Bore Runners and Maintenance staff
- Overseers and Leading Hands
- Farm, Feedlot and Station Managers
- Agronomists and Agricultural consultants
- Rural sales and branch management positions
- Agribusiness executives and corporate roles
Some agencies specialise in permanent placements. Others recruit casual or seasonal workers, manage entire recruitment campaigns or provide labour hire employees to businesses during busy periods.
How Agricultural recruitment agencies work
The precise process varies between agencies, but a permanent placement commonly follows these steps:
The employer explains the position, duties, required experience, location, remuneration, roster, accommodation and preferred commencement date.
The agency outlines its services, fees, replacement guarantee, payment terms and whether the arrangement is exclusive or non-exclusive.
The recruiter searches its database, contacts potential candidates, advertises the vacancy and may approach people who are not actively applying for jobs.
The agency reviews applications and may conduct telephone, video or face-to-face interviews to assess experience, suitability and availability.
Depending on the agreed service, the recruiter may contact referees and verify licences, qualifications, work rights or other requirements.
The employer receives details of the most suitable candidates and conducts its own interviews before deciding whom to employ.
The employer makes the final hiring decision. The agency may help communicate the offer, negotiate terms and coordinate the proposed starting date.
The employer should still complete its own due diligence and confirm the candidate’s identity, licences, work rights, references and ability to perform the role.
Why rural recruitment is different
A general recruiter might assess whether a candidate can perform the technical duties. A good Agricultural recruiter must also assess whether the person understands the location, lifestyle and living arrangements.
Remote locations
A position may be several hours from the nearest town. Candidates need accurate information about travel, road conditions, services, medical access and whether they require their own vehicle.
Accommodation and meals
On-property accommodation can be a major part of the employment package. Agencies should understand whether the housing is private or shared, furnished, suitable for a partner or family and whether meals, electricity and internet are included.
Seasonal timing
Mustering, sowing, harvest, calving and processing programs can create an urgent need for workers. Agricultural employment agencies must understand when employers need staff and whether candidates can commit for the required period.
Practical skills
Job titles do not always tell the full story. A Machinery Operator may have experience with different equipment, while the duties of a Station Hand can vary significantly between properties.
Recruiters may need to ask detailed questions about:
- Livestock and low-stress handling experience
- Horses, motorbikes and side-by-sides
- Tractors, graders, loaders and harvest equipment
- Mechanical ability and daily maintenance
- Fencing, waters and general property repairs
- Heavy vehicle licences and road train experience
- Previous experience living and working remotely
Couples, families, dogs and horses
Rural recruitment can involve more than one person. The employer and recruiter may need to confirm whether work is available for a partner, whether accommodation suits children and whether dogs or horses are permitted.
Benefits beyond the wage
Good recruiters consider the complete employment package, including above-award pay, accommodation, meals, Wi-Fi, mobile reception, vehicles, training, rosters and recreational opportunities.
Employers can find more practical advice in our complete guide to Ag Recruitment in Australia.
How do Agricultural recruitment agency fees work?
Recruitment agencies generally charge the employer rather than operating as a free advertising service. The fee and payment structure depend on the agency, position and work involved.
Common arrangements include:
- Contingency placement: a fee becomes payable if the employer hires a candidate introduced by the agency.
- Retained recruitment: the employer pays agreed stages of the fee while the agency conducts a dedicated search.
- Fixed-fee recruitment: the agency charges an agreed amount for a defined recruitment service.
- Temporary or labour hire margin: the business pays an hourly or agreed charge covering the worker’s wages and the provider’s costs and margin.
Before proceeding, employers should request written terms covering:
- The total fee and when it becomes payable
- Whether GST and advertising costs are additional
- What screening and checks are included
- Whether the recruiter has exclusive rights to fill the role
- How long candidate ownership or introduction clauses apply
- Whether there is a replacement guarantee
- What happens if the employee resigns or is dismissed
- Any refund, credit or cancellation conditions
RFTTE recruitment tip: Do not compare services on price alone. Confirm what the fee includes, who completes the checks, what guarantee applies and whether the recruiter genuinely understands the position and location.
Recruitment agency, labour hire or Agricultural jobs board?
These services are often grouped together, but they operate differently.
Recruitment agency
The agency searches for and recommends candidates. The rural employer generally employs the successful candidate directly and pays the agreed placement fee.
Labour hire provider
The labour hire provider employs or engages the worker and supplies them to a host business. The host directs the work, while the provider is responsible for paying its employees and providing their employment entitlements.
Agricultural jobs board
The employer pays a flat advertising fee, receives applications directly and controls the screening, interviewing and hiring process. There is no placement commission.
