12 Strategies For Hiring Employees Invested In The Long Run

The modern work landscape is dotted with transient employees hopping from job to job, making the recruitment and onboarding journey a costly affair for employers. With the rise of the gig economy and the allure of diverse experiences, retaining talent has become an uphill task. Yet, within this trend, there are candidates seeking stability and a lasting professional journey—you just have to find them.

Here, we explore the strategies businesses can leverage to ensure they’re selecting candidates eager to establish long-lasting professional roots.

1. Create An Environment Focused On Retention

One of the best ways to improve retention is to ensure you create an environment that fosters it. Few people set out with intentions to job hop. Often, dissatisfaction with company culture or poorly defined career paths are to blame for talent jumping ship prematurely. Proactively checking in with potential and existing employees to understand what is important to them and how your business stacks up, then working to improve areas of dissatisfaction, is a great strategy for retaining top talent. – Samuel Saxton, ConsumerRating.org

2. Offer Benefits Based On Tenure

A good way to encourage candidates to work with your company for the long run is to link their work and tenure to clear and concrete benefits. This could include getting stock options after several years, special bonuses and gifts, educational opportunities for leadership roles and so on. The key is that these benefits are linked to their time with the company, and it’s also important to link benefits to other factors like contributions made by employees. Finally, get employees or candidates invested in the company through such benefits. These measures are more likely to help you find people who will stay long term. – Syed Balkhi, WPBeginner

3. Ask The Right Questions And Pay Attention To The Answers

Basic questions like “Where do you see yourself in five years?” and “Why do you want to work in this role?” can provide useful insights into a candidate’s current state of mind and future plans. You might have to read between the lines in their answers, but some candidates come right out and say that they see the role they’re interviewing for as more of a career stepping stone than a cornerstone. – Andrew Schrage, Money Crashers Personal Finance

4. Interview For Culture Fit

“Culture fit” refers to how well a candidate aligns with the values, beliefs and behaviors of an organization. By assessing culture fit during the interview process, employers can gain insights into a candidate’s compatibility with the company’s work environment, values and goals. This helps ensure that the candidate is not just looking for another job but is genuinely interested in building a long-term career with the organization. Two ways for companies to interview for culture fit are by incorporating behavioral questions into their interviews and involving multiple team members in the interview process. – Eddie Lou, CodaPet

5. Consider Temporary Contracts First

This will not be applicable for all industries, but consider bringing major hires on board on a contracting basis before moving on to full hiring. Seeing someone work for just the length of one project or season can tell you a lot that you need to know about working with them. A temporary contract can also help you get past the introductory period where the candidate might decide it’s a bad fit and leave. – Matt Doyle, Excel Builders

6. Look For A History Of Long-Term Employment

A resume that shows lots of jobs over a short period of time is definitely a red flag. While a candidate doesn’t necessarily need a ton of experience to land a job, I am convinced that having at least one long-term employment experience on a resume is important to show that the candidate is a serious job seeker. Additionally, not only do I directly ask the candidates about their long-term goals, but I am also upfront about the long-term opportunities and promotions that are associated with the position during the interview. Looking for at least one long-term employment experience on a resume and having an open conversation about long-term goals and expectations will definitely increase the chances of finding employees for the long term. – Shu Saito, All Filters

7. Offer Flexible Work Options

One of the most common reasons employees frequently switch jobs these days is work-life balance. By embracing a flexible work culture, you not only attract the top talent in your respective industry, but you also give your current employees a reason to stay. In this way, you get to hire people who are looking for permanent employment opportunities and also foster loyalty among your current workforce. – Stephanie Wells, Formidable Forms

8. Boost Your Branding

Strong employer branding can work wonders in attracting top-notch talent and securing candidates who are genuinely interested in a long-term commitment. Think of it as your company’s superpower; it’s all about creating a magnetic pull that draws in the best and brightest. To kick-start this magical process, start by showcasing your company’s unique culture and values. Let the world know what makes your organization special and why it’s an amazing place to work. Highlight your team’s achievements, share success stories and offer a glimpse into the day-to-day lives of your employees. Authenticity is the key here—be real and genuine. – Sujay Pawar, CartFlows

9. Look For Those With Industry Passion

It’s tough to find employees in general, so finding one that will stick with you through thick and thin is an additional challenge. One way to lower the risk of getting a job hopper is to ask questions that probe their interest in your industry and, specifically, your business. These are tricky questions, and they can be asked during the interview or a second interview. Ask about why they like the industry and what they hope to change in it in the years to come. Those who are enthusiastic about the industry will have answers with energy; those who are just looking for a job will not. You will be able to determine their passion level, and those employees are more likely to stay with you. – Baruch Labunski, Rank Secure

10. Demonstrate Potential Avenues For Growth

During hiring, share potential career progression paths and align with the candidate’s long-term goals. Prioritize mentorship programs to foster skill growth and professional development. Highlight these opportunities in depth to enable prospective employees to envision their future with the company. Complement this with a compelling benefits package to promote retention. A transparent growth trajectory, emphasis on mentorship and attractive benefits are instrumental in attracting and retaining long-term employees. – Duran Inci, Optimum7

11. Ensure The Candidate Is Aligned With The Business

I have always recognized the importance of hiring committed team members. One way to ensure this is by aligning the company’s mission, values and growth opportunities with the candidate’s long-term goals during the interview process. Be transparent about what the company stands for and where it’s going, and inquire about their career vision. This mutual alignment creates a more significant connection, attracting candidates who see themselves growing with your company. At Velvet Caviar, this approach has helped us find passionate individuals who are in it for the long haul, building a cohesive, lasting team. – Michelle Aran, Velvet Caviar

12. Trust Your Gut

This is always going to be tough, as there is no way you will get a true answer about the candidate’s intentions. The only tip I have is to look at their history, ask questions about their moves and then follow your gut. If you feel good about the candidate, go with it and then continue to try to make your business a good place to work where people are trusted and provided with opportunities for growth. – Zane Stevens, Protea Financial