What do businesses get wrong in talent attraction and retention?

Biz Compass


Jordon Meyer
Founder and president, Granular LLC

“The tactics are all wrong. Posting a job and sorting through dozens of random applicants takes valuable time and can lead to mediocre hiring results. At Granular, we network with potential employees year-round and curate a group of strong candidates that we can easily approach when we need to hire.” 


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Paul Kraemer
Vice president of commercial sales, The Starr Group

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“Having a positive, healthy culture that attracts talent is imperative to building a successful team. While money is important, having a strong culture that connects with their beliefs is the long-term play. A culture that supports and nourishes employees on multiple levels will retain talent for years to come.”






Steve Maahs
President and chief operating officer, Alto-Shaam Inc.

“Many businesses do not provide and properly communicate professional growth and development opportunities to employees, which is crucial for talent attraction and retention. We have found various tools and processes, such as on-the-job training and career ladders, a successful way to educate and develop our employees.”






Mary Scheibel
Chief executive officer, Trefoil Group Inc. 

“Businesses sometimes fail to see the value in building a robust website and careers page. When competing for talent, a website that’s engaging, easily viewed on mobile devices and optimized for search will drive the right first impressions. Leverage your most valuable marketing tool to show recruits why they should choose you.”   






Jim Sjoberg
President, Sjoberg Tool & Manufacturing Corp.

“You can’t just wait for qualified talent to find you; it’s important to make proactive recruitment efforts. Reaching out to candidates across multiple channels, we’ve increased our engagement with qualified, interested talent. We also engage, incentivize and involve existing employees to serve as an effective referral source for talented team members.” 

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