6 tips for retention in a tough job market from this Houston expert

Guest Column

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Photo via Getty Images

If you are searching for new talent, you realize the job market is tight. Finding the right person to fill the role takes a lot of hard work, and you use a lot of resources to properly onboard them. The real challenge is retaining these new employees and converting them into long-term assets for the organization. When you take a strategic approach to hiring, onboarding and employee management, job seekers become job keepers.

Master onboarding

First impressions are lasting impressions. Many companies put their best foot forward during the hiring process but can fall short after the candidate accepts the offer. Developing a well-structured onboarding process sets a positive tone for the employee experience. Your onboarding process should introduce the new employee to the company culture, team members and job responsibilities. Consider having a mentorship program matching new employees with company ambassadors who can help show them the ropes throughout their first three to six months. A structure surrounding the onboarding process eases the candidate-to-employee transition and helps them feel welcomed into the organization.

Explore career paths

Growth opportunities are an attractive benefit for many job seekers. Establishing a system for advancement and communicating how employees can use learning and development opportunities to meet their career goals can draw people to your organization and encourage them to stay. However, it's the open conversations between managers and employees, the regular performance reviews and the training opportunities that truly empower them to explore and shape their career pathways.

Provide competitive compensation and benefits

A competitive salary and benefits are great retention tools, providing a sense of security for both the employer and the employee. While not all small businesses and startups can compete head-to-head with larger corporations’ packages, it is important to analyze compensation and benefits competitively and determine how you can position your business as a more attractive option. Small businesses and startups offer a more hands-on experience for the employee; they have direct access to leadership and the potential to have a hand in major business decisions. These opportunities to learn and make changes are a great retention tool.

Support work-life balance

Retaining employees is highly dependent on supporting a healthy work-life balance. Small businesses are often more flexible and can provide more attractive flexible work arrangements, allowing employees to better manage their life and work obligations. Paid time off is an attractive benefit, but people stay when they feel like they can take it without feeling guilty. Offering benefits that support the employee at home and work, including wellness initiatives, demonstrates the company values their well-being.

Encourage open communication

Open communication and transparency within the workplace are powerful retention elements. A positive workplace culture is created when leaders and managers regularly communicate with employees. Employees who feel heard and valued are more likely to stay with your organization. Establishing open-door policies, conducting regular feedback sessions and conducting employee surveys can help address any concerns quickly and strengthen a supportive culture.

Give recognition

A recognition and awards program highlighting employee contributions through praise and incentives can positively impact retention. Appreciation for a job well done strengthens employees’ commitment to an organization and increases engagement. Communicating the parameters of the recognition programs allows employees to strive toward these goals and take pride in the awards they receive.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Investing in your retention efforts strengthens your team, increases employee tenure, and reduces recruiting and onboarding costs. With an engaged and talented workforce on staff, your business is primed to grow successfully.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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With a transparent approach to hiring and candidate development, you will keep the employer brand intact and maintain recruiting power. Photo via Getty Images

Houston expert: How to avoid 'ghost hiring' while attracting top talent

guest column

One of the latest HR terms grabbing attention today is “ghost hiring.” This is a practice where businesses post positions online, even interviewing candidates, with no intention to fill them. In fact, the role may already have been filled or it may not exist.

Usually, an applicant applies for the job, yet never hears back. However, they may be contacted by the recruiter, only to learn the offer is revoked or a recruiter ghosts them after a first-round interview.

Applicants who are scouring job sites for the ideal position can become discouraged by ghost hiring. Employers do not usually have any ill intentions of posting ghost jobs and talking with candidates. Employers may have innocently forgotten to take down the listing after filling the position.

Some employers may leave positions up to expand their talent pool. While others who are open to hiring new employees, even if they do not match the role, may practice ghost hiring when they want a pool of applicants to quickly pull from when the need arises. Finally, some employers post job roles to make it look like the company is experiencing growth.

When employers participate in ghost hiring practices, job candidates can become frustrated, hurting the employer brand and, thus, future recruiting efforts. Even with the tight labor market and employee turnover, it is best not to have an evergreen posting if there is no intention to hire respondents.

There are several ways employers can engage candidates and, likewise, build a talent pool without misleading job seekers.

Network

A recruiter at their core is a professional networker. This is a skill that many have honed through the years, and it continues to evolve through social media channels. While many recruiters lean on social media, you should not discount meeting people face-to-face. There is power in promoting your organization at professional meetings, alumni groups and civic organizations. Through these avenues, many potential candidates will elect for you to keep them in mind for future opportunities.

