News

Cobrey Farms: Utilising Trainees for the Easter Peak

“It’s good for us to have young, intelligent people asking us questions and challenging our thinking,” says Catherine Chinn, HR Director of family fruit and vegetable business, Cobrey Farms in south Herefordshire.  

For the 12th year, the UK’s largest asparagus grower, Cobrey Farms has appointed two MDS Trainees to join its management team to see them through its harvest months.  

This starts with rhubarb and asparagus in March, through to sugar snap peas, French beans, tenderstem broccoli and blueberries ending in September.  

“We need smart, motivated people to embrace the role for a challenging and extremely busy six months,” says Catherine. “We don’t have the capacity within the permanent staff to take on these roles, and MDS Trainees are ideal. They’ve been through a strenuous selection process before they get to us so we know the calibre is up there, and MDS is brilliant at knowing the type of person that we want and need. The roles are not project-based, from day one they are part of the management team, attending management meetings, taking on hefty responsibility and making planning decisions. We are all busy, and we all have to get on with it.” 

Cobrey Farms

Established in 1925, Cobrey Farms is a Chinn family partnership farming 1,000 hectares in Herefordshire, Gloucestershire, Monmouthshire and Suffolk. The business invests heavily in the research and development of new crops, varieties and growing techniques. John Chinn  is a passionate scientist, and Cobrey Farms is at the forefront of innovation and season extension for traditional UK produce, growing in both tunnels and open fields. His two sons, Henry and Chris manage the production, and packhouse and marketing respectively, selling to major retailers and wholesale.  

Secondments

The two MDS Trainee roles – Packhouse Assistant and Trials Officer – support the small core permanent team of 35; and there are up to 1300 pickers on site at this time of year.  

As Packhouse Assistant, current Trainee, psychology graduate Sophie Reay, is responsible for stock control, dispatch and wholesale orders.  

“We really believe in stretching the Trainees, as that benefits them as well as us,” says Catherine. “We have got better over the years at defining their role and giving the Trainees the support and challenge that works and meets both of our expectations.” 

When a Trainee starts, for the first month they will focus on learning the business, the terminology, be encouraged to use the analytical side of their brains, getting used to systems and how to communicate; then it’s full-on consolidation for the next five months. 

Secondment Managers

“It’s great to see the free training MDS is now offering for Secondment Managers. Knowing how to best progress placements, give clear direction and define what you both want to achieve makes a huge difference. The real coup in all of this is the support that Gretta and the team at MDS gives both us and the Trainees so that we both get the most from it. That is invaluable.” 

Trainees

Cobrey Farms’ trials lead the way in the industry. They have pioneered season extension, while improving taste, consistency, production costs and environmental sustainability. They are currently involved with trials with Cranfield University to maximise the output per litre of water, developing practical large-scale water harvesting and recycling systems for protected cropping; and are also exploring how to mitigate soil erosion.  

The trials’ role, currently filled by International Business Management graduate Angus Bartlett, starts with three months of trials reporting, followed by three months assessing performance and areas for improvement in the blueberry fields.  

Giving the Trainees exposure to all parts of the business, including importantly the skills that are absorbed rather than taught, accelerates capability, says Catherine: 

“Being a small business, Trainees with us quickly develop an understanding of how it all works. They are part of management meetings, have desks near the partners and other colleagues so they learn from overhearing conversations or calls to customers which helps them understand the buying and selling, for example. In the packhouse, they are learning to identify good people skills. There are some skills that you can’t teach. They never stop learning when they are here and develop a wide skill set quickly, which ultimately helps our business.” 

The two MDS Trainees report directly to their line managers but have regular catch ups with Catherine as their Secondment Manager. This allows her to ask questions that those closer to the job might not, and vice versa. 

“It’s a two-way process,” says Catherine. “They challenge us with questions that make us think about what we are doing and is it the right way. That is so important.” 

Development

Passionate about inspiring and developing young people, Cobrey Farms hosts regular farm visits as well as opening its gates for LEAF Open Farm Sunday. Cobrey Farms will usually have MDS Trainees on their first placements, as they need to start a month before the usual start date to get them up to speed by the time the season is in full flow. 

