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Here’s What Today’s Professionals Really Value. A blog post in the series: Changing jobs in agribusiness - How best to go about it? by Dr. Jochen Riebensahm | Riebensahm Agribusiness Recruiting | Partner & Agribusiness Lead 'Livestock & AgTrade' Expectations toward employers in the agribusiness sector have shifted significantly. While job security and a competitive salary once topped the list, today’s workforce is increasingly focused on shared values, personal and professional development, and a healthy work environment. Modern agricultural professional in conversation with a leader. In an industry where tradition meets transformation, these changes are particularly evident.From conversations with professionals across agriculture and the upstream and downstream value chain, four key attributes consistently emerge as the most sought-after by talent in the field: #1 Clear Values & Genuine Sustainability Agribusiness companies are no longer accountable solely to markets—they’re also answerable to the environment, to society, and to future generations. Today’s professionals want to know what their employer stands for—and whether those values are not just listed on a website, but truly lived day to day.Employers that demonstrate authenticity, strong principles, and a credible commitment to sustainability foster trust and long-term engagement. #2 Growth Opportunities & a Culture of Learning Younger generations in agriculture are not looking for a “job for life”—they’re looking for an environment that allows them to grow: in expertise, in responsibility, and as individuals. Strong employers actively invest in learning and development, open up career paths, and empower their people beyond just the daily business. #3 Healthy Leadership & Dialogue at Eye Level Few sectors are less suited to top-down leadership than agribusiness. Working with farmers, technicians, field sales, or scientists requires clarity, mutual respect, and a real ability to engage in dialogue. Employees value leaders who are approachable, honest, and supportive—rather than directive or bureaucratic. Leader and employee in an open, respectful dialogue at eye level. #4 Flexibility & Work-Life Integration—Not Just Lip Service Even in a sector shaped by seasonality, physical presence, and a hands-on mentality, flexible work models are gaining ground. Hybrid work, adaptable hours, and tailored solutions are increasingly valued. Employers who make true flexibility a reality significantly increase their appeal—especially among those who want to align work with family life, volunteering, or other personal commitments. Conclusion: Great agribusiness employers are more than just taskmasters. They are enablers, value-driven communities, and partners in personal development. In an increasingly competitive talent market, these qualities are becoming decisive success factors—especially for regionally rooted businesses with growth ambitions. 👉 What about your experience?– What do you value most in an employer? I’d love to hear your thoughts—right here in the comments or in a personal exchange. A As specialized executive search consultants in the agribusiness sector, we support professionals and leaders in recognizing their options—and taking bold steps forward. We bring deep market insights, sector expertise, and an honest, constructive perspective—always driven by a genuine interest in your development. 📩    Feel free to reach out if you sense there's more ahead for you. Let’s explore it together. Lars Armstroff | Business Lead 'AgTech' | https://rar.tiny.us/LArmstroff Stefano Pettinella | Business Lead 'Pet, Horse & Apiculture’ | https://tinyurl.com/SPettinella Michael Witt | Business Lead 'Crop & Finance' | https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm | Business Lead ’Livestock & AgTrade’ | https://tinyurl.com/JRiebensahm

A blog post in the series: Changing jobs in agribusiness - How best to go about it? by Dr. Jochen Riebensahm | Riebensahm Agribusiness Recruiting | Partner & Agribusiness Lead 'Livestock & AgTrade' You feel it deep down: something needs to change.But you’re not quite sure what—or where to begin. You’re not alone. Many professionals and leaders in the agribusiness sector reach a point where it’s not about lacking skills—it’s about lacking clarity. Caught between daily operations, growing responsibilities, and constant transformation, there’s often little space to step back and reflect. That’s exactly where professional career consulting comes in—not with generic advice, but with the right questions . Three Questions That Make All the Difference Where are you today? What role do you currently play in your organization? Which responsibilities do you own—and which are you avoiding? What are you truly capable of? Which of your skills and experiences are transferable? Where do your real strengths lie—technical, strategic, personal? What do you actually want? What do you expect from your next career move? Which values, working conditions, and perspectives are non-negotiable? Agribusiness Careers Are Rarely Linear – But Always Possible In an industry as diverse as agribusiness—with its blend of farming, industry, trade, services, and technology—career paths aren’t always obvious.But opportunities are there. The key lies in realistically identifying your potential and turning it into a future-proof perspective. What Helps When You Feel Stuck? 