Reading candidate body language in a virtual job interview

Video interviewing has afforded many benefits to recruitment organizations in recent years, including the ability to interview candidates from anywhere in the world. While video interviews are a powerful tool for finding global candidates, they also introduce some unique challenges for recruiters and hiring managers. One such challenge is the question of how to read body language in a virtual job interview.

This article will tackle that unexpected challenge, and offer tips and tricks for how to effectively read candidate body language during virtual interviews.

The importance of body language in a job interview

Before we talk about how to read candidate body language, let’s go over why you should do it in the first place.

Have you ever heard the saying “body language tells the truth?”  body language communicates more than words, and can offer insights into how a person is feeling, or what they’re thinking.

Insights gained from reading body language can be used to inform and guide recruiters and hiring managers to make the right decision about candidates when all other variables are equal.

For example, through reading interview body language, interviewers can gauge if a candidate is feeling:

  • Confident
  • Focused
  • Bored
  • Disinterested
  • Insecure
  • Nervous

While a candidate’s mind set during an interview does not always indicate how they will perform on the job, being able to note these behaviors will help you round out your overall impression of that person.

To accomplish this, people trained in reading body language will often focus on:

  • Posture
  • Head tilt
  • Hand placement
  • Gestures
  • Eye movement
  • Mouth movement
  • Smiling

This list is a nice starting point to focus on if you’re just starting to pay attention to candidate body language. During in-person interviews, you might also note how the candidate introduces themselves, how they carry themselves while walking, and any other noticeable trait that might indicate their state of mind or personality.

As you can imagine, reading candidate body language is much easier when you’re in the same room as that person. Virtual interviews introduce a range of challenges and disconnection between you and the candidate that make it difficult to gain this extra layer of understanding.

The rest of the article will focus on these challenges, and offer solutions for how to overcome them.

4 challenges posed by virtual job interviews

Humans rely on body language to convey, and read, between 60% and 90% of information about another human (the jury is still out on the exact number). That means that, in the best case scenario, words only deliver about 40% of the information needed to fully understand another person.

Phone calls and virtual interviews eliminate, or greatly reduce, our ability to read the body language of the person we’re talking to. For interviewers and hiring managers who are used to being able to meet people in person, this brings with it a number of challenges that can prevent them from effectively screening candidates.

These challenges include:

  • A reduction in verbal cues. Much of a candidate’s body language is masked during a video interview. As a result, interviewers can glean less insight about what the candidate may be thinking or feeling, and must only rely on what they say.
  • Technical issues getting in the way. Depending on the platform you use, or the internet connection of each person in the interview, there may be issues with poor resolution, audio, lag, or broken speech. This can harm a candidate’s ability to put their best foot forward.
  • Difficulty building rapport. Recruiters and hiring managers need to be able to build rapport with a candidate to evaluate their cultural fit, team suitability, and overall personality. This is much easier to do when you physically meet the candidate. While it’s by no means impossible to build rapport through video interviews, it will take a different strategy than what you’d use for an in-person interview.
  • Perceived disinterest. It takes a lot of effort during a video call to show that you are fully “present”. Typically, that means making sure that you maintain “digital eye contact” with the interviewer throughout the conversation. In reality, candidates can have a wide range of different set ups on their computer that might make it look like they aren’t engaged when in fact they are. This can give the interviewer a false impression of the candidate, based purely on a misreading caused by the interview medium.

All of the above challenges relate back to the fact that video interviews create a barrier to reading body language. They offer glimpses of a candidate in real time, but they do not provide a true picture of how that person is feeling in the moment like you would gain during an in-person conversation.

As a result, interviewers need to find ways to read what body language they can see, while also accounting for the medium through which they’re seeing it. The rest of this article will offer suggestions for how to effectively read candidate body language in virtual job interviews.

It’s important to acknowledge – and accept – that you won’t be able to see and evaluate all typical body language behaviors during a video interview. Instead, focus on what you can see, and evaluate the candidate using a combination of audio and visual cues.

