How to Guarantee a Candidate Will Stay for the Long Run


We’ve seen employers more than a little alarmed at the latest BLS statistics showing that Millennials are typically finding new jobs after less than just three years. This is a huge shift from the Baby Boomers, who traditionally stick with the same company for the majority of their careers. But this transition in values is resulting in higher turnover rates and lost productivity. So how can companies guarantee a candidate will stay around for the long run?

Define Your Employer Brand


It’s vital that a company can easily describe what they deliver as an employer. The best employees want more than “just a job.” It’s where they spend a good third of their days, so company culture makes a huge impact on their work experience and productivity. It’s why cultural fit really makes a difference in hiring.

And that company culture needs to be broadcasted on your website, on your social networks, and in your advertised job descriptions. The employer brand should also shine through during the hiring process. Candidates who understand what kind of culture a company has established can more easily self-qualify themselves in regards to how well they’ll fit in. The more they know from the beginning, the more accurately a match can be determined.

Convey Expectations


One of the biggest reasons employees terminate from a position within just days, weeks or months of starting is miscommunication of expectations. If a new employee feels their new role and responsibilities don’t match up with what was advertised when they applied and interviewed for the job, it’s likely they’ll leave.

Employees need to know what the company expects of them from the start; but equally, they also need to know what they can expect from the company. That means any stressors, challenges, and changes should be communicated upfront, before the candidate starts the job.

If, for example, a company fails to convey their high-pressure and deadline-driven environment, a new employee is going to be immediately overwhelmed and quickly burned out. In this scenario, the company is also missing out on finding candidates who are motivated by and cope well in this type of work environment; these are the candidates who will stick around for the long run.

Introduce the Team Dynamic


A company’s main point of contact with a candidate throughout the hiring process represents only a fraction of the company’s workforce. Work relationships make a huge impact on the employee experience. That’s why getting your best candidates in front of your team is essential.

Whether it’s team-conducted interviews, team lunches, or extended tours around your workplace, candidate interaction with the team they’ll be working with allows the hiring manager to gauge how the candidate’s personalities and attitude play out in the workplace.

The team should be encouraged to chat informally about interests and hobbies, provide more information about the company culture and job responsibilities, and ask appropriate questions that reflect the company’s mission and values.

Conduct Behavioral Interviewing


We recently discussed whether behavioral interviewing actually works in hiring better employees, which we believe it absolutely does. It’s also a great strategy in helping companies determine whether the candidate will stick around for the long run. Understanding how their previous performance will impact future workplace behaviors is an important factor in assuring both technical and cultural fit.

Furthermore, behavioral interviewing can uncover a candidate’s attitude in scenarios where the company culture was not a good fit. A positive, go-getter type of candidate who can clearly show they have the ability to cope, adapt, learn and contribute is much more likely to develop employer loyalty.

Determining if Your Candidate Will Stay Around for the Long Run


In all honesty, shorter employee tenure is rapidly becoming the norm across most industries. Employers will have to adapt as necessary, finding creative ways to overcome the challenges created by turnover. However, it is possible to find the right candidates who have a long-term perspective of their career choices.

Clearly defining expectations, communicating your employer brand, and ensuring a fit within your team are some of the first steps in this strategy. Other tactics including providing career growth, employee development, and competitive compensation and benefits packages.


At JDP Search, we want the best for our clients, which means recruiting top talent that will make long-term contributions to business goals. Tell us more about your hiring needs, and we’ll find the people you need.