👉 Talk to people who help you think further.Mentors. Former colleagues. Visionary leaders.Or—ideally—an advisor who truly understands your industry. The best consultants don’t hand you prefabricated answers.They ask the right questions. They share insights. And they challenge your thinking—in a way that moves you forward. Bottom Line A successful career step doesn’t start with a job posting.It starts with a clear view of yourself. As specialized consultants in the agribusiness sector, we support professionals and executives in recognizing their options—and acting on them with confidence. With market insight, honest feedback, and a genuine interest in your development. 📩 If you feel there’s more ahead for you—let’s talk. Lars Armstroff | Business Lead 'AgTech' | https://rar.tiny.us/LArmstroff Stefano Pettinella | Business Lead 'Pet, Horse & Apiculture’ | https://tinyurl.com/SPettinella Michael Witt | Business Lead 'Crop & Finance' | https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm | Business Lead ’Livestock & AgTrade’ | https://tinyurl.com/JRiebensahm

A blog post in the series: 'Changing jobs in agribusiness - What should I consider in any case?' by Bettina Lichtenberg | Business Coaching Lead | Riebensahm Agribusiness Recruiting A former colleague I meet from time to time virtually. The calls are very nice, but lately she has been increasingly dissatisfied in her job. There are various reasons for this, but above all she is bothered by the fact that her boss is not filling two positions. Even before that, the team wasn't particularly large. When I asked her if she had ever applied for a job before, she fumbled a bit and then explained in detail why she had no chance of finding a new position outside the company. I was quite astonished. After all, we now have a real applicant market.🤔 But of course, there are always arguments you can use to convince yourself that changing jobs can work for you. Are you tripping yourself up with these arguments? I am too old! Certainly, there are still personnel departments that have reservations when applicants over 40 or 50 apply. But that doesn't mean you have to spend your retirement years in a job you no longer enjoy. The fact is that more and more companies are relying on the know-how of experienced employees. And that's exactly why you don't have to hide. Of course, you are more expensive than a young professional with a bachelor's degree. But you're not applying for a beginner's job. Make your application a convincing self-promotion and present all the positive aspects you have. For example, more flexibility, experience and social skills. There are always applicants who are better! Yes, somewhere in the world there must be someone better than you. So what? If you know what you can do and you are confident that you can fulfill this interesting position that appeals to you, then you should definitely give it a try. Even if the job posting may have requirements that you don't (yet) meet. It's rare that everything really fits, because it's not just about professional skills, but also about personal skills and how well you fit into the new company and the corresponding team. What if I don't make it through the probationary period? Of course, you take a certain risk when you change jobs. But why do you assume that you won't make it through the probationary period? After all, you usually have several interviews with your new manager during the application process and should therefore have a good feeling as to whether it is a good fit in terms of content and personality. And if you or your new manager discover during the probationary period that it's not right after all, your resume is far from ruined. Very important: The probationary period is for you and the employer. Going your separate ways is not a disgrace, but the realization that this position unfortunately does not make you permanently satisfied. Your professional career is too important to be dissatisfied with it. Whatever success means to you - you should not sabotage yourself. Because we (almost) all tend to tell ourselves stories about why something doesn't work. Stop it and dare to be great. Any questions or you need more information? Stefano Pettinella | Pet Industry Lead | https://tinyurl.com/SPettinella Michael Witt | Agribusiness Lead 'Crop' | https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm | Agribusiness Lead ’Livestock & Technology’ | https://tinyurl.com/JRiebensahm