During a video interview, here are the body language cues you will likely be able to see:


While you will likely only see, at best, a candidate’s chest to their head, this can give you an idea of what type of posture they have during the interview. Posture is a strong indicator of whether or not the person is interested in the conversation.

If the person is leaning back or slouching, this might indicate that they’re disinterested or dismissive. If they lean toward their screen, this usually indicates that they’re interested and engaged. Likewise, sitting tall in the chair is a good indicator of confidence.

Take note of how the candidate’s posture changes over the course of the interview to gain insight into how they may be feeling about certain subjects or lines of conversation.

Head tilt

Head tilt is one cue that you will have full visibility into. Take note of the candidate’s head position throughout the interview. Tilting the head while you speak is an indicator that the candidate is listening intently, and is actively engaging and thinking about the subject matter.

Hand placement

Hand placement can be a difficult one to see during a video interview, especially if the candidate is sitting close to their webcam.

During in-person interviews, you should note how the candidate holds their hands and arms during the conversation. Open arms with palms facing down may indicate confidence and authority. Crossed arms may indicate that the candidate is uncomfortable.

These hand placements may not be visible during a video interview. If it is, then take note of this cue as well. If it isn’t then try to pay attention to the candidate’s gestures instead.


Gestures are usually easier to see than hand placement during a video interview. That’s because the candidate’s hands will likely be brought up to within frame as they talk.

Pay attention to any hand gesture that you can see, as they can be a strong indicator of personality, mood or thought pattern.

For example, frequent finger pointing or chopping motions might indicate that the person has authoritarian tendencies. Rubbing the neck might be a sign that the candidate is frustrated. Playing with the hair or touching the face might indicate that the candidate is uncomfortable.

Eye movement

Eye movement and eye contact are perhaps your best read into a candidate’s feeling during a virtual job interview.

Take note of where a candidate looks during the video call, and how frequently their eyes move around the screen. Making “digital eye contact” for the majority of the conversation is a strong indicator that the candidate is confident, engaged, and paying attention to the conversation.

Frequently looking away, on the other hand, might be an indicator that the candidate is distracted, uncomfortable or disengaged.

While direct “digital eye contact” is important to note, you should also account for the fact that candidates may have one or more screens open at the time of interview that they are using to take notes or read their prepared material. As such, looking between screens may not mean the candidate is distracted, but rather deeply engaged in the content and capturing the information for their own review later.

When watching eye movement during a video interview, rectify it with what a candidate is saying as well. This might help you determine if they are distracted or truly interested.

Mouth movement

Like with eyes, a candidate’s mouth will also be visible for the duration of the video call. This affords you another valuable body language cue: mouth movement.

Take note of what the candidate is doing with their lips and mouths as they listen to you speak. Pursed lips often indicate disapproval or distrust about the person or conversation. Lip biting might be an indicator of stress or nerves. Covering the mouth might indicate that the candidate is trying to conceal an emotion.


Lastly, smiling – or not smiling – is an obvious indicator of how a candidate is feeling about the position and conversation. Take note as to whether or not the candidate smiles before, during, and after the interview.

If they do smile frequently, then this could indicate a genuine excitement about the opportunity in front of them. Conversely, if the candidate doesn’t smile, then they may be disinterested or have reservations about the job or company.

This all may sound like a lot to pay attention to when also actively interviewing a candidate. The good news is that if you’re a human, and again we assume that you are, reading these nonverbal cues will come naturally to you, just as they do in casual conversation.

While video interviews do remove many body language cues that we rely on during in-person conversations, you will still be able to see some strong indicators of what the candidate is really thinking.

Tips for conducting virtual job interviews

Many of the interviewing best practices that you likely already know can be adapted and applied to virtual calls.

Here are some general tips for how to conduct virtual interviews that will make it easier to identify and read candidate body language.