“When the Trainees first arrive, they can be like rabbits in the headlights, and I love seeing how quickly they develop,” says Catherine. “It’s really rewarding when they present back to MDS at the end of their two-year placement to see how much their experience at Cobrey Farms has shaped them. On several levels, MDS Trainees are a genuine asset to us. They are a fundamental and essential part of our team every year.” 

In the Press

Have you seen us in the press recently? The food and fresh produce industry are really seeing the benefit of the MDS scheme and our high-calibre Trainees! Here’s a summary:

Aldi to fund 60 produce industry apprenticeships over the next two years: https://www.aldipresscentre.co.uk/business-news/aldi-to-fund-60-produce-industry-apprenticeships-over-the-next-two-years/

‘I predict that changes forced by Brexit will bring further opportunity for MDS’ – Tacon: https://www.agriland.co.uk/farming-news/i-predict-that-changes-forced-by-brexit-will-bring-further-opportunity-for-mds-tacon/

Graduates: The produce sector needs you:                 http://www.fruitnet.com/fpj/article/184378/graduates-the-produce-sector-needs-you

Grad programme provides career gateway into fresh produce industry: https://www.thescottishfarmer.co.uk/news/19101087.grad-programme-provides-career-gateway-fresh-produce-industry/

Surge in Demand for Graduates to Commit to a Fresh Produce Career: https://www.memuk.org/business/awards-accreditation-training/surge-in-demand-for-graduates-to-commit-to-a-fresh-produce-career-59797

Is Gen Z the Perfect Pairing for the Fresh Produce Industry?                        https://www.memuk.org/consumer-goods/food-drink/is-gen-z-the-perfectly-pairing-for-the-fresh-produce-industry-59970

Propagating talent in ornamentals:                                http://www.fruitnet.com/fpj/article/184367/propagating-talent-in-ornamentals

Six questions on recruitment with Double H Nurseries managing director Andy Burton: https://www.hortweek.com/six-questions-recruitment-double-h-nurseries-managing-director-andy-burton/ornamentals/article/1709605

Take a look at some of our internal updates too!

RBOrganic: Member Profile

MDS Alumni: RBOrganic are recruiting

RBOrganic (part of Produce World) are looking for a diligent, self-motivated team player who can collect, assess and deliver valuable information to help the business retain its position as a leading organic roots supplier. Take a look at their Member profile to see what a role with RBOrganic looks like.

RBorganic: Who we are

“RBOrganic (which forms part of Produce World Group) is a family business. We’re dedicated to using the very best of sustainable farming techniques in our own farming and collaborating with other expert farmers. We grow the finest quality potatoes, roots & alliums which we pack ourselves to supply to our customers. Our expertise is doing the difficult well. We love what we do and that gives us the edge in growing high quality, speciality and organic vegetables. It’s why we have long-standing partnerships with our customers in retail, wholesale and processing.”

Why is RBOrganic such a great place to work?

“RBOrganic is an inclusive, open and honest culture focused on growing our own! We provide opportunities for personal and professional development at all stages of employment.”

What makes the ideal RBOrganic team member?

“Versitile, proactive, honest, committed and willing to expand on their knowledge and skills.”

What are some of the perks of working at RBorganic?

• Be part of the UK’s leading grower of organic vegetables
• Contribute to sustainable and innovate farming techniques that are good for people and the planet
• Be part of a fast-growing farming and food business with strong environmental and social values
• Work independently, but with support from our teams and gain responsibilities fast
• As part of a small team, you gain insights to many areas of our grower group and develop your market and industry awareness
• Snack on our delicious produce as much as you like!

Are you passionate about sustainable and organic farming and have experience working within a farm environment?

Do you care about the environment and want to play a key part in growing the UK’s leading organic root vegetables?

Do you like to travel around the country and spend time outdoors?

Are you happy to roll your sleeves up and get stuck in when the going gets tough?

If your answers are ‘YES, that’s me!’ then take a look at the Organic Farms Technical Lead on our Vacancies page and APPLY NOW!

Gen Z: snowflake generation or perfect match for fresh produce?

With a surge in graduates applying to be part of the fresh produce industry, MDS COO Sapphira Waterson says knowing who Generation Z is and what they want from a job can increase productivity and profitability for businesses. 