A blog post in the series: 'Changing jobs in agribusiness - What should I consider in any case?' by Jochen Riebensahm | Riebensahm Agribusiness Recruiting | Partner & Agribusiness Lead 'Livestock & Technology' Which paths should you use to get to the new job? This is a frequently asked question in our consultations Within the framework of a professionally planned application strategy, it is important that you first become aware of which different channels you can and even should use to find the job that suits you? There are diverse ways to get to a new job. Here are some suggestions: Use online job portals: there are many websites where companies post job ads. Some popular job portals are Indeed, StepStone, Agrajo and Karrero. Networking: Networking is one of the most effective ways to find a job. Talk to friends, family and contacts in your industry, agribusiness, to see if they know of any openings or can refer you to someone who can help. Quelle: Stephanie Hofschlaeger / pixelio.de Apply directly to companies: If you have a company you would like to work for, search for open positions on their website and apply on your own initiative. Use social media: Many companies also post their job openings on social media channels like xing and LinkedIn. Follow the companies you want to work for to stay up to date. Quelle: Joachim Kirchner / pixelio.de Contact a recruiter: Recruiters match candidates with open positions at companies, here a key advantage is that recruiters have access to the "hidden job market", i.e. open positions that are not publicly offered anywhere. Reputable Recruiters have a strong network in the focused industry, i.e. in agribusiness, and bring another very important added value for applicants: They help to classify which next career step really makes sense, give honest feedback and act as coaches. At the same time, the personnel consultant supports you in the entire process of your application. In any case, it is advisable to use a combination of these methods to increase your chances of finding a new job, or contact us: Stefano Pettinella – Pet Industry Lead - https://tinyurl.com/SPettinella Michael Witt -Agribusiness Lead 'Crop' - https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ - https://tinyurl.com/JRiebensahm *Note: if we choose the masculine form in our posts or blogs, this naturally refers to all genders.

A blog post by Stefano Pettinella - Partner und Pet Industry Lead Last week, my partner Michael Witt explored the question of whether one should dare to change jobs "in uncertain times". Here, of course, the question arises whether there are perhaps particularly "crisis-proof" industries? Of course, we know that seasonal, cyclical or geopolitical fluctuations are normal. What many people don't realize, however, is that some industries are more "recession-resistant" than others. And this undoubtedly includes the pet industry, which I can fully confirm after 25 years of working internationally in this industry. But why is that? We know that the number of pets has been growing unabated for decades. Currently, there are almost as many pets as people in the EU plus the UK: around 407 million. In the EU, the three largest markets are Germany, France and Italy. Over the past decade, pet food sales in the EU have doubled, growing twice as fast as food. Even during the pandemic, the pet food industry has proven to be crisis resistant - despite many challenges such as the turbulence in the commodity markets, logistics or the boom in online retailing. Underlying these very impressive figures are weighty trends. It is undisputed that pets are increasingly regarded as members of the family. But not only that. Sometimes they are even regarded as "child substitutes", which then gives dogs and cats in particular a much higher status within families. This trend is very much driven by "Millennials" and "Generation Z". In this role, however, pets also take on other important social tasks, according to the results of a long-term study on grief management. When older people lose their life partners through separation or death, pets such as dogs and cats help them cope better with phases of depression or loneliness or even overcome them. Another trend is "premiumization," which results from the desire of many consumers, especially younger ones, to give their four-legged friends the best quality and the best nutrition. This is, of course, coupled with an increasing willingness to spend more for the right nutrition. Would you like to learn more about opportunities in the pet industry? Feel free to contact us. Our advice on professional and career issues in agribusiness and the pet industry in particular is free of charge and we will help you answer all your questions - regardless of whether you have many years of experience or are just starting out in your career. Based on our many years of personnel and industry expertise, we will provide you with competent support to ensure an excellent 'match' between you and our clients. Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

