5 tips from a Houston expert on attracting top talent for your startup

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Top talent is hard to attract and even harder to retain. Consider these five tips from a Houston-based recruiting expert. Photo via Getty Images

As a business leader, you understand the importance of adding talented professionals to your bench. Your employees are a direct reflection of your business, and play a huge role in shaping its culture and public image. There’s no better feeling than finding the perfect candidate to fill your job opening; the hard part is often determining how to retain such talent.

While there’s no magic formula for recruiting and keeping the best employees, low attrition is unquestionably linked to company ethos. And businesses that recognize this early on it their trajectories will be in the best positioned for growth. According to research by Deloitte, 82 percent of people believe that culture is a potential competitive advantage, and 94 percent of entrepreneurs and 88 percent of job seekers say that healthy work culture is vital for success.

So, without further ado, here are some tips to keep in mind when developing or enhancing your retention strategy.

1. Keep culture in mind: Your business’ M.O. has a huge impact on job satisfaction and productivity. When hiring an employee, assess their skillset and experience but don’t forget to look at how their personality will add to the business culture. Look for employees who will mesh well with the team and overall culture of the business.

2. Focus on mission and purpose: Today’s workforce, especially younger generations (Z and Alpha), need to know the point of their work — the “why” behind what they’re doing — and they need to believe in their company’s mission. They want to know that their work matters and is making a difference. This has to come from the top down. Business leaders must live the mission and be consistent.

3. Encourage and promote personal development: You don’t need to dedicate a huge budget to this. There are a lot of excellent, free webinars and networking events. Lunch-and-learns are great resources as well. The important thing is to encourage your employees to continue advancing themselves professionally by offering time to attend webinars, conferences or online courses.

If retention is a challenge for your business, consider this statistic: 78 percent of employees would stay longer at a company if they saw a clear career path for themselves there. High-achieving, ambitious candidates are attracted to employers who can demonstrate a proven track record of development and career advancement for those who perform well. Sharing examples of employees who’ve been promoted and have taken advantage of professional development opportunities can really help to attract top talent.

4. Focus on teamwork: Promote team-building activities that encourage employees to communicate, work through problems and get to know each other outside of the office. Comradery increases morale and creates a sense of unity. Don’t think of team

building as being limited to specific activities; it should be ingrained in all aspects of the company culture. Look at things such as where employees sit, how meetings are structured and how you interact with your customers. All of these things can help build a strong sense of teamwork that improves employee performance and retention. Industry research has shown that friendships at work increase employee engagement and help to hold onto the best personnel.

5. Give employees the option of flexibility: Businesses with inflexible working conditions tend to have lower employee retention. Look for ways you can build flexibility into the day for your employees, whether it’s adjusting work hours to accommodate children’s school schedules, offering the option to work from home some days, or just being less rigid about arrival and departure times. Doing this will alleviate stress for employees and, along with open communication and trust, help build a strong company culture and increase job contentment.

Top talent is hard to attract and even harder to retain. The most important thing to remember as you recruit for your next role is to make sure you are bringing in employees who will build on your company culture, believe in your values, and share or exceed your drive and zest.

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Hazel Kassu is the managing director of Houston-based recruiting firm, Sudduth Search.

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In today’s employee-driven job market, here's what top candidates are looking for. Photo via Getty Images

Houston expert: Here's why your top candidate turned down your job offer

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One of the most disappointing (and costly) things as a hiring manager is when your top candidate declines the job offer. You spend months defining target skills and characteristics, reviewing résumés and interviewing candidates to narrow down to your finalist of choice. You put together what you believe is a strong offer, and the candidate says “no.” What went wrong?

It’s not an employer’s job market anymore. In this transformed workplace, and at a time of historically low unemployment, it is very much an employee’s market, and he/she can afford to be selective. Below are some common reasons candidates turn down job offers and what you can do to prevent them.

No. 1: The interview process took too long

It takes time to identify the right fit, and a typical hiring process will often involve 2-3 interviews with decision makers in different locations. You also want to pinpoint a candidate you like and compare him/her to other candidates. When all is said and done, you’re often looking at an interview process that can take 6-8 weeks. During this time, it’s critical to stay in touch with the candidate. A simple email with a status update will help keep them engaged. This is also a great time to check references, showing the candidate your continued interest.

While you’re focused on filling the position, it’s easy to forget candidates have deadlines, too. A lengthy interview process with periods of little interaction can make a candidate feel you don’t respect his/her time or make your company appear disorganized, something they may be leery of based on past experience. Setting expectations upfront and maintaining open lines of communication are key in this candidate-driven environment.

Equally important to an efficient hiring process is encouraging non-essential decision makers to let go after a certain point. For example, once a small sized business graduates to a midsized company, a CEO should not make the mistake of thinking they have to talk to every single prospect. They need to approve them. Delegating and trust are key.