At MDS, we specialise in graduate training in fresh produce businesses and have placed more than 150 Trainees from Generation Z, the term used to identify those born in the late 90s, in tough, demanding roles over the last five years. Sapphira, says this generation has a lot to offer the industry: 

“With a thirst for variety, responsibility and self-improvement, what could be a more perfect fit for the fast-paced fresh produce industry? Gen Z is sometimes referred to as a snowflake generation for their perceived lack of resilience and oversensitivity but that annoys me. They have been in the workplace for a few years now and we’ve had an insight into how they tick. They have certain demands and priorities, but employers who recognise how they can get the best out of these twenty-somethings will be repaid with hard work and fulfilled, productive employees.” 

Gen Z-ers are not solely in it for the money, Sapphira explains; they want a fun place to work where they feel valued. They like to be given responsibility and accountability but also thrive with regular check ins from managers and colleagues, even if it’s just for five minutes. They are self-aware and prepared to learn from failure but need more emotional support than their employers may have had as they entered the workplace.

“Admirably self-aware, this generation sees feedback as vital to their self-improvement, and managers need to leverage this to push their mentees to their best potential. They tend to need more emotional support as they learn resilience, and while this may grate on baby boomers who worked hard and late, and sometimes for free, to get their rung on the ladder, at MDS we have seen the positive results of nurturing young people in a demanding role. And why be tough if we can get the results another way?” 

Sapphira says to retain Gen Z-ers in the business, they need to feel valued and to see clear opportunity for growth and career progression. This goes beyond salary - and not just to pensions and benefits that give them security - but to feeling a respected part of the team.  Variety in the job, and open conversations about where career opportunity lies are also vital.   

A recent survey carried out by MDS shows that for young people, priorities have shifted, pre- and post-Covid outbreak, from wanting a good salary to wanting stability, and a recognition that the food industry offers this. A doubling in applications to MDS’ graduate training programme has shown how the pandemic has boosted the food industry’s image, not only in terms of job security, but as a diverse and dynamic place to work with challenge and reward.  

MDS recruits graduates from across disciplines including engineering, agriculture, food science and technology. Steve Carter of Fleurie Nurseries says that MDS not only identifies capable future talent that works well in this industry but supports both the Trainees and the managers to nurture it: 

“By their very nature, MDS Trainees are aspiring managers and MDS’ Leadership Programme supports them to rapidly develop strong leadership skills, but it’s more than this. The MDS team is also there to give the emotional support and extra mentoring that brings these young people on and supports our managers with training in how to maximise on the touch points for this generation, such as being ‘there’ more; giving them autonomy and how to keep them in the business. Having an MDS trainee has been particularly useful in the last few months when we need self-starters – especially if they are working remotely – who can perform under pressure as we have had to focus on the constantly changing demands of the supply chain.” 

In the same way that the fresh produce industry has flexed to adapt to the buying habits of Generation Z, Sapphira says so it needs to when employing them: 

“We’ve seen that, as consumers, Gen Z look for a rewarding experience, authenticity, social responsibility and brands with purpose. The same multi-dimensional decision making is applied to their career choice. In fact, they see themselves as consumers in the job market, having paid for three or four years of further education. Their approach is, what can you give me? Although taking Gen Z into your fold may require a little more nurturing and connection, we are not going back so businesses need to adapt, and by working with the positives this generation brings, employers will not see snowflakes melting but strong, able young people with a new perspective.” 

Top tips from MDS COO Sapphira Waterson: 

Give them responsibility with accountability

Gen Z thrive on a challenge and feel valued and driven if they are also accountable. 

Keep the communications network open and give regular feedback 

Gen Z are communaholics, used to being constantly in touch. They perform better with regular contact from their managers, even if it’s brief check in, and, self-aware and keen to constantly improve, they thrive on feedback.  

Variety and progression 

Keep them interested with variety and talk openly about opportunity for their progress in the business 

Trust them to do the job 

They prioritise mental and physical wellbeing, and where baby boomers would have worked late to be seen to be diligent, you are more likely to see this generation work fewer hours to maintain their health and happiness, but their work time will count.