A blog post in the series: 'Changing jobs in agribusiness - What should I consider in any case?' by Michael Witt - Recruitment Consultant and Agribusiness Lead 'Crop'. Again and again we hear from our candidates the question: Should I currently - despite the economically and geopolitically challenging situation - dare to change jobs? The economic view Agribusiness has already proven in the Corona pandemic that the sector is 'systemically relevant'. The bottom line is that 'food is always eaten' and therefore livestock is fed or crop production is supplied with inputs. In fact, some of our customers have had the best results in their company's history in recent years due to global dynamics and new shortages. Of course, it is not possible to make a general comment here. However, thanks to our experience in the industry, we have information on the specific employer and its environment, which we actively incorporate into our consulting services. At the same time, it is important for you as a candidate to consider that your current, seemingly secure employer can also get into difficulties because important market trends are ignored, the owners unexpectedly sell their shares in the company or because upheaval situations arise due to pronounced dependencies such as an excessive focus on individual markets (example Russia-Ukraine). The psychological view Life is constantly in a state of tension between desired stability on the one hand and personal development on the other. Both needs are found in one and the same person and are completely 'normal'. Many of our potential candidates are the main breadwinners of their families. At the same time, too much need for security carries the risk of not taking advantage of interesting opportunities! Your current employer may give you security, but does it reward your loyalty? Have promises been kept? Do you trust your current supervisor? The professional view Suppose you stay for security reasons but are not really happy. How many crisis years do you want to "sit out"? Do you then still have the energy to set out anew? Do additional years in the same position quickly add up, which you would actually rather give up today than tomorrow? Good reasons for wanting to change are: Professional development You have been in the same position for a longer period of time and want to gain new experience. A lack of options to take the next career step in the current company is also a common reason for wanting to change. In order for this to be successful, it must be carefully prepared. We would be happy to support you in taking stock. Maybe a further discussion with your direct superior makes sense after all? International experience Your current employer is only active regionally or nationally. Personal reasons Your partner is working at another location or has changed there. Your next step Feel free to contact us. Our consulting around job and career issues in Agribusiness is free of charge for you and we help you to clarify the question "What do I really want?" Based on our many years of personnel and industry expertise in agribusiness, including the pet industry, we will provide you with competent support to ensure an excellent 'match' between you and our clients. Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

Blog post by Stefano Pettinella - Partner & Pet Industry Lead | Riebensahm Agribusiness Recruiting Everyone is talking about a shortage of qualified candidates within the job market due to. You would think everyone understands what this is all about! Incorrect! The shortage of qualified candidates in Germany is not only the result of changing demographics, and changing attitudes and expectations amongst more recent generations, in particular GenZ. It also implies the need for behavioral change in the application process! The generations are getting smaller: While GenX (1965-79) in Germany still totaled to around 16.8 million people, in GenZ (1995-2010) there are only 12.2 million, i.e., 27.4% less! This means that the supply is shrinking, with the same or increasing demand, which in simple commercial terms means: the price goes up! The material price or remuneration of candidates is not what I am addressing here, but the price with respect to the need to question established patterns of behavior and processes and, where necessary or sensible, to adjust them. Britta Beste, personnel developer and trainer with a focus on the German pet trade, appropriately made a point about the change from an employer’s to an employee’s market during this year's German Pet Retail Conference (“ZZF”): "We are now the applicants!" But what does the necessary change in behavior and process mean specifically in the recruitment process of new employees? We know only too well the cookie-cutter competencies expected of every applicant: flexibility, high communication and teamwork skills, resilience or, of course, decisiveness, to name just a few. But watch out! These apply equally to those involved in the recruitment process on the employer’s side! We also know that the meaningfulness of work and a healthy work-life balance have a much higher priority for Generation Z than traditional materialistic benefits. If you want to be taken seriously and perceived as an attractive employer, this begins no later than during the application process. Here are some typical examples to illustrate what candidates don’t want to witness: No communication from the company after receiving an application The application process is not followed Those involved in the interview are not aligned and send mixed signals to the candidate Follow-up and decisions are unnecessarily prolonged from the applicant's point of view, there are no updates along the way, even if it is foreseeable that the process will be delayed Questions are answered ambiguously Dogmatic adherence to defined