No. 2: You didn’t ‘sell’ the opportunity enough

It’s easy to forget interviews are as much about the candidate interviewing you as you interviewing the candidate. While you want to assess the person’s skills and cultural fit, the candidate wants to know how the role will match his/her personal and professional goals. Heck, they want to know how it stacks up against other jobs for which they might be applying!

Career growth is something every candidate wants. It’s critical for the hiring manager to discuss training and personal development opportunities. This is particularly important for millennials, who are often more motivated by the ability to learn and grow than they are by an increase in financial compensation. It’s also important to talk about the company culture and what makes you stand out. Bottom line: You want the candidate to leave the interview knowing he/she will be appreciated by your company and will get an experience that can’t be found elsewhere. To this end, expressing genuine interest in their life outside of work (loved ones, what makes them tick, etc.) can make all the difference.

No. 3: Lack of employer brand appeal

Companies spend a lot of time branding their products and services but don’t always think about how they look to future employees. Your M.O. is how you show candidates what it’s like to work for you. This includes their overall interview process experience, reviews on websites like Glassdoor, as well as posts your company and employees share on social media.

Let candidates get to know your company through posts. Show your team having fun together, being involved in the community and as customer-focused professionals. Employees also give hints about their work experience in their own social content. If they’re happy, it’ll show in their online activity.

These first three reasons for why a job offer might be turned down are all about how a hirer makes a candidate feel, but the fine print matters too.

No. 4: Job duties

It may seem like a no-brainer that a job description should be well-written, but more often than not, it’s unclear what will be expected of said employee. When you do the internal work ahead of time, getting alignment on what’s required and the intricacies of the existing (or new) position, it leaves little room for misunderstanding and/or disappointment post-hire.

No. 5: Compensation and benefits

Lastly, a strong compensation and benefits package is critical in securing your top pick. For some roles, that will mean an offer heavily weighed on the salary side. For others, it will be uncapped commissions or the opportunity for equity. Make sure the package is competitive with the industry, and will appeal to your ideal candidate and make him/her want to join your team.

Remember to think “outside the box” with extra benefits like flexible work hours, the ability to work remotely, PTO/unlimited sick days or vacation. The cost to implement these perks is low, but they often mean more to the candidate than higher pay.

In today’s employee-driven job market, top candidates are looking for a comprehensive package, growth opportunities, and a welcoming work environment that will provide lasting happiness and satisfaction.

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Hazel Kassu is the managing director of Houston-based recruiting firm, Sudduth Search.

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Innovative Houston nonprofit partners with county organization to provide maternal health services

TEAM WORK

PUSH Birth Partners, a Houston-based maternal health nonprofit, is teaming up with the Harris County Public Health Department to provide doula services for over 200 pregnant people free of cost.

Jacqueline McLeeland, CEO and founder of PUSH, says the program will begin in August and aims to improve maternal health and birth outcomes for vulnerable populations. McLeeland says the organization has built up a strong doula training program through their collective in partnership with March of Dimes and several local doula organizations.

McLeeland says PUSH aims to address poor maternal health outcomes for women of color in part by training more doulas of color who can help reduce racial disparities in care. A 2021 study by Harris County Public Health found Precinct 1, which is predominantly composed of people of color, had the highest maternal mortality rate of the county.

Through their collective, PUSH has trained two cohorts of doulas through an integrated care model, focused on providing collaborative care with medical providers in the healthcare system.

“Our programs are designed to advance health equity, we see the numbers, we see that women of color, specifically Black women in that group are disproportionately impacted,” McLeeland tells InnovationMap.

After receiving a $100,000 grant from the Episcopal Health Foundation in 2023, PUSH began their doula expansion program in Houston and they have since received an additional grant from EHF for the next fiscal year. McLeeland shares PUSH has also launched a pilot program called Blossoming Beyond Birth, sponsored by the Rockwell Fund, targeted towards improving maternal mental health through weekly support groups in Houston.

“It’s very exciting to know that we have come this far from where we started and to see how everything is coming together,” McLeeland shares.

Jacqueline McLeeland serves as chief executive and founder of non-profit PUSH Birth Partners who has trained and collaborated with a network of doulas for the partnership. Photo courtesy of Jacqueline McLeeland

For McLeeland, improving maternal health outcomes and providing support to people experiencing high-risk pregnancies are deeply personal goals. McLeeland has sickle cell anemia, a condition that can cause serious complications during pregnancy. During her first pregnancy in 2015, McLeeland was placed on bed rest two months before her due date at which point she had been working in clinical research within the pharmaceutical industry for over 12 years.

“People don’t realize the magnitude of what women go through, during pregnancy and after,” McLeeland says. “There’s a lot of emotional, psychological, and physical tolls depending on how the pregnancy and delivery went.”

After giving birth to her first child, McLeeland took maternity leave, during which she began to research maternal morbidity and mortality trends, information which she says was not widely discussed at the time.

McLeeland says entering the maternal healthcare field felt like a necessity following her second pregnancy. Several months after giving birth to her second child, McLeeland says she received a bill for a surgical procedure that was performed during her cesarean section without her or her husband’s consent. McLeeland says that was the first time she was made aware of the surgery.