  • Make the candidate comfortable during the interview. When people are comfortable, they gain confidence, can more effectively express what they know, and what their “true self” looks like. Engage the candidate in casual conversation, explain what they can expect from the interview, and give them a chance to get into their groove.
  • Once the candidate is comfortable, then pay attention to their body language. Don’t focus too much on body language at the start of the conversation when the candidate is likely to be nervous and tense. The real indicators of engagement and interest are more likely to come once they’ve loosened up a bit.
  • Record the interview. Many video interviewing software allows you to record your interviews and review the tapes later. This gives you the option to focus on the content of the conversation while you’re talking to the candidate, and then focus on body language when you watch the recording. This usually isn’t possible with in-person interviews, so put one in the W column for video calls!

Video interviews aren’t going away any time soon. And neither is body language. As such, recruiters and hiring managers will need to find ways to adapt and bridge these two requirements. We hope this article has pointed you in the right direction.

What hires do you need to work in your startup?

Where to search employees for startups?

The most common resource is, of course, your own group of friends, colleagues, and acquaintances. Then, using a professional agency, attending job fairs and using their networking opportunities to meet people who are good candidates for high-potential startup employees.

When you start looking for employees, first hire for top positions. They can immediately get down to business and also look for employees on their own. It’s a good tactic.

10 must-have roles for startups

Let’s talk about the main 10 roles that are needed in a startup. It is essential to identify them and understand what their role entails.

1. The founder of the startup

The founder is the main figure in the company. He or she is the one who:

  • Has the big idea and the one who wants to implement it.
  • Hires the first employees
  • Has the final word in the company.
  • Is responsible for the startup’s success.
  • Is going to be the face of the company.

2. The co-founder

The co-founder is the one who is going to work with the founder. He or she is the second in command in the company, like the right hand of the founder. But also he/she can have the equal rights with another co-founder.

3. Chief executive officer (CEO) + chief operations officer (COO)

They are top executives. You may disagree: the company is small, why does it need such positions? Well, because people will look up to outstanding leaders, and when they will know who exactly is at the helm, they won’t hesitate to join. You should know that this is not a position for the sake of a position. The CEO and COO must be true leaders and professionals.

4. Chief technology officer (CTO) or VP Engineering

The first role is the chief of all technical processes. They defines tech strategy, tools, processes, and the workflow for their teams. Also, they manages many aspects of hiring appropriate tech pros.

5. Product Manager and Project Manager

Most startups are about products. So you need someone smart who will be in charge of all product development and strategy. If you divide your workflow into processes and projects, you should hire the perfect Project Manager. Having certified Product Management Training a huge plus!

6. Chief marketing officer (CMO)

No product or company can survive the 21st century without digital marketing. The marketer must draw up a suitable marketing strategy and be able to use their tools most effectively, to conduct effective advertising campaigns.

7. SMM, PR, Communication Manager

For startups PR is mostly external. So you definitely need the voice of the company who will represent your startup in Media, Social Media, will be in touch with influencers, and so on. Content marketing also works well in collaboration with your marketer. This can also be outsourced.

8. Sales manager or Business development manager

You definitely need someone to sell your startup’s product. They reach out to potential clients with cold calls and emails, and processes leads generated as a result of your PR activity and marketer’s work.

BizDev (Business Development Manager) performs almost the same but also looks for expanding the business connections, new fields, and areas.

9. Financial manager, or accountant, or general business administrator

You need to delegate the functions of paying taxes, salaries, dealing with clients to the right person. Especially the role of a financial manager or even a CFO, increases when a startup prepares to receive a round of funding from investors.

10. Client Support Manager

We do not know of a single product or service for which customers would not have questions, clarifications, requests. Every client’s question must be answered. It’s a matter of honor for any business, not just a startup.

Important note

When your startup grows, you need more employees. A corporate culture appears and evolves. So in future you will also need a Recruiter or HR manager. Or even Talent Acquisition Manager. But that is another story. At the beginning of your startup’s journey, the  powerful way is to outsource your recruiting to a professional agency.