recruitment criteria with limited consideration of an applicant's individual potential These examples speak for themselves and call for behavioral and process changes. Therefore, an appeal to all companies that are looking to fill key roles – set the example by exhibiting the same skills that you expect from candidates: Agility in a differentiated assessment of each applicant, even if they do not correspond 100% to the set criteria Honesty and respect: Be authentic and show the values you stand for Reliability: say what you do and do what you say. This has become particularly important given the shrinking pool of talented applicants who increasingly appreciate this value. Decisiveness and courage: The possibility of being able to choose from several candidates at the same time is still possible, but has become a luxury. If you have an applicant who fits the more personal specifications and who fulfills the really essential skills, do not wait for the second, third or further candidate. There is no such thing as a “Jack-of-all-trades”! But there are a lot of top candidates of individual strengths, who are very motivated to make their contribution to the further success of the company! And the better ones never remain available for long. Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

Ein Blog-Beitrag in der Serie 'Leadership' von Bettina Lichtenberg - Partnerin & Coaching Lead der Riebensahm Agribusiness Recruiting A blog post by Bettina Lichtenberg - Partner & Coaching Lead at Riebensahm Agribusiness Recruiting. 1. Empathy in the workplace: how to better understand your employees In the workplace, empathy can help you better understand your employees' needs and motivations. It can help you better connect with your teams at an emotional level and build trust. This can lead to more productive communication and, ultimately, higher performance or everyone involved. 2. Communication as a success factor: How to build trust Communication is a critical factor in building trust in the workplace. By improving your communication, you can create a more productive and collaborative environment. Remember to listen actively, express yourself clearly and concisely, and use positive language when communicating with your employees. 3. Conflict as an opportunity: how to strengthen the team through successful solutions Conflicts are a natural part of professional life and must be seen as an opportunity to work well together in the company. When resolved successfully, they can help your team work better together. Instead of focusing on the problem, team members should look ahead and focus on the solution. Finding solutions collaboratively builds the nurturing ground to let new ideas and perspectives emerge. As a leader, you should take an active role in this process. 4. Make clear decisions: How you as a leader provide guidance Clear and quick decisions are an important part of appreciative leadership. They create guidance and enable the team to work more effectively and achieve better results. When decisions are unclear or not communicated, it can lead to confusion and frustration among the team. Make sure the decision-making process is transparent and based on facts and data. You should also be prepared to make decisions when they are needed and communicate them clearly. The trick is to have the courage to make decisions even when not all the information is available, to not procrastinate and to not hide behind details. 5. Agility in turbulent times: How to act successfully as a leader even in uncertain times Especially in uncertain times, flexibility is important to respond quickly to change. Be open to change and foster an agile culture by encouraging your team to try new ideas and adapt to change. Open communication and regular feedback loops can also help the team respond quickly to change. Don't forget that your employees also want flexibility, especially when it comes to home office or remote work. Questions about the blog or the subject matter? Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

Ein blog post in the 'Leadership' series by Bettina Lichtenberg When I gave up my career as a business editor in the 1990s and switched to corporate communications at a large corporation, I had already read about work-life balance and couldn't really imagine what that was supposed to be. I liked being a journalist, but I didn't see any prospects of getting ahead. In addition, I no longer wanted the completely unplannable working hours with late and weekend shifts. I knew that some companies had health management programs in place to improve work-life balance. But not with us. I will never forget that one day our boss said: I can't use anyone who needs a work-life balance. Now a lot has changed over time. However, many companies for Generation Y only realized late that a rethinking of management is necessary. Flexible working hours, consideration for the work-life balance and performance-related remuneration strengthen employee motivation and loyalty. But among Generation X, who still make up around half of managers today, there is still little understanding of work-life balance. And that's one of the reasons why, after all these years, we're