“The procedure that was claimed to have been performed could have put my life in jeopardy by hemorrhaging based off of additional research I did once, I came across that information,” McLeeland explains. “These are some of the things that happen in the healthcare system that make people skeptical of trusting in the healthcare system, trusting in doctors.”

McLeeland says the key to improving maternal and birth outcomes for vulnerable populations is to encourage the partnership between doulas, community healthcare workers, and physicians and hopes to further this collaboration through future programming.

Houston-based clean energy site developer raises $300M to decarbonize big tech projects

fresh funding

Houston energy executives have started a new company dedicated to developing clean-powered infrastructure for the large electric loads.

Cloverleaf Infrastructure, dually headquartered in Houston and Seattle, Washington, announced its launch and $300 million raised from NGP and Sandbrook Capital, two private equity firms. The company's management team also invested in the company.

As emerging technology continues to grow electricity load demand, Cloverleaf has identified an opportunity to develop large-scale digital infrastructure sites powered by low-carbon electricity.

"The rapid growth in demand for electricity to power cloud computing and artificial intelligence poses a major climate risk if fueled by high-emission fossil fuels," David Berry, Cloverleaf's CEO, says in a news release. "However, it's also a major opportunity to catalyze the modernization of the US grid and the transition to a smarter and more sustainable electricity system through a novel approach to development.

"Cloverleaf is committed to making this vision a reality with the support of leading climate investors like Sandbrook and NGP."

Berry, who's based in Houston, previously co-founded and served as CFO at ConnectGen and Clean Line Energy Partners, clean energy and transmission developers. Last year, he co-founded Cloverleaf with Seattle-based Brian Janous and CTO Jonathan Abebe, who most recently held a senior role at the United States Department of Energy. Nur Bernhardt, director of Energy Strategy at Microsoft who's also based in Seattle, rounds out the executive team as vice president.

"The large tech companies have become dominant players in the electricity sector, and they are genuinely determined to power their growth with the lowest possible emissions," Janous, who serves as chief commercial officer, says in the release. "Achieving this objective doesn't depend on disruptive new technologies as much as it does on dedicated teams working hand in hand with utility partners to maximize the use of the clean generation, storage, and other technologies we already have."

Cloverleaf will work with regional U.S. utilities and data center operators to provide clean electricity at scale through strategic investments in transmission, grid interconnection, land, onsite power generation, and electricity storage, per the release.

"The sustainable development of digital infrastructure at scale is fundamentally a technical power problem," Alfredo Marti, partner at Sandbrook, adds. "We have witnessed members of the Cloverleaf team effectively address this challenge for many years through a blend of creativity, specialized engineering, a partnership mindset, and astute capital deployment."

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This article originally ran on EnergyCapital.

Houston resilience tech innovator proves out platform amid Hurricane Beryl

HOUSTON INNOVATORS PODCAST EPISODE 245

Earlier this month, Ali Mostafavi got an unexpected chance to pilot his company's data-backed and artificial intelligence-powered platform — all while weathering one of Houston's most impactful storms.

Mostafavi, a civil and environmental engineering professor at Texas A&M University, founded Resilitix.AI two years ago, and with the help of his lab at A&M, has created a platform that brings publicly available data into AI algorithms to provide its partners near-real time information in storm settings.

As Hurricane Beryl came ashore with Houston on its path, Mostafavi says he had the opportunity to both test his technology and provide valuable information to his community during the storm.

"We were in the process of fine tuning some of our methods and algorithms behind our technology," Mostafavi says on the Houston Innovators Podcast. "When disasters happen, you go to activation mode. We put our technology development and R&D efforts on hold and try to test our technology in an operational setting."

The platform provides its partners — right now, those include local and state organizations and emergency response teams — information on evacuation reports, street flooding, and even damage sustained based on satellite imagery. Mostafavi says that during Beryl, users were wondering how citizens were faring amid rising temperatures and power outages. The Resilitix team quickly pivoted to apply algorithms to hospital data to see which neighborhoods were experiencing high volumes of patients.

"We had the ability to innovate on the spot," Mostafavi says, adding that his own lack of power and internet was an additional challenge for the company. "When an event happens, we start receiving requests and questions. ... We had to be agile and adapt our methods to be responsive. Then at the same time, because we haven't tested it, we have to verify that we are confident (in the information we provide)."

On the episode, Mostafavi shares how Hurricane Harvey — which occurred shortly after Mostafavi moved to Houston — inspired the foundation of Resilitix and how Houston is the ideal spot to grow the company.

"We are very excited that our company is Houston based," he says. "We should not be just ground zero of disasters. We have to also be ground zero for solutions as well. I believe Houston should be the hub for resilience tech innovation as it is for energy transition.

"I think energy transition, climatetech, energy tech, and disaster tech go hand in hand," Mostafavi continues. "I feel that we are in the right place."

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