Building a Case for Employees to Stay

There are many reasons employees may seek out other jobs or careers at another company. Sometimes they’re offered more pay, other times the job may be a better fit for their skills or schedule. In some cases, however, they may not be happy at all with their current positions. How do you keep your prized employees from jumping ship and going to another company? Make them happy.

By no means does this mean bending over backward to go against company policy or giving an employee an unfair advantage or benefits package that other employees aren’t treated to. It does mean, however, that you should try and compromise with the employee to help find a better fit and keep them with you.

First, you must find out why they are interested in leaving. Dig deep, get personal and try to get the details; you can’t compromise unless you know what you’re compromising with. Do they need more money? Does their family or personal life need more attention and a different schedule? Are they not being challenged enough?

If they’re after more pay, thoroughly review their performance and identify the benefits of giving them a raise. You may be able to offer something comparable to the salary the other company is offering. Sometimes it is all about the money, so don’t be shocked if they still want to leave if the other company is offering a much better salary. If you can’t offer a comparable salary, are there other benefits you can offer? Cell phone reimbursement, mileage, paid vacation time, etc? Would a different schedule help with their personal costs? For example: would coming in slightly later or leaving earlier reduce the amount of money they spend on childcare?

Is the job at your company a true fit for her skills? Not being challenged at work can be mind-numbing to professionals. If his skill set is better-suited for another position, can you promote him? Can you add to his responsibilities (with a pay increase to match the new tasks)?

Although these certainly aren’t effective in all cases, trying to make a comparable offer often helps retain great employees. After all, your employees are the backbone of your business, and star employees should be retained if at all possible.

Creating the Perfect Job Posting

When you have a position that needs filled, one of the first steps is creating a job posting to place on your company’s website and on various job boards. After all, attracting qualified job seekers is your goal and qualified job seekers are scouring Internet postings looking for that perfect fit.

The job posting content may not seem like a big deal; you just need to put the basic information down, right? Yes and no. While it’s true that many qualified people are willing to take nearly any job right now because of the high unemployment rate, many are looking for a position that will help boost their careers. As such, the job posting itself needs to attract these types of job seekers.

Reach Out to Your Target

You won’t get too far if you’re not reaching out to your target demographic of job seekers. Being specific with the skills set and the job title is particularly important, especially if the position you’re looking to fill is more specific than the generic job title. For example, “Account Manager” can apply to numerous different types of positions. If it’s sales-based, write “Sales Account Manager” instead. If you’re looking for an expert to help with online marketing, don’t simply say “Marketing,” say “Online Marketing Manager” or something similar. Being specific in the position’s title can help attract job seekers with the right qualifications and skills.

Have Fun and Be Specific, but Don’t Go Overboard

The job description should be an easy read for job seekers, but it shouldn’t be filled with fluff or jargon that won’t come up in searches. Use the most common job titles and descriptions so that your posting comes up in seekers’ posts. It’s OK to use some jargon and have fun in the body of the description, as long as the more common search terms are also used. For example, if you’re hiring a social media manager, say so instead of saying something along the lines of “Social Media Ninja.”

In addition, keep your posts dedicated to the job and company. Detail the job description thoroughly (always be as truthful as possible in the job posting) and offer information relevant to the job posting. Be  honest about the responsibilities of the position as well, making sure you don’t exaggerate or skimp on the details.


The job posting should grab the attention of qualified seekers while also coming up in search results. The right candidates are out there — you just have to know how to attract them.

What to Look For When Hiring Your Next Team Member

Hiring your next key staff member is a critical decision for your business and something that shouldn’t be taken lightly. However, many company’s who don’t have a designated person for hiring often make some critical mistakes when searching through resumes and going through the interview process. Whenever in doubt, remember the saying “hire slow, fire fast.”

The first thing to assess BEFORE you begin the interview process is what qualities this new opening requires. Is this an admin role where you need an organized, consistent, and dedicated person or is this a sales role where being assertive, money-motivated, and outgoing are desirable traits?

While interviewing it’s important to assess if the person’s natural qualities and abilities match your desires for the position.

Second, remember that SKILLS are teachable, but willingness, openness to change, and capabilities are much harder to change in people. If someone has all the desirable traits, a willingness to learn, and a strong dedication to what they are doing they will be able to quickly pick up on the new type of work and will more often than not prove to be a great team member. On the other hand, a person who looks great on paper, has a lot of experience, but isn’t open to change and doing things the way of the new company will cause more grief than good.  In both situations the outcome will vary, so you have to apply some practical judgment to your decision.

It’s critical that your interviewee has PASSION for their work. While it may be difficult to administer a passion test during your interview, be sure to ask what the person enjoys both in life and in work. Often we hire the wrong person simply because they are good or experienced at something, but they may have lost their passion for it which can lead to an unhappy employee and an even unhappier you.

Overall, look at the total package a person has to offer. At times one strength can outweigh several weaknesses. During the interview process be sure to LISTEN a lot more than talk, you want to give the person a chance to talk you into hiring them, or even better to talk you out of it.