There are a number of things employers can do to help remedy this situation.

Cast a Wide Net

Employers often utilize the same channels for sourcing job candidates such as the same placement agencies, newspapers, and college campuses; and they keep getting the same results.  Consider advertising on the internet, or in Phoenix, Flagstaff, and Prescott publications and perhaps offering shuttle service for employees.  Be creative.  The wider the job net you cast, the better your chance of finding the right candidate.

Be Clear on What Qualifications the Job Requires

Many times employers are so familiar with how a job is done that they find it hard to define the knowledge, skills and abilities (KSA’s) required to do that work successfully. One way to resolve this is to utilize the occupational information provided by the government as a basis for your job description.  The government has descriptions of most of the jobs and what is required to do them. To access that information, visit http://www.occupationalinfo.org/onet/ and then click on the occupational title.  Once you have read the information on the job that you are trying to fill, adjust the information to fit your specific environment.

Conduct a Well Organized Interview

In some instances, the people who are doing the hiring do not possess strong skills in interviewing. Their skill set is clustered around the job that they perform. 

To conduct a good interview, develop a set of questions that you will ask all the interviewees and write down their answers, so you have a basis of comparison. 

You may also want to use behavior-based interviewing techniques to determine how a potential employee would react in a given situation.  To access information on behavioral interviewing, click on http://www.quintcareers.com/sample behavioral.html.  This information is geared to job seekers, yet it gives a good explanation of behavioral-based interviewing and sample questions.  

Take Out Time to Train New Employees

Many times starting work can turn into a baptism by fire for new hires because they are expected to perform their job without any training.  Take time out of your busy schedule to show a new employee the ropes.  This effort is well invested because it will create loyalty, and ensure that you have employees that know their job and are willing to stay with your organization.

Also consider providing educational programs that may not be directly related to the employee's job. If an employee feels that they are learning and growing in their job, they are more likely to stay on.

Treat Your Employees with Respect

An acquaintance of mine, who thoroughly enjoyed her work, eventually quit her job because her boss would routinely scream at her.  Abusive behavior likes my friend’s former boss displayed is unacceptable.  If you need to reprimand an employee, do it in a constructive manner that engenders better performance rather than resentment.  Many managers think that a hard-nosed approach keeps employees in line.  What this usually accomplishes is that an organization gets a reputation as a bad place to work.  Once a business has that reputation they will have difficulty attracting and keeping high quality workers.

Mentor Your Employees

There is a saying in career-counseling circles, “Your skills are your job security.”  Anytime that you can offer an employee the opportunity to learn new skills do it.

This is especially true when your job openings attract candidates that you perceive as over educated.  If the employee feels they can move up in their career, they are more likely to accept a lower paying and less challenging job for a period of time.

A friend of mine, who recently moved here and had a professional position in Boston, took a job as a waiter in one of the resorts in Sedona.  He is thoroughly enjoying the job because he has learned serving skills and more about the hospitality industry.

Along these same lines, if your company is large enough, providing a career path can motivate workers to commit to your organization.  Enabling an employee to go from line staff to management or to make a lateral move creates a win-win situation for the worker and the employer.  You fill a position with a candidate that has a proven track record with your business and your employee gets to take on a new challenge without changing jobs.

Don’t Make High Turnover a Routine Part of Doing Business

High turnover is usually a sign that something is amiss in an organization.  Turnover can be one of the most expensive pieces of doing business.  Depending on the position the individual holds, turnover can cost an employer annually 150%-250% of a person’s yearly salary.  The Department of Labor has even devised a worksheet that employers can use to calculate this cost. http://www.dol.gov/cfbci/turnover.htm.

Conduct Exit Interviews

Your employees are your greatest asset.  When employees leave, it is important to find out why they are leaving.  Exit interviews are a great tool for creating a better workplace and reducing turnover.  However, make sure that whoever conducts the interview does not have a vested interest in the outcome.  Managers should not carry out exit interviews with people that they have supervised.

Finding and keeping good employees will always be a challenge.  As an employer, what you need to do is create and maintain the best working conditions possible.

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