The new hierarchy of needs for working from home in 2021

2020 saw a complete overhaul of how we do our jobs, and how businesses interact with their employees. Last year saw us replace face-to-face meetings with Zoom and desks with dining room tables. The working world has changed, and our needs have alongside it, with how we go about our jobs, the way we communicate, flexibility, and ways to improve productivity. One thing that hasn’t changed though is our desire to succeed in our careers.

Source: Sam Levene at Expert Security UK.

Now in 2021, mid-pandemic, many businesses are now in full work-from-home mode while continuing to go about their day, conducting meetings, recruiting new staff, and pitching for new customers. With all that in mind, business security solutions provider, Expert Security UK, thinks it’s time for a new hierarchy of needs:

  • Working equipment: To do a job properly in the digital age, your equipment needs to be top-notch. That means no internet outages, no computer crashes, or faulty equipment. These are the basics.
  • Security: We all need, and all deserve, to feel safe regardless of where we do business. This means that our premises – wherever that may be – needs to be protected efficiently with things like electric gates, driveway security bollards, and CCTV, etc.
  • Safety and hygiene: If 2020 has taught us anything, it’s that we should never be complacent when it comes to hygiene, especially in an enclosed workspace. As we (hopefully) move forwards out of this pandemic, businesses will need to have updated health and safety policies that reflect hygiene and social distancing best practices. If home is your work – whether it’s temporary or permanent – keep your hygiene standards high.
  • Team culture: Don’t forget about your people. Office banter and inside jokes are easy to keep alive when you’re all in one place, but with most people working from home, it’s more important now to keep that office culture alive and well. Use the internet and digital means to your advantage.
  • Career success: Just because we’re working from home doesn’t mean our ambitions have been put on hold. We all have a need to feel valued, and that includes in our careers. Make sure your employees’ progressions are still on track, so they have something to work for.


Writing the Best Job Description

Writing the Best Job Descriptions

To compete with your niche’s best performers, companies must attract the top talent in your industry. Hiring a new staff member is a long-term investment—it’s essential to get the best possible applicants from the talent pool. Businesses spend thousands of dollars on recruiting new staff members, but they often overlook one of the most critical components of the process—job descriptions.

In this post, we’ll look at job descriptions and why they’re so important. We’ll also explore various ways you can ensure your job descriptions are effective at attracting the top talent in your niche.

Writing Effective Job Descriptions


You can increase the quality of your applicants if you write compelling job descriptions. A job description should include a concise and organized summary of the job role, your company, job expectations, required experience, and other vital details. You may also want to include information about compensation.

You should also make sure to have a concise, clear job description title. If you have a mediocre job title, you won’t get any responses to your description.

You should approach a job description using a developmental approach. Using a job description development that includes other members of your organization can help you improve the overall description. By seeking input from staff members who have previously filled the role, you can paint a better picture of the job and its requirements.

Best Practices for Writing Job Descriptions


If you want to write the best descriptions, it’s always a good idea to follow a few simple rules. There are tons of different practices you can use to write solid job descriptions. The rules below are a good starting point if you want an effective description.

Clear Language

In many cases, companies are getting too creative with their descriptions. By using creative language, a lot of organizations are making it hard for applicants to get a good idea of the job and its role. You should always avoid using language that confuses the applicant or creates an overly sales-oriented message.

Clear Description of Responsibilities

If applicants are looking at a multitude of different job descriptions every day, it’s crucial to provide them with the concise information they need to understand the role. If an applicant can’t paint a picture of the role in their head, they’re more likely to move on to the next description. By outlining direct responsibilities in clear language, you can help applicants determine if the role is a good fit.

Positive Touch

Many people make the mistake of being too blunt in job descriptions. If your job description comes across as arrogant or cynical, you may convey the wrong message about your company.

Some companies write job descriptions that specifically dismiss certain traits or experience levels. While this might seem practical, it can make your company look bad. Even people who meet your requirements may view the descriptions as callous or negative.

Information on Your Company 

Lastly, make sure to include clear information about your company and its various advantages. By adding this type of information, you’ll be able to show that the role is much more than ‘just a job—it’s also a ticket to working with a successful company. Include some highlights about your company and what it can provide its employees.