Fair Work explains that a labour hire employee works for the host business but is employed and paid by the labour hire employer. Labour hire arrangements may also be subject to licensing and protected pay requirements. Employers should check the rules applying to their location and arrangement.
Sources: Fair Work Ombudsman: Labour hire and supply chains and business.gov.au: Employee or contractor?.
When should an employer use an Agricultural recruitment agency?
An agency may be appropriate when:
- The position is senior, specialised or confidential
- The employer needs the recruiter to actively search for candidates
- Internal time or recruitment experience is limited
- The position has been difficult to fill through advertising
- Extensive initial screening is required
- The business needs a managed shortlist rather than direct applications
When may an Agricultural jobs board be better?
A specialist jobs board may be a better fit when:
- The employer wants applications sent directly to its team
- The role can be promoted openly
- The employer is comfortable screening and interviewing applicants
- A flat advertising fee is preferred over a placement commission
- The business needs broad exposure to an established Agricultural audience
- Several vacancies need to be advertised
- The employer wants to build its own candidate database
RFTTEJOBS.com is a specialist Agricultural jobs board, not a recruitment agency. Employers pay a flat advertising fee, applications go directly to the nominated email address or website, and the employer remains responsible for screening, interviewing and hiring.
RFTTEJOBS.com promotes vacancies through its website, social media network of more than 400,000 followers and weekly newsletter reaching more than 65,000 subscribers.
Employers can view Agricultural job advertising options or read results from employers and job seekers.
What should employers ask an Agricultural employment agency?
Before engaging an agency, ask:
- Which Agricultural industries and roles do you specialise in?
- Who will manage our vacancy?
- Does the recruiter have practical knowledge of rural employment?
- How will you source candidates?
- What screening and reference checks are included?
- How do you verify work rights, licences and qualifications?
- What are the complete fees and payment terms?
- Is the agreement exclusive?
- What replacement guarantee applies?
- Who owns candidate applications and information?
- How will our business and vacancy be promoted?
- How frequently will we receive an update?
Employers considering a labour hire arrangement should also check whether the provider holds any licence required for the relevant state, territory or industry.
What should job seekers expect?
Job seekers using Agricultural job agencies may be asked to provide:
- A current résumé
- Details of practical experience
- Licences and qualifications
- Contactable referees
- Current location and availability
- Australian work-right information
- Preferred roles and regions
- Expectations about wages, accommodation and roster
Be honest about your experience and ask for clear details about the employer, location, duties, remuneration, accommodation and employment arrangement before accepting a position.
If applying through RFTTEJOBS.com, applications are generally sent directly to the employer or its nominated recruitment contact. Job seekers can browse current Agricultural jobs or read our guide on how to get a Station Hand job.
Employer responsibilities still matter
Using an agency does not remove every responsibility from the employer or host business.
Employers should understand the relevant award or agreement, minimum wages, National Employment Standards, work rights, workplace safety requirements and employment records applying to the role.
Fair Work states that minimum employment terms come from the applicable award, registered agreement, employment contract and National Employment Standards. An employment contract or agreement cannot provide less than the National Employment Standards.
Employers are also responsible for ensuring workers are legally permitted to work in Australia, even when a worker was sourced through an agent, contractor or labour supplier.
Sources: Fair Work Ombudsman: Hiring employees and Fair Work Ombudsman: Sourcing labour.
Frequently asked questions
What does an Agricultural recruitment agency do?
An Agricultural recruitment agency sources, screens and recommends candidates for rural employers. Depending on the service, it may also advertise the role, check references, verify qualifications and help coordinate the offer.
Who pays an Agricultural recruitment agency?
The employer generally pays the agency for the agreed recruitment or placement service. Employers should request complete written terms before engaging an agency.
Is a recruitment agency the same as labour hire?
No. A recruitment agency generally helps an employer hire someone directly. In a labour hire arrangement, the provider employs or engages the worker and supplies them to a host business.
Is RFTTEJOBS.com an Agricultural recruitment agency?
No. RFTTEJOBS.com is a specialist Agricultural jobs board. Employers pay a flat advertising fee, receive applications directly and manage their own screening, interviews and hiring.
What is the benefit of using a specialist Agricultural jobs board?
A specialist jobs board places the vacancy in front of people already interested in Agricultural and rural work while allowing the employer to retain control of the recruitment process.
Can recruitment agencies advertise jobs on RFTTEJOBS.com?
Yes. Agricultural recruiters and labour providers can use RFTTEJOBS.com to promote suitable rural vacancies to its targeted Agricultural audience.
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