Employee Referrals

When recruiters want to deepen their talent pool, they cannot discount the employee referral. Simply letting employees know and clearly stating the exploratory nature of the conversation can lead to stellar results. Employees understand the organization, its culture and expectations, so they are more likely to refer the company to someone who would be a good fit and reflect highly on them.

Alternative Candidates

In recent years, organizations and recruiters are more dialed into skills-first recruiting practices. Creating job postings that emphasize the skill sets needed rather than the years of experience, specific college degree or previous job titles, can yield a crop of candidates who may be more agile and innovative than others. Fostering relationships with people who fit unique skills needed within the organization can help you develop a deeper bench of candidates.

Contingent Workforce

Part-time workers, freelancers, and independent contractors are a great way to build connections and the talent pool. These workers and their skills are known entities, plus they know the organization, which makes them valuable candidates for open roles. If their expertise is needed on a regular basis, it is easier to have open conversations about a potential expansion of their duties or offer full-time work.

Internal Talent

Human resources and recruiters need to work with managers and leadership to intimately know what kind of talent lies within their own organization. Current employees may have the strengths, skills, and capabilities to fill new positions or roles. Through conversations with employees and their managers, you can identify who can flex different skills, but even more importantly, the ambition to grow within the company.

In every instance, it is crucial for recruiters and hiring managers to be transparent in their intentions. Communicating within your network that you are always looking for great talent to fill future roles sets the tone. When communicating with candidates, whether there is a pressing job opportunity or not, be clear from the onset regarding your intentions for hire. With a transparent approach to hiring and candidate development, you will keep the employer brand intact and maintain recruiting power.

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Jaune Little is a director of recruiting services with Insperity.

Remote workers became a necessity in the pandemic — now it's becoming the norm. Here's how to navigate the remote hiring process. Photo by Edmond Dantès via Pexels

Houston expert: 4 questions to ask when hiring employees in other states

Guest column

A larger share of employees has found themselves working from home, or at least working remote, than ever before and many continue to do so permanently. As employers actively take steps to ensure a strong showing throughout the economic recovery, the nature of remote work has allowed employers to cast their nets far and wide in search of top-notch talent. Remote work also opened up the option for some existing employees to seize the opportunity to move to their dream locale.

Due to the nature of employment law in the U.S., remote workers spread out in varying states pose a challenge to employers – and most business owners are simply not prepared. However, by asking the right questions, employers can ensure that they are in line with cross-border rules when it comes to the challenges of having employees based in other states.

What are the payroll requirements?

When it comes to hiring remote employees in other states, it is most important to confirm that they will be properly paid. A record of compliance with state-specific payroll laws is critical in the event of a Department of Labor audit. Examples include local and state minimum wage and pay frequency requirements. Other relevant details range from overtime calculations to payroll deductions. If working with a payroll provider, employers should verify that they are set up to pay out-of-state employees.

What are the state-specific labor laws and regulations?

Another caveat of out-of-state remote employees is the requirement of local- and state-specific labor laws and regulations. Regardless of where a company is headquartered, employers are required to abide by regulations in a number of categories. A few employment regulations that may vary by location include leave – both paid and unpaid – as well as employment benefits, workers' compensation and breaks provided.

How to keep up with regulatory changes?

State-by-state employment regulations are frequently changing, and employers can be especially challenged to maintain compliance with each state's evolving labor laws. Before making a remote workforce a more permanent solution, business owners should decide between assuming the responsibility of regulatory compliance through their own research and system or delegating the role to an external partner such as an employment attorney or professional employer organization.

How to ensure the success of remote employees?

Of course, the undertaking of properly hiring remote employees in other states is only worth it if employers take steps to ensure their success. Company culture is critical to onboarding and retaining remote employees. Business owners should look beyond bookkeeping to support new hires who may be miles away from the company headquarters. Gestures such as branded swag bags and personalized video messages from teammates can make remote employees feel welcomed from afar. Virtual mentorship programs also are valuable in the development of virtual team members.

As employers further consider leveraging the remote workforce or the emerging hybrid workplace model, minimizing regulatory headaches at the onset can potentially save time and money should issues arise. By asking about payroll requirements, maintaining compliance with local and state employment regulations and preparing to preserve compliance in the future, business owners can confidently tap into the growing remote workforce with ease.

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Jill Chapman is a senior performance consultant with Insperity, a leading provider of human resources and business performance solutions.

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5 female-founded Houston startups shine as Innovation Awards finalists

meet the finalists

Houston is home to many standout female founders, making inroads and breakthroughs in every industry.

As part of the 2026 Houston Innovation Awards, our Female-founded Business category honors women-led startups that are shaping Houston innovation.

