With the LÆND agricultural recruitment system, we support you in recruiting qualified specialists for your company - for a sustainable agricultural industry.
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We know the special features of the sector. Employees in agriculture have specific needs that we understand and take into account.
In order to attract the best talent in a highly competitive job market, it is crucial that potential applicants recognize why your company is the best choice for them.
Many applications also mean more time spent selecting suitable candidates. In a preliminary telephone interview, we filter out the applicants who match your criteria.
Site manager at GRIMME Uelzen:
"I love the video you made!"
"Recruiting staff was a challenge for us for a long time. We used to use print media and job portals, but with LAEND Agrarmarketing we found two suitable employees in a short space of time."
" LAEND Agrarmarketing saves you a lot of time and nerves."
Managing Director of the Besenthal Group from Bargfeld:
"We all know how difficult it is to recruit agricultural employees."
"Before we started LAEND Agrarmarketing, recruiting employees in our industry was a real stumbling block. We were not only lacking applications, but above all qualified specialists. LAEND quickly understood what we needed and identified the right applicants. Our vacancies were filled within a very short space of time."
Managing Director at Suderburg & Dreyer GmbH, shares his experiences from our collaboration.
"LAEND Agrarmarketing has brought a breath of fresh air to our employee search."
"We received 30 qualified applications within a very short space of time. The recruiting was efficient, creative and helped us enormously. We now regularly work with LAEND when we have vacancies and the results speak for themselves."
From script to production - our recruiting videos, combined with the LAEND Agrar recruiting system, reach exactly the right people and generate qualified applications.
Discover our checklist now:
Employee benefits can tip the scales. They are not only important for the well-being and satisfaction of the existing team, but also very helpful in attracting top talent.
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Contacting LAEND was absolutely straightforward. We were finally able to remove this eternal stumbling block. LAEND did the most important preliminary work by creating detailed applicant profiles. This saved us a lot of time. It also clearly showed that print ads are completely overpriced and ineffective these days - hardly anyone (unfortunately) reads printed newspapers anymore. Good employees are the foundation of our company, and we are very grateful for that!
We have always had difficulties finding suitable trainees - traditional channels such as print ads and job portals simply don't reach the right people. LAEND managed to get our message across to talented young people. The entire communication and process was uncomplicated and LAEND worked independently. Within a very short time, we received applications from motivated trainees who were a perfect fit for us. The campaign was a complete success.
We ran a really successful recruitment campaign with LAEND and the result exceeded our expectations! The collaboration was uncomplicated, professional and, above all, fun. Within a very short time, we had numerous qualified applications on the table that perfectly matched our requirements. The LAEND team not only saved us time and stress, but also found the right employees for our team. A big thank you - we can highly recommend Laend Agrarmarketing!
The reach of print ads is now very limited. You can't be sure who is reading your ad and success is difficult to measure.
❌ High scatter loss and low reach
❌ S uccesses can only be measured to a limited extent
❌ The application process is often outdated and cumbersome
These solutions are very cost-intensive and often only successful in the short term. There is always the risk that the placed candidate will drop out after a few months and you will still have to pay a high placement commission.
❌ High costs due to performance-based fees
❌ Dependence on third parties
❌ Risk that candidates are only willing to change jobs because of a salary increase
Your ad competes directly with many other employers and therefore loses visibility very quickly.
❌ High competition from many other job advertisements
❌ High costs with often low response rate
❌ You only reach actively searching candidates
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Our LAEND agricultural recruitment system offers a targeted and sustainable solution for finding employees in the agricultural sector. We approach top talent both actively and passively and strengthen your employer brand at the same time.
For you, this means: many qualified applicants and little cost and time expenditure.
✅ Full utilization: You reach 100% of candidates, even those who are not actively searching.
✅ Double qualification: We check both the professional and personal suitability of applicants.
Top branding: Your employer brand is strengthened and becomes visible to potential applicants.
of the companies surveyed stated that they had not received enough qualified applications with their previous methods. Many positions remain unfilled or are only filled with insufficiently qualified personnel.
of companies rely on traditional channels such as job advertisements in regional newspapers, their own company website, word of mouth, job boards, the employment agency and occasional posts on social media when looking for employees. However, these channels often only reach a fraction of potential candidates.
of respondents need up to a year to successfully fill a vacancy with a qualified employee. These long waiting times illustrate the challenges that agricultural businesses face when recruiting employees.
It takes a lot of time and effort, but the applications still don't come in. You have tried everything and still there is a lack of qualified candidates - and this is not without consequences.
Every unfilled position costs your company money. If employees are missing, orders cannot be processed on time. The average opportunity cost of a missing employee is around €10,000 to €30,000 per year. Every delay in filling vacancies reduces your operating income and customer satisfaction.
