In the past decade, and especially in the last five years, finding and retaining top-tier employees has become increasingly complex for the average company looking to hire. The traditional paradigms of employment are shifting, driven by technological advancements, evolving employee expectations, and redefining what a “workplace” actually looks like. Adapting strategies to meet these challenges head-on is vital to successful hiring, but it also means that some businesses should reexamine what hiring for their business means, and how best to utilize the expertise of outsourcing companies. 

We have witnessed firsthand a significant transformation in how work is perceived and executed. Remote work, once a rare perk, or a frustration of traveling employees, has now become a staple for many industries. This shift has expanded the talent pool, allowing companies to hire candidates regardless of their geographical location. However, it has also introduced new challenges in maintaining team cohesion, ensuring productivity, and fostering a strong company culture in a virtual environment. In some cases, the expectation of working from home means losing the dedicated work environment that allows individuals to focus and excel on their tasks. 

This trend is largely driven by a desire for flexibility and a stable work-life balance. For employers, this means rethinking the traditional employment model and finding ways to integrate the best talent into their long-term business strategies.

Today's job seekers have different expectations and priorities compared to previous generations. The modern workforce places a high value on work-life balance, career development opportunities, and a positive workplace culture. They seek employers who offer not just competitive salaries, but also benefits that support their overall well-being, such as mental health resources, flexible work arrangements, and opportunities for continuous learning and growth.

Employees are increasingly looking for companies that align with their personal values. Social responsibility, sustainability, and corporate ethics play a significant role in attracting talent. We consider it an achievement to have held a commitment to these principles in the 31 years that we have been building GLC’s reputation. With that dedication in place, we seek to attract and retain employees who are not only skilled but also engaged in their work.

Retention has become as critical as recruitment. High turnover rates are costly and disruptive. To retain top talent, companies must focus on employee engagement and satisfaction. This involves creating a supportive and inclusive work environment where employees feel valued and appreciated.

Regular feedback and communication are essential. Employees want to know that their contributions are recognized and that there is a clear path for career advancement. Offering opportunities for professional development, and providing clear and achievable career progression paths can significantly enhance employee retention.

One statistic that we are proud to boast year after year is that our own employee retention rate is consistently better than the national average. Many of our employees choose to stay with us for a variety of reasons. Unlike many large corporate companies that make it difficult for entry-level employees to advance, our structure makes it a priority of our managers to recognize when advancement is advisable. 

We offer formal awards annually and quarterly for employees deserving of special recognition, and in between we try see the efforts to go above and beyond while on the job. We allow for additional training where necessary and encourage communication between those of all levels of experience on our team. We don’t think our achievement in retaining talent is due to one particular practice, but our desire to care for employees who serve their team has benefited our company from the ground up. 

When it comes to recruitment, we take an elevated approach to that as well- or what some might call an old-fashioned approach. While many businesses are streamlining their hiring process by using technology, we find that technology has its limitations. This approach often hinges on the quantity of people reached, rather than the quality of potential applicants. Sure, this approach has its place and can be useful in narrowing down skills, but we don’t just outsource skills, we outsource people. Having our employees serving clients on-site, and in their offices means that every person has the opportunity to leave an impression of our business, and we want that to be a positive one. 

As we always say, we can teach most of the tasks, but we can’t change the personality of those we hire. As Samanthat Eib, one of our HR representatives once said after more than ten years of experience in recruiting- the typical recruiter questions won’t truly give you any insight into who you are speaking to. You need to be able to have a conversation.”

We are not looking for robots to be hiring robots, we are always people hiring people. We look at the ability to interact, adjust to changing priorities, and their desire to succeed, among many other qualities and characteristics. This truly makes a difference in how long that employee stays with the company and how far they will grow. Our business is built on the services we offer, but taking great care in the people we hire is part of our commitment to excellence. 

Finding and retaining good employees in today’s changing workforce requires a multifaceted approach. The landscape of work is continually evolving, and staying ahead of these changes is crucial for success. Employers must adapt to changing office models and understand evolving employee expectations. 

Managing people is one of the hardest challenges facing any employer. It has the potential to make or break a business, help them succeed, or set them back. Our commitment to excellence for our clients has led us to better employee retention all around, and a workforce that we are proud of. Our teams have been making a positive impact on productivity and efficiency in offices around the US for decades. See the difference the right people can make when you Consider It Done. 

Consider It Done