Five female-founded businesses have been named finalists for the 2026 award. This year's finalists, selected by our esteemed panel of judges, range from an AI startup for C-Suite execs to a company developing semi-autonomous crawler robots for corrosion detection.

Read more about these innovative startups and the visionary female founders behind them below. The 2026 winners will be announced on InnovationMap.com in mid-November.

Adair

Artificial intelligence startup Adair uses computational linguistics and behavioral economics to measure, model and quantify the impact of spoken and written language on firm valuation and stock prices. The company works with C-Suite executives of public companies on high-stakes communications before they go live.

The company was founded last year by CEO Kathleen Perley, CPO Alex Duong and CTO Anthony Grivet. It raised $5.6 million earlier this year, according to its application.

ARIX Technologies

Energytech startup ARIX Technologies has developed a semiautonomous VENUS crawler robot to detect corrosion under insulation before it becomes a failure. The robots climb insulated piping in refineries, chemical plants and energy facilities to capture inspection data without removing insulation or building scaffolding. ARIX's inspection portal then turns information from the inspection into data a company can act on.

ARIX was founded in 2017 by Dianna Liu, who serves as director, and Head of Product Petter Wehlin. Craig Malloy serves as CEO. The company has raised more than $22 million in seed funding and a Series A round, according to its application.

Bairitone Health

Healthtech startup Bairitone Health is bringing anatomy imaging for sleep apnea to the home environment. The company's platform maps users' anatomy during natural sleep using a facial patch to determine the root cause of airway obstruction. It then offers effective therapies for each patient.

The company was founded in 2022 in the Texas Medical Center's Biodesign program by CEO Meagan Pitcher, CTO Onur Kilic and chief medical officer Britt Cross. It was a member of Activate Houston's inaugural cohort and has participated in numerous accelerators and incubators. The company raised an oversubscribed seed round for $2.4 million earlier this year and received Breakthrough Device Designation from the Food and Drug Administration in April.

FlowCellutions

Energytech startup FlowCellutions is developing a chemistry-agnostic diagnostics platform for flow and metal-air batteries supporting data centers and critical infrastructure. The platform is designed to help reduce operating costs, prevent failures and costly downtime, and extend battery lifetime from approximately seven years to more than 30 years. It has deployed four paid pilots and plans to take insights from the programs to develop its next-gen sensor platform technology.

CEO Becca Segel founded the company in 2022. It is a member of Greentown Labs, and Segel was a 2025 Activate Fellow. The company has raised over $2 million in non-dilutive funding and received a $1.5 million NSF SBIR Fast-Track award earlier this year.

ParaDocs Health

Healthtech startup ParaDocs Health is developing a clinical intelligence platform that helps doctors and care teams streamline administrative tasks and make better use of patient records. Its technology organizes fragmented clinical data into actionable insights, helping care teams identify gaps in care, assess patient risks and simplify documentation and reimbursement.

ParaDocs was founded in 2022 by CEO Dr. Dhini Nasution and CTO Dr. Omar Mohtar. The company participated in the TMCi Biodesign Program and raised a preseed round last year, according to its application.

Rice University launches AI initiative, plans to hire 75 faculty

ai expansion

Houston’s Rice University announced a university-wide artificial intelligence initiative this week that includes hiring 75 new AI-focused faculty. It also shared new details about its planned state-of-the-art facility, The Arc.

Fresh off the announcement of Rice’s new Master of Artificial Intelligence (MAI) coming next fall, the university shared that it plans to expand its AI-related courses and be a “global leader in advanced computing and responsible AI.”

Rice reports that it has already hired 35 faculty members to deepen expertise across schools and departments regarding AI, and plans to recruit 40 more across disciplines including engineering, computing, health, energy, environmental resilience, business, humanities and the arts.

Rice's schools and departments have identified the four cluster areas to guide its hiring:

  • Foundational AI
  • AI for Health
  • AI for Energy, the Environment and Resiliency
  • Responsible AI: Society and Ethics

“Hiring exceptional faculty is essential, but it is only one part of the equation,” Amy Dittmar, Rice’s Howard R. Hughes Provost and executive vice president for academic affairs, said in a news release. “We are building the people, places and partnerships needed to advance AI from foundational discovery to societal impact.”

Another major component of the effort is the planned 200,000-square-foot facility, The Arc, which Rice announced will break ground this fall. Rice will occupy nearly 80,000 square feet of office and laboratory space dedicated to topics including AI, data science, robotics, computational engineering and energy. The university previously announced that The Arc would be completed in Q1 2028.

The Arc will also house the AI Foundry, which is being developed as a collaborative space for industry partners, scientists and students.