Job Description Disclaimer & Requirements by Law


In some cases, there may be specific legal requirements for job descriptions. Therefore, companies must be aware of those different requirements if they want to avoid potential issues. In fact, if you don’t follow specific rules when you compile your job descriptions, you may face a legal challenge.

While most of these rules are straightforward, it’s essential to keep things such as discriminatory language in mind. You should always check with your human resources department about the legality of your job descriptions to help reduce risk.

In some cases, you may even want to consult with a lawyer about any required disclaimers or requirements. Rules vary depending on state and local municipalities, so you’ll need to consider local regulations when you’re compiling your job descriptions.

Bad Job Description Examples


Lousy job descriptions come in a variety of different forms. In many cases, a wrong job description will upsell the job to entice applicants. In reality, many job seekers are adept at spotting these tactics and avoid jobs that use deceptive terminology.

A bad job description will promise a competitive salary without providing any concrete information about the role or company. Applicants are looking for clear information that allows them to assess the role and its suitability.

Other poor job descriptions will use excessive language that takes away from the reality of the position. Using jargon like ‘Killer Sales Agent’ takes away from the legitimacy of the description. It can be a significant turnoff for certain applicants.

As mentioned previously, too much negativity or smugness in the description can also lead to an ineffective description. Starting a description with something like ‘XXXX NEED NOT APPLY’ may help you weed out individual applicants, but it will also destroy your image as a positive or inclusive company.

Marketing Executive Job Description Sample

Before you start writing job descriptions, it’s always a good idea to look at examples of clear job descriptions. We’ve compiled an example description for a marketing executive. Check it out below:

Experienced Marketing Executive

XXXX is looking for an energetic and capable marketing executive with experience across a broad range of niches. Applicants should have at least three years of experience working in the marketing industry. We are searching for someone with excellent interpersonal skills—a willingness to develop long-term relationships with clients is a must.

Role Responsibilities

As a marketing executive, it will be your responsibility to manage a portfolio of clients and their projects. At XXXX, we work with long-term clients who require consistent marketing services. Your role will include:

  • Communicating with clients.
  • Assessing their needs and adjusting campaigns accordingly.
  • Liaising with the creative team about achieving client goals.
  • Managing communication with prospective new clients.
  • Providing clear and constant updates to senior staff.

Role Background Requirements

  • Bachelor’s Degree from an accredited university.
  • At least three years of experience in marketing.
  • Excellent written and oratory skills.
  • Excellent interpersonal skills.
  • Attention to detail.
  • A desire to grow.

About Our Company

At XXXX, we pride ourselves on facilitating an inclusive atmosphere that promotes individual and collective growth. We have over ten years of experience working with some of the industry’s most influential clients. Our talent retention rate is exceptionally high — we work diligently to provide our staff members with an environment they love to work in.

We engage in constant career building exercises and provide our staff with funding for external education. We offer unlimited vacation days, health and fitness subsidies, and clear opportunities for growth.

The Best Questions to Ask an Interviewee in 2020

The Best Questions to Ask an Interviewee in 2020

Questions to ask an Interviewee

Staff recruitment is one of the essential components of any successful organization. Obtaining the best performers in your industry is critical if you want to outgrow your competition. Unfortunately, it can be tough to choose the best employees for your business—you only have a short window of opportunity to find the best performers.

One of the best tools you have to assess potential applicants is an interview. During this interview, you’ll have the opportunity to ask a broad range of relevant interview questions. It’s your job to choose questions that help you assess applicants effectively.

It’s critical to find the right questions to ask an interviewee. You should never underestimate the importance of selecting questions that uncover the information you’re looking for. In this post, we’ll be taking a close look at a variety of different questions you can ask your next applicants— check it out!

First Round Interview Questions to Ask


First-round interviews tend to be exploratory more than anything else—they should be aimed at getting to know more about the applicant. First-round interviews are often used to filter initial applicants.

