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What Not To Do If You Want To Recruit And Retain Employees

What Not To Do

Sometimes being told what not to do is more important than being told what to do. With this in mind, let’s take a look at what some of the larger employers in the region say you shouldn’t do when trying to find and keep quality employees.


Cindy Breyer

Don’t hire someone without a thorough interview and some reference checking.
-Cindy Breyer, North Dakota State University

Dann Keller

When it comes to staffing, don’t rush it.
In recruiting, the pressure to fill roles fast comes from all angles, especially when staffing for attrition. It is important to act swiftly, not hastily, when faced with urgency. Do not compromise your culture, vision or values because of a backlog of work or an unmanned seat. Be sure to interview all qualified candidates, even if you are impressed early on, and take time for second interviews or additional screening to be sure you found the right candidate. Being selective, even when the pressure is on, will assure that you are staffing for the long-term and not just as a means to an end.
-Dann Keller, Discovery Benefits

Jocylen Wessels, Sanford Health

Don’t pretend to be something you’re not.
Don’t hire employees who don’t fit the culture – neither parties will be happy. Don’t hide the bad stuff. If the company is having challenges, be honest. We have a philosophy of Sanford family first – meaning we want our providers and employees to know what’s going on first, no matter if it’s good or bad news. Also, don’t oversell the job when recruiting. Be clear on responsibilities and expectations.
Jocylen Wessels, Sanford Health

Julie Peterson-Klein, Bell Bank

Don’t reduce benefits
Continue developing new ones to stay competitive as an employer.
-Julie Peterson-Klein, Bell Bank

Kelsey Kasten, Cardinal Glass Industries

Don’t retain negative employees at the expense of team morale.
A team is as strong as its weakest link. If you have an employee that is dragging the team morale down, let them go. You and your team will be better off without them.
-Kelsey Kasten, Cardinal Glass Industries

Michael Lenhart, TrueNorth Steel

Don’t skip a phone screen.
The majority of the time a 10-15 minute phone screening will allow enough information for a recruiter to make a sound judgment on whether or not the candidate is going to be the right fit for the position and the company culture. Overlooking this can lead to lost team productivity if this goes straight to an in-person interview and ultimately passing on the candidate for reasons that could have been identified during an initial phone screening.
-Michael Lenhart, TrueNorth Steel

Kayla Linn, Eventide

Don’t hold back information.
It’s important to be transparent whenever possible and it’s even better if employees can be involved in solutions.
-Kayla Linn, Eventide

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Written by Brady Drake

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