REAL ISSUES. REAL ANSWERS: Attracting and Retaining Qualified Associates

“Leverage strong company culture. Rely on referrals from happy employees. Sell employee prospects on the need for people who are promotable as the current generation of leaders prepares to retire.”


“After they are hired, we try to make them feel like they are a ‘part of us.’ It’s harder to leave a place of employment when they like working there. The hardest part is finding that person that makes a good fit for one’s location.”


“We are talking to everyone. When we feel we have found the right person for we try and pay them in a manner that it is difficult for them to leave.”


“We continue to be an employer of choice in our communities. We have great people in our yard management positions, allow flexibility during the workday, offer a good benefit package, and pay fairly well.”


“I have decided to search other avenues of finding qualified applicants. I’ve done more with Internet searches like Indeed, LinkedIn, Snag a Job, and other online sources. We of course still take paper applicants, but they seem to be the ones that are not that qualified or bounce from job to job. It has been hard finding stability in some of the applicants. I don’t know if it is the generation but, from what I see from these applicants is that they will keep a job for a year and then leave. Either it is to go to another position or they quit. The other problem that I have encountered is applicants are requesting too much money for the position, especially when they have no experience. Really!! Come on!! If you can’t read a tape measure or tell me the difference between a #2 and a #3, you don’t have experience.”


“Offering larger compensation packages, including sign-on bonuses, profit sharing, and quarterly/annual bonuses. Good, qualified, knowledgeable help for these key positions are getting tough to find. If you want the best, you will have to pay to find and retain quality people!”


“Business in our area hasn’t recovered enough to require much looking for new employees.”


“Stressing our pro-family positive atmosphere, quality of life, quality of education, and recreational opportunities.”


“We have slowed down our hiring process to try to find better quality candidates.”

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