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Add Depth through Recruitin Retention & Advancement

机译：通过招募保留和进步来增添深度

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Finding good employees — and retaining them — is a challenge for all farm equipment dealership departments, but it is particularly challenging for the precision farming department where burnout rates are high. Add to that a 4% unemployment rate in the U.S. and 5.8% in Canada, and there just aren't that many potential employees in the pool.Before you do anything, make sure you are clearly defining the role you are trying to fill, stresses Joe Sinkula, Integrated Solutions manager for Riesterer & Schnell, a 14-store John Deere dealership in Wisconsin. "I think a lot of us talk about what the precision farming technology coordinator role looks like. Figure that out for your dealership making a hire. We had to let someone go, and it was really nothing against him," he says. "We hired for a role we thought we needed, but didn't actually end up needing. He had the wrong skill set because we were transitioning as a dealership."
机译：寻找良好的员工 - 并保留它们 - 对所有农场设备经销部门来说是一项挑战，但对倦怠率高的精密农业部门尤其具有挑战性。 增加到美国的4％失业率和5.8％，池中的潜在员工仍然没有那么多潜在的员工。在你做任何事情，确保你明确定义你想要填补的角色， Riesterer＆Schnell的集成解决方案经理强调Joe Sinkula，这是威斯康星州的14店John Deere经销商。 “我认为很多我们谈论精确的农业技术协调员角色看起来像什么。这是为了你的经销商雇用。我们不得不让别人走，这对他来说真的没有什么，”他说。 “我们聘请了我们认为我们需要的角色，但实际上并不是最终需要。他有错误的技能，因为我们作为经销商转换。”

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