In many cases, you may have a large applicant pool, so it’s critical to identify the ones that are best suited to your company. You won’t have time to conduct multiple interviews with all prospective employees. For this reason, using effective first-round interview questions can help you establish the best short-list.

Below, let’s look at a few examples of first-round interview questions:

  • Give us a rundown of your interests and your background
  • How did you become aware of the job?
  • Why did you decide to apply?
  • Do you know much about our organization? If so, what?
  • What’s your past professional experience?
  • Do you have the relevant qualifications for the job?
  • Do you know anyone else that works in this industry?
  • Where are you currently working? Do you enjoy it?
  • What is your favorite thing about your current (previous) job?
  • What do you look for in a manager?
  • Do you have any questions about the role or our organization?

You should also come up with some specific first-round questions that apply to your niche or industry. It’s essential to ask about things that matter to your organization.

Unique Interview Questions to Ask Candidates


If you’re looking to break away from the pack, it’s a good idea to ask some unique interview questions. While traditional interview questions serve a purpose, finding creative questions can tell you a lot about an applicant.

Below, let’s look at some creative examples of unique interview questions:

  • What would you change about your past and why?
  • What achievement are you most proud of?
  • Name the most creative thing you’ve ever done (or been part of).
  • Describe a time in your life that you had to ‘break away from the pack.’
  • What makes you happy?
  • If you had to start your own company, what would it be?
  • If you could eat dinner with anyone, who would it be and why?

Using these interview questions can help you get more creative answers from your applicant. In many cases, job seekers may prepare for standard questions. While this shows excellent preparation skills, asking unique questions puts people on their toes.

If you’re able to curate a list of interesting questions that other employers don’t ask, you’ll be able to gain a more in-depth insight into the applicant. Consult with other employees in your organization to determine what creative questions you can ask your next applicants.

Strategic Interview Questions to Ask an Interviewee


If you’re planning on getting the most out of your interview, it’s essential to be as strategic as possible. All good interview processes involve some form of strategy. Your organization should assess what types of answers it’s looking for before it determines a list of strategic questions.

Strategic questions are very similar to the ‘unique questions’ mentioned in the previous section of this post. They’re utilized to make applicants think on their feet and provide insightful answers. You can tell a lot about someone when they have to answer a question they’re not expecting.

Below, let’s look at a few sample questions that might be applicable if you want inspiration for strategic questions:

  • If you could change one event in human history, what would it be and why?
  • If you could change one thing about your current (previous) job, what would it be and why?
  • If you could live anywhere on earth for six months, where would it be and why?
  • If you had to give $10,000 to a charitable cause, what would it be and why?
  • Discuss a time you had to fix or build a relationship with a client or co-worker.

Again, make sure to liaise with your fellow employees about strategic questions that are suitable for your organization and its niche. It’s crucial to have your own strategy when it comes to forming these questions.

Technical Interview Questions to Ask an Interviewee


Lastly, it’s important to consider technical interview questions— this is especially relevant for people who work with businesses that require a high amount of technical skill. You don’t want to hire someone without testing their technical knowledge.

The technical questions you ask applicants will vary greatly depending on your industry. You should always consult with individual departments about appropriate technical questions. You should also have an expert from your organization to sit in on the interview to ask their own questions.

Below are some things to keep in mind when forming technical questions:

  • Begin with general topics and close in on smaller details.
  • Make sure to ask the applicant to explain the technical problem in the context of an applicable situation.
  • It can also be a good idea to ask the applicant to solve a particular problem (or provide a particular example).

As mentioned previously, technical questions will vary significantly depending on your industry. Consult with the relevant figures in your organization to prepare appropriate technical questions.

Employee Retention: Strategies, Techniques, and Plans

Finding the right staff for your organization can be extremely difficult— but that’s only half of the challenge. You’ll also need to work as hard as possible to retain your current staff members. Competitors can easily poach your current employees; it’s increasingly important to analyze your staff retention and employ strategies to prevent high staff turnover.

In this post, we’ll be taking a closer look at staff retention and its importance. We’ll also explore strategies you can use to improve your current staff retention rates.