Existing employees often have to take on additional tasks when the team is understaffed. This overload leads to stress, greater susceptibility to errors and, in the long term, an increase in sick days. If employees are constantly working at the limit, their motivation and productivity decrease, which in turn has a negative impact on the entire team.
In almost every industry, deadlines and customer satisfaction are of crucial importance. Missing or overworked employees mean that customer inquiries can no longer be processed promptly, delivery deadlines cannot be met or quality suffers. This leaves a bad impression on your customers and leads to long-term losses - not only in the current order situation, but also in future customer loyalty.
The Grimme Uelzen site, managed by Thilo Grau, was faced with the challenge of finding qualified specialists for the agricultural technology sector. The specialization in agricultural machinery and the requirements for highly qualified technicians made recruitment even more difficult. Traditional recruiting methods such as job portals and advertisements in trade journals did not deliver sufficient results, and there was a lack of specialists with specific expertise in agricultural machinery and agricultural technology.
With the LAEND agricultural recruiting system, a targeted campaign was developed to attract specialists in the field of agricultural engineering. By targeting potential candidates via social recruiting and highlighting the development opportunities and innovation at the Grimme Uelzen site, we were able to reach qualified applicants.
The vacant positions were successfully filled within 60 days. Thilo Grau was thus able to strengthen the Grimme site in Uelzen with experienced specialists in order to continue to meet the high technical requirements of the agricultural machinery industry.
The Besenthal Group was looking for qualified employees to cope with the increasing order volumes in the agricultural sector. Despite using traditional recruiting channels such as job portals and newspapers, no suitable candidates could be found for several months. This led to production bottlenecks and delays in order processing.
The LAEND agricultural recruitment system was used to launch a targeted social media campaign that appealed to passively searching candidates. Optimized employer branding and a focus on the attractive working conditions and development opportunities at Besenthal enabled the target groups to be addressed in a targeted manner.
The vacancies were filled with qualified specialists within 45 days. This enabled Besenthal to stabilize production and process new orders on time.
Suderburg & Dreyer, a service provider specializing in electrics for the agricultural sector, had great difficulty finding qualified electricians. The combination of the specific requirements of the agricultural sector and the shortage of skilled workers in the electrical trade made it particularly difficult to recruit suitable employees. Conventional channels such as trade journals and job boards yielded hardly any results, and the few applications that were received did not have the required specialization.
With the LAEND agricultural recruitment system, we developed a targeted campaign that focused on passively seeking electricians with experience in agriculture. By combining social recruiting with a targeted approach to Suderburg & Dreyer's specific requirements, we were able to attract qualified professionals who were familiar with the particular challenges of agricultural electrics.
The vacancies were successfully filled within 60 days. Suderburg & Dreyer was thus able to continue to meet the special requirements of its agricultural customers without having to compromise on the quality of the electrical work.
Up to now, a simple, bullet-point requirements profile has been created that summarizes the tasks and requirements for the position. There is often a lack of details that make the job tangible and attractive for potential candidates.
Most agricultural businesses publish their job advertisements on their own website, distribute flyers or put up posters on site. In addition, (often paid) advertisements are placed in job portals or regional newspapers. However, these channels only reach a limited number of potential applicants.
Applicants must submit their complete documents - such as cover letter and CV. Once they have been checked, they will be invited for an interview. In many cases, applicants are pre-selected solely on the basis of hard facts, without considering personality or fit with the company.
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Many applicants know what they can expect from the position, but they are not inspired or motivated by the job description. A good job should be presented in an appealing way that makes it clear to candidates what to expect - and why they should definitely become part of the team.
Traditional methods often only reach the right candidates by chance.
Reason1: Too few searching professionals - most potential candidates do not actively search portals, newspapers or company websites.
Reason2: Professionals from other companies do not move within your network - this means that they are not reached via word of mouth or simple social media posts either.
For many potential employees, the application process involves too many hurdles. Complete documents, long waiting times between contact points and outdated methods often deter qualified candidates. In addition, long contact phases of 7 days or more lead to a high bounce rate - the best candidates have long since found another position before you respond.
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We find the specialists who are a perfect fit for your advertised position and your agricultural business, not only because of their qualifications but also because of their personal attitude. Our method aims to find candidates who identify with the requirements and values of the agricultural sector in the long term.
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Every unfilled position costs your company money. With our system, we fill your vacancies quickly and efficiently, within a time frame of 14 to 60 days. On average, vacancies are successfully filled in 45 days, allowing you to maintain your operations without major delays.
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We know that your time is valuable. Our process is 90% automated, so you can focus on your day-to-day business. We take care of most of the recruitment process and deliver only the most qualified candidates straight to your inbox.
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Our system ensures that the employees we place are not only a good fit for your company, but also stay with you in the long term. This ensures that your investment in recruiting is sustainable and you avoid the constant search for new employees - regardless of short-term salary increases.
