grower’s best worker is four to eight times faster than the worst worker, although the fastest worker can also produce the worst quality. The trick is investing the time to hire the best workers.
These insights were part of the remarks made by Gregorio Billikopf, from the University of California, who spoke on “Hiring the Right Person” at the recent grower expo in Grand Rapids, Michigan.
In a study of worker productivity, employees were given 30 minutes and their own row in a vineyard, and told to prune (paid by the piece). “The best worker pruned 26 vines, while the worst worker pruned three vines,” Billikopf said. In another test, workers were given 30 minutes to pick tomatoes. The best person picked 12 pair of buckets while the worst did three pair, according to Billikopf.
“We found out that with the fastest workers some had the best quality while some had the worst quality,” he said. The slowest workers also had some of the best quality and some of the worst, proving that quality and speed are separate, according to Billikopf.
“People who did well in the test did well in the job,” Billikopf said. According to Billikopf, one of the responses of a fast worker was “ . . . while I’m pruning the grapevine, I’m already looking ahead to the next vine.”
Billikopf told growers that everybody has skills, and there’s no such thing as unskilled labor. He recommends having a uniform test to gauge general abilities of workers.
“Test people before you hire them,” Billikopf said. He recommends a pre-employment physical for those considered for a job, to see if the demands of the job can be met. He said job offers should be contingent on the right to work in the United States and the physical ability of the potential employee.
Billikopf said growers have the right to discriminate on the basis of ability. “A test is for the benefit of the employer and employee,” he said.
“If you’re going to pay on piece work, they need to pick their own crews,” said Billikopf. He recommends crews no bigger than four people. “Whatever the whole crew earns gets divided equally among all four people,” he said.
He told growers that when it comes to hiring, offer a bit more pay, and be a little pickier. He pointed out that although growers have no control over weather and prices, they do have control of how people are hired, paid, and motivated.
“Your selection process is the most important thing you’ll ever do,” he said. To avoid problems when firing people, Billikopf recommends probationary periods where a worker can be let go at any time during the probationary period. If there’s a problem employee, two weeks before the probationary period expires, let them go, or expand the probationary period another few months.
“Don’t ever fire them on the spot,” Billikopf said. Instead of instant firing, put employees on a three-day suspension and call an attorney, he told growers. After the suspension, an employee can be fired and given any pay that is owed.
“In this way, you’ve made a business decision about letting them go, rather than an emotional decision,” Billikopf said. He said employers should share some of the blame when an employee is fired.
Although most employers are at-will employers, where workers can be let go at any time for any reason, Billikopf said employers still need some other procedure to fall back on. He said that workers cite arbitrary treatment and lack of job security as top reasons for seeking out unions.
He recommends gifts to those who interview for jobs. “Everyone goes home with a basket of fruit just for coming,” Billikopf said.
Dr. Vera Bitsch, from Michigan State University’s Department of Agricultural Economics, says it’s all in the image. Growers need to make their operation an attractive place to work, and be mindful of what current employees and the community are saying about them.
She recommends keeping a job applicants file. Bitsch said that research has shown that 50 percent of job applicants are below average, with many giving misleading information. Approximately 34 percent claim experience, 70 percent indulge in puffery, and 12 percent have a criminal record.
Bitsch said that the right employees are highly qualified and anxious to learn. They are responsible and trustworthy individuals who will create profitability and contribute to high morale.
“Hiring the best takes times and effort,” Bitsch said. She advised growers to determine their needs, and develop job descriptions. She said growers should consider hiring and promoting from within.
“Word-of-mouth is our main recruitment tool,” said Bitsch. An estimated 70 percent get their job in agriculture this way. She advises those recruiting through radio advertisements to get professional help in creating ads. Bitsch suggests that employee referrals are also an effective means of recruitment.
