Finding, Hiring, and Keeping Great Employees with Tony Bass

Recognize that not all employees desire continuous growth; some value security and consistency in their current roles. Create systems that reward tenure and loyalty, not just upward mobility.

Rethink your job ad headlines. Instead of industry-specific roles, use broader, more inviting phrases like 'Fresh start working outdoors' to attract a wider pool of candidates, including those not currently in your industry but seeking a change.

Automate your initial hiring stages. Create detailed video presentations or 'virtual interviews' that answer common applicant questions and allow candidates to self-select, saving time on resume screening.

Prioritize teaching and training over hiring for experience. A strong internal training program means you don't have to rely on external experience, allowing you to cultivate talent that fits your company culture perfectly.

Invest in internship and apprenticeship programs. Actively recruit high school-aged individuals; they often possess a fresh perspective and strong work ethic, offering a long-term pipeline for dedicated employees.

Implement frequent, smaller pay raises. Instead of large annual increases, give incremental raises (e.g., at 30, 60, 90 days, then periodically thereafter). This fosters continuous recognition and significantly improves retention.