Employee Retention Definition

So, what is employee retention? This term refers to how well an organization can retain its current crop of employees.

While companies place a lot of focus on recruitment, they are starting to realize just how critical it is to ensure they retain as many employees as possible. Businesses now invest considerable money in retaining staff.

If you haven’t taken a closer look at your current staff retention rates, it’s probably a good idea to start now. By looking at your past hires and their average length at the company, you can help determine if you’re currently experiencing an excellent staff retention rate. It may also be worth calculating the average training cost per employee— this can help you assess how losing staff impacts your business.

Importance of Employee Retention


Employee retention is essential for an organization of any size. If you’re unable to retain staff, it’s usually an indication that you’re not promoting the right environment in your workplace. Below, let’s explore some of the clear benefits of increasing your employee retention rate.

Lower Training Costs

If you’re hiring a new employee, the training costs can be massive. While you may not have to pay for formal education or training, the amount of time it takes for someone to get up to speed can cost your company money. Other staff members will also need to invest time and resources training your new employee.

If you’re hiring for a technical role, the training costs can be even more expensive. If you lose a staff member, you’ll have to hire someone new and repeat the same level of investment.

More Efficient Output

If you want to keep your output at top efficiency, staff retention is crucial. If you’re always hiring and retraining staff, your production is drastically reduced. Retaining trained staff is particularly important if you’re engaging in long-term projects. Having to hire and train a new staff member during a complex project may prove to be next to impossible.

Less Risk

Hiring new staff to replace a long-term employee has its risks. You can only learn so much about someone during the recruitment process — it’s best to keep hold of staff that you can trust.

Employee Retention Strategies


There are plenty of different things that you can do to increase your chances of retaining employees. Below, let’s take a look at some standard employee retention techniques that organizations can use in the workplace:

Salary, Benefits, and Everything in Between

In reality, everyone works for money. While you can offer other great benefits to your employees, the compensation needs to be competitive in your industry. If people feel undervalued by your organization, they’re less likely to stay.

Consider the costs of replacing someone when you decide on their compensation package. You can save a lot of money by simply providing people with a competitive salary from the start.

Clear Communication

If you’re running a large organization, communication might be an issue. It’s vital that staff members feel they’re receiving clear communication about expectations and projects. By auditing managers and communication channels, you’ll be able to ensure that everyone is effectively receiving the information they need to be satisfied with their jobs.

Seek Feedback

You should always be seeking feedback from employees. You need to foster an environment that allows employees to speak openly about their experiences in your organization. You’ll have a hard time retaining staff if they feel trapped in silence.

Build a Company That Impresses

While salary is significant, ambitious people also want to work for a company that they can be proud of. This provides them with substantial experience on their CV, as well as the career satisfaction they’re looking for. By building a company that has a strong brand and set of values, you’ll be able to offer more to your employees.

Employee Retention Plan Template


An employee retention template can help you outline a clear plan for retaining employees and reducing staff turnover. There are tons of great templates online, but we’ll take a look at a small one right here in our post. Remember: You should customize a template to suit your particular needs.

Designate Different Employee Groups

One of your first steps should be to divide your company into different subsections. This will allow you to determine which groups of people require which employee retention strategies. For example, senior management will have different requirements than entry-level employees.

Use a Comprehensive Approach to Custom Retention Plans 

Make sure to consult with different levels of management to see what they think will contribute to a solid retention plan. Ask for guidance on what your staff members want from your organization. Your staff’s input will help you build custom retention plans for different parts of your organization.

Develop Feedback Forms

You should develop precise feedback forms that allow staff to provide information at specific intervals throughout the year. You can use this feedback to address shortcomings.

Quarterly Meetings with Checklists

It’s essential to remain consistent. Setting up quarterly meetings with clear agendas can help you keep your finger on the pulse of your organization. Make sure to set checklists that help your quarterly meetings remain consistent.

Seek Improvement

As always, it’s essential to seek improvement continuously. If you’re in a competitive niche, you need to be offering the best workplace environment in your industry.