mostly not well balanced. Work-life balance - i.e. the compatibility of work and private life - is an important part of self-care when it comes to balancing the responsibilities for everyday work, free time, relationships and of course family. And while it should go without saying, a lot of people struggle to find a good balance. Especially since, due to modern technology and hybrid work, areas of life are becoming ever closer together and differentiation is becoming more difficult. There are some studies in western industrialized countries and they all confirm that the majority of employees feel that their work-life balance is not working. Everyone probably knows that uncomfortable feeling when the to-do list on one side of the work-life scale is endless and you can't keep up. And it's the same with the feeling that on the other side of the scale, things like family and free time, flexibility and a good balance don't seem to count at all anymore. Bringing life into a good work-life balance and keeping it permanently is a continuous process.This process is worthwhile - for the employees and for the company. Actually it is incomprehensible, because it is absolutely undisputed that diseases like High blood pressure Back pain Heart and circulatory diseases Sleep disorders Chronic Headaches usually due to stress. With a good work-life balance, there are fewer health problems, productivity is better and the risk of burnout is significantly reduced. In addition, a good balance contributes a lot to good work, satisfaction and motivation. Employees want to do a good job. They just don't want to get caught up in their work. Clear rules for more balance ensure that employees are more productive and committed. Questions about the blog or the complex of topics? Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

A blog post in the series 'Job Change in Agribusiness' by Dr. Jochen Riebensahm, Agribusiness Lead 'Livestock & Technology' and Partner of Riebensahm Agribusiness Recruiting. Before making the final decision on whether to hire a candidate, companies continue to attach great importance to getting to know each other in person. Even though more and more job interviews are taking place via video, the aspect of whether you can "smell" each other, whether the chemistry is right, can only be clarified in a personal meeting. We also recommend that you ask the company for a personal meeting with the new supervisor and also gain an impression of the working atmosphere in the company on site. Here are some "no-go's" or behaviors you should avoid at all costs during your in-person interview: Lack of preparation: Show that you have prepared for the interview by researching information about the company, the products, the position and the business environment. Being unprepared indicates a lack of interest. This includes not preparing good quality questions in advance. Tardiness: Always show up on time for the interview. Tardiness signals disinterest and a lack of appreciation for the employer's time. Inappropriate dress: Dress appropriately for the industry and company you are applying to. It is better to dress too formally than too casually. Negative language: Avoid negative comments about previous employers, colleagues or work experiences. Stay positive and focus on your strengths and achievements. Exaggerations: Self-confidence is important, but exaggerating your skills or experience can quickly be perceived as arrogance. Distractions: Switch off your mobile phone or put it on silent to avoid distractions during the interview. During the interview, focus solely on the person you are talking to and what they are saying. Lack of gratitude: Don't forget to at least thank them for the invitation and the conversation at the end of the interview. It is important to remember that interviews are a way for employers and applicants to get to know each other better. By behaving professionally and respectfully, you increase your chances of making a good impression and getting a chance at the job you want. If you have any questions about this or the whole topic of interviews, please contact the consultants and coaches at Riebensahm Agribusiness Recruiting: Stefano Pettinella – Pet Industry Lead & Coach | LINK Michael Witt – Agribusiness Lead ’Crop’ & Coach | LINK Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach |

A blog post in the series: Changing jobs in agribusiness - What's the best way to go about it? by Jochen Riebensahm, Riebensahm Agribusiness Recruiting | Partner & Agribusiness Lead 'Livestock & Technology' What should you find out in detail about when changing jobs within or into agribusiness, including the pet industry? As a job seeker, it is important for you to be informed about the job market and current trends in order to improve your job prospects and make better career-related decisions. We have selected essential aspects that you should know and take to heart in relation to the labor market in agribusiness: Industry trends: Find out about the trends and developments in agribusiness such as precision farming, animal population development, the importance of organic farming or pet food and adapt your skills and experience to the