How to Recruit and Retain the Best Staff in 2026
Paul Harris, Managing Director of Real Success, recently joined a Farmers Weekly Transition webinar — “How to Recruit and Retain the Best Staff in 2026” — hosted by Johan Tasker, Editor of Farmers Weekly Transition. He was joined by Hugh Pocock, Founder of Cultura Connect, Stephen Jacob, CEO of TIAH, and Harry Henderson, Head of Education and Partnerships at BASIS.
Attracting and keeping the best people is one of the biggest challenges facing farm businesses in 2026, especially as the labour market tightens and expectations around workplace culture evolve. Across the panel, we shared practical strategies rooted in people, purpose and performance.
A central thread throughout the discussion was that technical skills are no longer the only — or even primary — differentiator when recruiting. Paul talked about the importance of “fit” — that is, finding people whose character, mindset and values align with the team and the organisation’s culture. Skills can be taught; the right attitude, resilience and approach to work are less easy to develop on the job.
Linked to this is the need for effective communication at every stage of the employee journey. That begins in the interview process — asking questions that reveal how candidates think, how they behave under pressure and how they collaborate — and continues through onboarding, feedback and ongoing support.
One practical tool I highlighted is personality profiling. Used thoughtfully, profiling gives employers and staff a shared language to understand working styles, preferences and interpersonal dynamics. It helps managers tailor communication and development, and gives team members clarity on expectations — which in turn supports both recruitment and retention.
Good culture also depends on workplace conditions. Competitive pay, clear hours and predictable patterns of work may not be glamorous, but they are increasingly important to today’s workforce. People want to know they will be respected, supported and able to have a life outside work — especially in sectors like agriculture where hours can be demanding.
Other panellists shared complementary insights on building talent pipelines, investing in training and fostering progression pathways that help employees see a future within the business. Whether that’s through apprenticeships, structured development plans, or partnerships with training providers, the message was consistent: people stay where they are valued and can grow.
Recruitment and retention isn’t about quick fixes. It’s about creating workplaces where people feel understood, supported and motivated — and where the right people can build meaningful careers.
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