How Do You Write Up a Job Description to Retain Employees Long-Term?

Posted on September 18, 2014 by TNS Consulting Team (via Scott Spayd)

So, you say you are hiring the wrong people and they leave after only a year or two of service?

I’d like to refer to Maslow’s hierarchy of needs. Found this on the web. (Thank you, Tim Vandevall, cartoonist)

Maslows-Hierarchy-of-NeedsAs you can see our basic needs as humans are described very well by Maslow. If you want to hire someone for long-term, you might write the job description to center around the top 3; Self-Actualization, Esteem, Love and Belonging. For shorter term employees the bottom 2, while still fundamentally important, are usually all that is required to hire shorter-term employees looking for a “stepping stone” job.

Retaining employees is a great concern for many employers since it costs quite a bit to rehire. The average cost to replace an employee is around $2,500. Please correct me if any of you find otherwise. Other than the cost to replace is the cost to train, followed by a trial period.

So, how would one write up an introduction to a job description to entice job seekers to join your company long-term? Perhaps it might look like something below:

“If you are seeking a career and not just a job, think about joining ABC Company. At ABC, we regard each of our associates as individuals with vast knowledge, expertise and the potential to advance. We respect each of our associates and encourage them to voice their opinions in order to create newer and better work processes.

At ABC, we pride ourselves by enjoying a rich variety of ethnic backgrounds, ages, and gender. We enjoy a pleasant camaraderie to which our associates have a sense of belonging. Aside from the requirements for the position, ABC strongly feels that the right fit in our culture is the most important qualification for the job.”

Upon interviewing, the hiring manager might ask tailored questions whereby the answers could indicate someone who might be a “flight risk.” Then of course, you may find answers by using a Meyers Briggs or Kersey-Bates test.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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