Avoid the Job Hoppers! 3 Tips to Nab Long-Term Employees

While showing some signs of improvement, the economy is still struggling, and the job market is incredibly fierce. Experienced professionals are searching for any type of work, while college grads continue to flood the market.

Not all professionals are looking for your job.

But, they may be applying. The law of supply and demand makes it difficult for many job seekers to turn down a job or employment opportunity, even if it’s not their job of choice. As a result, you could be spending your time and money hiring employees who are planning on leaving for another opportunity down the road.

Keep your focus on hiring long-term employees.

The average cost of employee turnover is twice that employee’s salary. Avoid the cost and time needed due to an employee hopping jobs, and hire employees who are in it for the long haul, by following these three tips:

  1. Give them somewhere to go. When an employee joins your company, where will that employee be in one year?  Two years? How about five years?  If you don’t know, how can you expect an employee to stick around long enough to find out? When you’re interviewing employees, make it clear that there are long-term opportunities for growth and advancement. When there’s a clear path upward, an employee is much more likely to be invested in the company.
  2. Let them learn. It’s human nature – we like learning new things! Give your employees opportunities to learn and cross-train within your company. If an employee shows initiative and a desire to learn, why wouldn’t you want to fuel that growth? And it’s not only important to provide these learning and cross-training opportunities, you have to tell your employees (and potential employees) about them!
  3. Ask questions. Sometimes, determining an employee’s potential long-term viability is as simple as asking a few questions during the interview. Ask them where they see themselves within your organization in five or 10 years. Discover why they are interested in working for you, and ask them for their short- and long-term goals. Watch out when you ask these questions – hesitation, or “canned” responses, can be a tipoff that an employee isn’t looking at your company as a long-term opportunity.

Searching for talented professionals?

Contact CornerStone Staffing! We have an extensive network of talented, qualified professionals across the Greater Dallas/Fort Worth Area.

 

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