Maybe one day you’ll manage a group of employees, or found your own start-up. If that’s the case, you’ll be tasked with recruiting people for your business. Once you gather your team, you’ll also need to keep them interested; to make them want to stay and work for you. Many companies–big and small–have great recruitment strategies, but make crucial missteps and end up losing great hires quickly down the line.

You can only have a great company with great employees. Get them to stick around by not slacking in the following areas:


Be up-front about job expectations when you’re hiring. This way candidates know what they’re getting into. Employees end up leaving positions when they feel like they didn’t get what they signed up for. If the opening in question is for a position that’s in the midst of change, mention this in the description. If the job requires wearing lots of hats, make sure you get someone who doesn’t mind hat hair (metaphorically at least). Being honest will help you find someone who actually wants to do the job described, not just the ideal version of it.


Be open about what’s happening in the company. If your mission is shifting, keep employees updated. An adjustment may seem inconsequential to you, but there’s no telling how it could affect employees across the board. Make sure changes are detailed to everyone—people leave when they feel they’re being left in the dark.


Do you want an atmosphere where employees are afraid to share their opinions, or one where thinking critically is encouraged? Do you want employees who keep quiet or ones who are constantly thinking of ways to improve the company? Don’t feel threatened if your new hire challenges the status quo. Think of them as potential leaders who can help move the company forward. Put your ego aside and do what’s best for the company.


The word sounds sterile, but procedures are important for dealing with certain issues, like raises and promotions. Give employees an outlet for their voices and concerns to be heard by management. Even if the chain of command at your company isn’t large, make sure it’s clear which supervisors they can bring problems and questions to.


You want everyone to look forward to coming to work every day (or at least most days). Even when tensions are running high, keep your attitude positive. Your company relies on you for morale more than you realize. A sour work environment is enough to drive even the most chipper of employees away.


Yes, we’re talking about salary and benefits. You can’t demand a high level of qualifications and years of experiences, then offer a salary that doesn’t match those expectations. We’re not saying you need to be extravagant, just be fair and match the market offering so employees feel valued. If you’re upfront about how much you’re offering your new employees, any overqualified applicants will realize that although they may take a paycut, they’ll be embarking on an exciting new job opportunity.

You want to keep employees running towards you, not away from you. So if one day you’re in the position where you have control over the day-to-day of a company, keep these points in mind so your team keeps coming back. If you’re still looking for a way to begin your career, check out Planted— we’ll get you started.