requirements. Job Prospects: Examine the job prospects for your agribusiness sub-sector and position. Consider factors such as job growth, demand, labor market supply and competition. Compensation packages/salaries: Find out about the current salaries and compensation for your position and industry. These vary greatly, for example, depending on the sub-sector of agribusiness, the region of activity or the required educational qualification. Recruiters with comprehensive personnel and industry expertise from the agribusiness are the most reliable source of information. Qualifications: Check the requirements and qualifications for the positions you are applying for to ensure you have the required skills and knowledge. Flexibility: Remain open about your willingness to move and travel or what different locations and work formats (e.g. remote, on site, with customers) to increase your chances of getting the job that suits you increase. Inflexible candidates have been shown to have lower chances of success. Further education: Invest in your further education and continuously improve your skills and knowledge (lifelong learning) to remain competitive on the job market. Your unique selling point(s) must be constantly "maintained". Overall, staying informed about the agribusiness job market, including the petcare industry, and its dynamics is important to increase your chances of a successful career. If you have any questions about the job market in agribusiness, including pets, or simply want to get your bearings, it is advisable to contact a recruitment agency with the relevant personnel and industry expertise. Make sure that the consultant has also worked in the relevant industry and has an idea! This will go a long way towards being better informed and increasing your chances of a successful job hunt! Talk to us: Stefano Pettinella - Pet Industry Lead & Coach | https://tinyurl.com/SPettinella Michael Witt - Agribusiness Lead 'Crop' & Coach | https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm - Agribusiness Lead 'Livestock & Technology' & Coach | https://tinyurl.com/JRiebensahm

A blog post in the series: Changing jobs in agribusiness - How best to go about it? by Dr. Jochen Riebensahm | Riebensahm Agribusiness Recruiting | Partner & Agribusiness Lead 'Livestock & Technology Agriculture is part of the agribusiness sector, which is divided into three subsectors: Agriculture including horticulture, i.e. the enterprises that produce cereals, oil fruits, fruits, vegetables, silage, milk, meat, etc. Economic sectors upstream of agriculture that supply them with products they need for their production. These include machinery and other equipment, buildings, seeds, fertilizers, pesticides, animal feed, hygiene products, animal health products, breeding animals, consulting services, etc.. Economic sectors downstream of agriculture: these store, buy, trade or further process the products of agriculture, such as agricultural trade, dairies, livestock traders, slaughterhouses, food industry, etc. Agriculture, including horticulture, is characterized as an industry by the following specifics: Dependence on nature: In agriculture, the success of a crop depends heavily on natural factors such as weather, soil quality and pest infestation. Unlike other industries where you have greater control over the success of your business through planning and investment, agribusinesses are often subject to the whims of nature. Seasonality: Another characteristic is seasonality. Most agricultural products have a limited harvest season, which means that most labor and income is generated within a limited period of time. This poses specific labor, machinery, and management challenges, such as seasonal labor and supply chain and inventory management. Government Regulation: Agriculture is highly regulated because the products it produces and sells can have a direct impact on consumer health. There are extensive laws and regulations that govern both the production and sale of agricultural products. Globality: Agriculture is a global industry, as many countries export and import agricultural products. Agribusiness must therefore deal with various cultural and political differences in order to be successful internationally. Supply chain complexity: Agribusiness supply chains are often very complex, as products can come from many different places and producers. It is important that the company ensures that all products are produced in a way that meets quality and safety standards. Overall, agriculture as part of agribusiness is a demanding and challenging industry that requires specialized skills and knowledge from those working in the industry due to the industry specifics. At the same time, however, it also offers many opportunities and possibilities for innovative companies and entrepreneurs who are willing to face the challenges of the industry. You want more industry know-how? Talk to us: Stefano Pettinella – Pet Industry Lead & Coach | https://tinyurl.com/SPettinella Michael Witt – Agribusiness Lead ’Crop’ & Coach | https://tinyurl.com/MichaelWitt Dr. Jochen Riebensahm - Agribusiness Lead ’Livestock & Technology’ & Coach | https://tinyurl.com/JRiebensahm