How to hire a farm product purchaser

How to hire a farm product purchaser, step by step

Here's a step-by-step farm product purchaser hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a farm product purchaser job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new farm product purchaser
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a farm product purchaser, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A farm product purchaser's background is also an important factor in determining whether they'll be a good fit for the position. For example, farm product purchasers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of farm product purchasers and their corresponding salaries.

   Type of Farm Product Purchaser	Description	Hourly rate
   Farm Product Purchaser	Buyers and purchasing agents buy products and services for organizations to use or resell. They evaluate suppliers, negotiate contracts, and review the quality of products.	$18-35
   Planner/Buyer	The role of buyers/planners is to ensure that office materials and equipment are well-supplied within their organization. They decide and purchase the materials needed for use or resale by their organization... Show more	$17-37
   Landman	Landmen are referred to as the public-facing side of a gas, mineral, and oil exploration and production team. They are professionals who interact and negotiate directly with landowners for the acquisition of gas and oil drilling leases... Show more	$25-61

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Purchase Orders

   Responsibilities:

   • Purchase components for production; run daily production schedule; manage inventory of items; source alternative items for production
   • Utilize database MRP system to effectively control inventory on hand and forecast demand.
   • Conduct qualitative and quantitative analysis of logistics operations using simulation models and other tools.
   • Set up bids and options for JD Edwards PeopleSoft.
   • Purchase memory upgrades from OEM and other establish local and international vendors.

3. Make a budget

   Including a salary range in your farm product purchaser job description is a great way to entice the best and brightest candidates. A farm product purchaser salary can vary based on several factors:

   • Location. For example, farm product purchasers' average salary in north dakota is 31% less than in district of columbia.
   • Seniority. Entry-level farm product purchasers earn 48% less than senior-level farm product purchasers.
   • Certifications. A farm product purchaser with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a farm product purchaser's salary.

   Average farm product purchaser salary

   $53,395yearly

   $25.67 hourly rate

   ---

   Entry-level farm product purchaser salary

   $38,000 yearly salary

   Updated January 22, 2026

4. Writing a farm product purchaser job description

   A farm product purchaser job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a farm product purchaser job description:

   Farm product purchaser job description example

   **Position Overview**
   
   The Chase Rewards product team is responsible for delivering loyalty user experiences that enable our customers to redeem their ultimate rewards points on their terms. We are seeking a highly effective Product Lead to support the development and modernization of a the Chase Rewards Redemption Platform. This Platform at will allow our customers to redeem their loyalty rewards points across different types of redemption features. The ideal candidate is organized, self-motivated, and experienced in product delivery and technical execution. The ideal candidate has deep knowledge of project resource management, project monitoring, stakeholder management, and delivery of both business and functional requirements. You also have a heart for designing frictionless products, are process and controls oriented, and can manage product features from concept to implementation with an innate ability to solve complex and mission critical problems, internally and externally. Candidates should have excellent written and oral communication skills, strong interpersonal skills and be familiarized with building technology applications that are aligned to end to end customer experiences. The ideal candidate is also a self-starter that is able to effectively navigate ambiguous environment and ever-changing priorities with a can-do positive attitude. Ability to independently and creatively discern solutions to program blockers and issues will be a key skill for success.
   
   **Qualifications:**
   
   + Product management or delivery experience as well as record of individual technical achievement; Financial Services experience strongly preferred;
   
   + Proven ability to influence and communicate with stakeholders across functions and at all levels (business, technology, operations, executives, peer and staff.
   
   + Demonstrated ability to manage tight delivery timelines and calmness under pressure and adapt to unexpected circumstances. Capable of navigating in dynamic and complex organization environments
   
   + Commitment and self-motivation suitable to a start-up team
   
   + Experience with agile product development techniques
   
   + Able to analyze opportunities, recommend solutions, and communicate effectively (both verbal and written) to all levels of management
   
   **Ideal candidates would be able to do the following:**
   
   + Demonstrate excellent written and verbal communication skills with experience writing executive-level communications, presentations, and release notes.
   
   + Lead discovery on new concepts, including determining and refining business value, customer value and tech feasibility
   
   + Build new tools, capabilities, and processes to enhance operations (e.g., provide greater visibility into product delivery tied to scrum processes)
   
   + Be an independent and resourceful self-starter that can anticipate the needs of the business and provide support to teams where needed
   
   + Be a team player, and thrive in a fast-paced, collaborative and cross-functional environment
   
   + Experience with Microsoft suite (PowerPoint, Excel, SharePoint) JIRA, Confluence Tools.
   
   Chase is a leading financial services firm, helping nearly half of America's households and small businesses achieve their financial goals through a broad range of financial products. Our mission is to create engaged, lifelong relationships and put our customers at the heart of everything we do. We also help small businesses, nonprofits and cities grow, delivering solutions to solve all their financial needs.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

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5. Post your job

   There are various strategies that you can use to find the right farm product purchaser for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your farm product purchaser job on Zippia to find and recruit farm product purchaser candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit farm product purchasers, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new farm product purchaser

   Once you have selected a candidate for the farm product purchaser position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new farm product purchaser. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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