b'PEOPLE-POWERED LEADERSHIPHeres Who Were Fighting for theBest of the Best EmployeesI HOSTED A SMALLdinner party at my place aBeing the I want to know more kind of guy I am, couple weekends back. Meeting with a combinationI dug into what specific traits and skills my guests of long-time and newer friends always leads to greatthought come from growing up on a farm. They conversations. The highlight for me came when, as webrought up exactly what I expected: good work ethic, were digging into dessert, someone brought up a dis- ability to solve problems, loyalty, etc. What surprised cussion about hiring priorities. The group around theme most was how committed they were to the belief table all have hiring responsibilities at their respectivethat those traits all came from growing up on a farm. companies, so we got into heated debate about whatPart of me wanted to assure them that there are lazy, the very most important traits are in the candidatesnon-thinking, disloyal people who grew up on a farm SHAWN BROOKwere looking to hire, regardless of sector or indus-but I genuinely cant think of any I know of. (Let me is the President oftry. Lots of great answers came out: resiliency, focus,take a moment to be clear: farm kids dont have the Seed World Group. loyalty, ability to think on ones feet and more. Thencorner on employable skillsthere are hard-working, came the piece that rocked my world: problem-solving, loyal, incredible employees from all First, let me be clear: each and every one of thekinds of backgrounds. My guests point is that those people sitting around my tableliterally everyonetraits are a sure bet in farm kids).except for mewas a city slicker: they all grew up in and now live in the city. Some have barely set foot on a farm ever. So, you can understand my jaw-dropped surprise when one of my guests, someone responsible for 250+ employees, came up with the single factorIs pushing to attract farm kids a parthes willing to hinge a hiring decision on. He said, If an applicant has grown up on a farm, we hire them. If theyof your strategy?are not qualified for the specific posting, we figure out a spot for them. WHAT?! That is the single critical component? Let me tell you: I was even more surprised as each person at my table vigorously confirmed thatMy take-away from this (and I hope yours, too) is they agree. One friend who works at an engineeringmore than a pat on the back to us who were lucky consulting firm spelled it out by saying applicants whoenough to be raised on farms. If a preference for farm have grown up on farms make exponentially betterkids is prevalent across many companies and many employees than any other criteria theyve been able toindustries, our young people who have grown up identify.within our farming industry have a plethora of options As a farm boy who grew up on a mixed farm onon where they work and grow. So, what are we doing the Canadian prairies, I like hearing this. Ive got a softto keep farm kids in our sector?spot for us farm kids andsureI like to think that aId love to hear your answer: what is your company farm upbringing and work ethic sticks. Still, to hear adoing to make your part of the seed value chain and top engineering exec value a farming background toour entire sector the best possible option for the best such a degree, especially when their industry is entirelypossible employees? Is pushing to attract farm kids a unrelated to agriculture, caught me off guard.part of your strategy? Should it be? SW48/ SEEDWORLD.COMFEBRUARY 2024'