“As Rice grows, we are being intentional about where we invest and how we build,” Rice President Reginald DesRoches added in the release. “By bringing together exceptional faculty, a strong interdisciplinary research community, world-class facilities and Houston’s extraordinary innovation ecosystem, Rice has an opportunity not simply to participate in the AI revolution but to help define its future.”

5 minority-founded startups shaping the future of Houston innovation

meet the finalists

Houston’s startup ecosystem reflects the diversity of the city itself.

As part of the 2026 Houston Innovation Awards, our Minority-founded Businesses category will honor an innovative Houston startup founded or co-founded by BIPOC or LGBTQ+ representation.

Five minority-founded businesses have been named finalists for the 2026 award. The finalists, selected by our esteemed panel of judges, range from an AI edtech startup to a company operating in the floating offshore energy infrastructure sector.

Read more about these innovative businesses, their initiatives, and their inspirational founders below. The 2026 winners will be announced on InnovationMap.com in mid-November.

AI Made Fun

Edtech startup AI Made Fun is working to close the gap in AI education by teaching K-12 students how to understand and responsibly use artificial intelligence. The company has developed a comprehensive AI literacy curriculum with 60 modules, animated videos, interactive activities, teacher guides and family resources. Its curriculum covers how AI works, misinformation, algorithmic bias, data privacy, online safety and academic integrity.

AI Made Fun was founded in 2025 by Devshree Golecha. It launched in classrooms this school year with five licensed schools serving more than 800 students. The company is pursuing partnerships with Houston-area school districts, including Houston ISD and Alief ISD, and has pledged free and subsidized access for underserved communities.

Deep Anchor Solutions

Offshore energy consulting and design company Deep Anchor Solutions wants to help scale floating offshore energy infrastructure by removing anchoring as a barrier. Its deeply embedded ring anchor (DERA) technology can be installed quietly without heavy-lift vessels, reducing anchor-related costs by up to 75 percent and lifecycle CO2 emissions by up to 80 percent.

The company was founded in 2023 by CEO Junho Lee and technical advisor Charles Aubeny. Lee earned his Ph.D. in geotechnical engineering from Texas A&M University, where Aubeny is a professor of civil and environmental engineering. The company has participated in numerous accelerators and incubators, including Greentown Labs, MassChallenge, EnergyTechNexus LiftOff and others. Lee was an Activate 2025 fellow.

HEXAspec

Rice University spinout HEXASpec is working to improve the sustainability and thermal conductivity of semiconductor chips. The company has developed breakthrough inorganic fillers that allow graphic processing units (GPUs) to use less water and electricity and generate less heat.

HEXASpec was founded in 2025 by CEO Tianshu Zhai, CTO Jing Zhang and chief product officer Chen-Yang Lin. It has raised $800,000 in pre-seed funding and another $1.5 million in non-dilutive grants, according to the company's application. The startup won the Liu Idea Lab for Innovation and Entrepreneurship's H. Albert Napier Rice Launch Challenge in 2024 and the 2025 Energy Venture Day and Pitch Competition during CERAWeek in the TEX-E student track in 2025. It was awarded a $500,000 National Science Foundation Partnership for Innovation grant last summer.

Prana Surgical

Health tech company Prana Surgical is developing a minimally invasive surgical platform for small, hard-to-reach lung nodules that may be cancerous. The company's Prana System cleared U.S. Food and Drug Administration (FDA) approval earlier this year.

Prana Surgical was originally founded as Prana Thoracic in 2022. It has participated in numerous accelerators, including the Texas Medical Center Innovation Accelerator in 2023 and the IGNITE Health accelerator in 2022. It raised $6 million in Series A funding rounds in 2023 and 2024 , with a Series B currently ongoing. The company said in its application that it is currently moving into the next stage of clinical validation and revenue generation in the U.S., in addition to preparing its manufacturing and commercial infrastructure for broader use.

Torres Orbital Mining Inc.

Space tech company Torres Orbital Mining is developing autonomous excavation and material preprocessing systems to move and process granular materials while reducing workers’ exposure to hazardous dust. The company is initially commercializing its technology for Earth-bound applications—including silica sand, recycled glass and mine tailings—though the technology is also designed to support future lunar mining operations. The company aims to accelerate a permanent and ethical human presence on the Moon.

CEO Luis Torres founded Torres Orbital Mining in 2025. The company is a member of Greentown Labs and has participated in accelerators like the ESRIC Space Resources Startup Program and Capital Factory All Access Fund. The company received a six-month, $225,000 SBIR Phase I contract from NASA in August.

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