In a tight and competitive job market, finding and hiring the right candidate for a given position is more challenging than ever for businesses. In addition to more organizations providing more flexibility in where and when employees work, candidates these days are also highly skilled and experienced, meaning they have more choice when it comes to selecting an employer.
Developing a dedicated hiring process to locate candidates interested in being around for the long term can help businesses hold onto great employees and effectively invest in their success at the company. Below, 12 Forbes Business Council members each share one strategy companies can leverage to ensure they hire and retain candidates who are looking for a long-term or permanent job.
1. Prioritize Cultural Fit And Value Alignment
To ensure candidates are seeking long-term roles, companies should prioritize cultural fit and alignment with company values during hiring. By creating a robust onboarding process that emphasizes company culture, mission and growth opportunities and by asking behavioral questions to gauge candidates’ future intentions, you can better assess a candidate’s chances of committing for the long haul. – Liam Pingree, Neuronic
2. Create A Filtering Process
I recommend every business create a filtering process prior to doing interviews. This can be a test, assignment or something else that will deter job hoppers from spending time on such a process. You only want to interview candidates who have already researched your company and are willing to commit to being a part of it. – Jesse Sasomsup, Earnest Homes
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3. Spend Time With Candidates
The best way to understand where a potential hire is coming from is to spend time with that person. If possible, get off a video call or out of a conference room and get some lunch. Over the course of a relaxed discussion, in person if possible, you can learn a lot about where someone is coming from, what their objectives are, where they see themselves going and what drives them. – Jason Foodman, Leaf.page
4. Gain An Understanding Of Their Motivations
To hire long-term candidates, it’s pivotal to ask the right questions during interviews. To understand their motivations, ask questions like, “Why this company?” and “Why this role?” Their answers will reveal alignment with company values and genuine interest. A candidate’s vision for their role and their perceived growth within the company can be strong indicators of their commitment and long-term intentions. – Ranjeet Mudholkar, Next League Executive Board LLC
5. Assess Their Attitudes
Job hoppers are pretty evident. If you see someone who has had four jobs in the last three years, their stay at your company may be short, too. Focus on the attitudes of the candidates; skills can be taught, but the right attitude is priceless. You also need to make sure your business is attractive to candidates. If you think someone is a good addition to your staff, show them they have room to grow. – Raquel Gomes, Stafi
6. Outline Professional Development Opportunities
Clearly outline the potential for career growth and development within your organization during the interview process. Discuss the opportunities for advancement, ongoing training and skill-building that your company offers. By emphasizing the long-term benefits and growth prospects, you can attract candidates who are genuinely interested in committing to your company for the foreseeable future. – Johan Hajji, UpperKey
7. Look For A Genuine Interest In Upskilling
In today’s competitive job market, businesses seek stability and commitment from their employees. One effective way for companies to ensure they are hiring candidates dedicated to long-term positions is to prioritize those who express a genuine interest in upskilling. Candidates who are enthusiastic about improving their skills and growing within the organization demonstrate a long-term mindset. – René Janssen, Lepaya
8. Examine Candidate Achievements
We only hire achievers. This includes those who have achieved success and have proven their mettle, as well as those who have not yet achieved but have displayed a burning desire to do so. When team members achieve, the team achieves, and when the team achieves, no one wants to leave. It’s that simple. This has been proven to be true time and time again over my five decades of experience. – ‘Smitty’ Robert J. Smith, Robert J. Smith Productions
9. Conduct Behavioral Interviews
To hire candidates interested in long-term roles, conduct behavioral interviews. Ask about past achievements, reasons for leaving and long-term goals. Assess their mindset and values to gauge their commitment. Checking references and past tenure can also help select candidates likely to stay, reducing the risk of job hoppers. – Steven Thomas, MILESTONE CONCEPT GmbH
10. Seek Core Value Alignment
In a competitive job market, seek candidates who align with core company values like integrity, growth and collaboration. Shared values often translate to long-term commitment. – Marc Davis, The Atticus Group
11. Avoid Pigeonholing Candidates
Don’t discount job hoppers! The rise of fractional employment shows there are many ways to access valuable talent. While tenured employees contribute to functional stability, short-term ones can also make a big impact with salary/benefits cost-savings, domain expertise, flexibility and a project-based focus. If you only hire for the long term, you’ll miss out on ways to fill gaps and scale growth. – Carla Bourque, Rebrandly
12. Determine Each Candidate’s Level Of Commitment
Ensuring that a candidate is committed to the process is a good indicator. Add skills tests, multiple interviews and a written letter request that require them to take the process seriously. I don’t ever eliminate a candidate if they have some job-hopping because I don’t want to assume anything. Asking honest, open questions and encouraging dialogue is important, and always check references. – Laura Scotti, ScottiWorks
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