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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Being prepared: Has the Texas grid been adequately winterized?

Being Prepared

Houstonians may feel anxious as the city and state experience freezing temperatures this winter. Every year since 2021’s Winter Storm Uri, Texans wonder whether the grid will keep them safe in the face of another. The record-breaking cold temperatures of Uri exposed a crucial vulnerability in the state’s power and water infrastructure.

According to ERCOT’s 6-day supply and demand forecast from January 3, 2025, it expected plenty of generation capacity to meet the needs of Texans during the most recent period of colder weather. So why did the grid fail so spectacularly in 2021?

Demand for electricity surged as millions of people tried to heat their homes.
ERCOT was simply not prepared despite previous winter storms of similar intensity to offer lessons in similarities.
The state was highly dependent on un-winterized natural gas power plants for electricity.
The Texas grid is isolated from other states.
Failures of communication and coordination between ERCOT, state officials, utility companies, gas suppliers, electricity providers, and power plants contributed to the devastating outages.

The domino effect resulted in power outages for millions of Texans, the deaths of hundreds of Texans, billions of dollars in damages, with some households going nearly a week without heat, power, and water. This catastrophe highlighted the need for swift and sweeping upgrades and protections against future extreme weather events.

Texas State Legislature Responds

Texas lawmakers proactively introduced and passed legislation aimed at upgrading the state’s power infrastructure and preventing repeated failures within weeks of the storm. Senate Bill 3 (SB3) measures included:

Requirements to weatherize gas supply chain and pipeline facilities that sell electric energy within ERCOT.
The ability to impose penalties of up to $1 million for violation of these requirements.
Requirement for ERCOT to procure new power sources to ensure grid reliability during extreme heat and extreme cold.
Designation of specific natural gas facilities that are critical for power delivery during energy emergencies.
Development of an alert system that is to be activated when supply may not be able to meet demand.
Requirement for the Public Utility Commission of Texas, or PUCT, to establish an emergency wholesale electricity pricing program.

Texas Weatherization by Natural Gas Plants

In a Railroad Commission of Texas document published May 2024 and geared to gas supply chain and pipeline facilities, dozens of solutions were outlined with weatherization best practices and approaches in an effort to prevent another climate-affected crisis from severe winter weather.

Some solutions included:

Installation of insulation on critical components of a facility.
Construction of permanent or temporary windbreaks, housing, or barriers around critical equipment to reduce the impact of windchill.
Guidelines for the removal of ice and snow from critical equipment.
Instructions for the use of temporary heat systems on localized freezing problems like heating blankets, catalytic heaters, or fuel line heaters.

According to Daniel Cohan, professor of environmental engineering at Rice University, power plants across Texas have installed hundreds of millions of dollars worth of weatherization upgrades to their facilities. In ERCOT’s January 2022 winterization report, it stated that 321 out of 324 electricity generation units and transmission facilities fully passed the new regulations.

Is the Texas Grid Adequately Winterized?

Utilities, power generators, ERCOT, and the PUCT have all made changes to their operations and facilities since 2021 to be better prepared for extreme winter weather. Are these changes enough? Has the Texas grid officially been winterized?

This season, as winter weather tests Texans, residents may potentially experience localized outages. When tree branches cannot support the weight of the ice, they can snap and knock out power lines to neighborhoods across the state. In the instance of a downed power line, we must rely on regional utilities to act quickly to restore power.

The specific legislation enacted by the Texas state government in response to the 2021 disaster addressed to the relevant parties ensures that they have done their part to winterize the Texas grid.

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Sam Luna is director at BKV Energy, where he oversees brand and go-to-market strategy, customer experience, marketing execution, and more.

3 Houston innovators to know right now

who's who

Editor's note: InnovationMap regularly introduces its readers to a handful of Houston innovators recently making headlines with news of innovative technology, investment activity, and more. Our first January batch includes three innovators across social impact, health care, and more.

Phillip Yates, CEO of Equiliberty

Phillip Yates joins the Houston Innovators Podcast to share why 2025 is the year of launch for Equiliberty. Photo courtesy of Equiliberty

For Phillip Yates, this year will be the year of launch. The attorney-turned-entrepreneur has been working on his fintech platform, Equiliberty, for years now, but come the first half of 2025, it's go time.

"We're going to release our technology in Q2 of this year, and we're looking to commercialize it by the end of this year," Yates says on the Houston Innovators Podcast.

The platform connects users with resources to build wealth. Yates, along with his co-founders, Rachel Howard and Cody Bailey, created the company with the mindset that people with lower financial means can take control of their own financial success — in a way that doesn't take away from anyone else. Continue reading.

Meagan Pitcher, co-founder and CEO of Bairitone Health

Meagan Pitcher, co-founder and CEO of Bairitone Health, joins the Houston Innovators Podcast. Photo courtesy of Bairitone

There's a slew of treatment options for people living with sleep apnea. But, the bigger problem, as Meagan Pitcher realized during her time at the Texas Medical Center's Biodesign program, is that there's no easy way to reliably diagnose and determine a treatment plan for patients.

"We saw all of the companies trying to solve the problem of making the airway collapse less or make the air way wider — it might be surgery, might be medication, or nerve stimulation," Pitcher says on the Houston Innovators Podcast. "One of the things we found was that it was really hard to match a patient with sleep apnea with a good treatment for them. One of the reasons is it's hard to get an understanding of where the individual's site of collapse is as sleep medicine is currently practiced."

As Pitcher went through the TMC Biodesign program, she teamed up with her co-founders — CTO Onur Kilicand and CMO Britt Cross — to find a solution, and together they developed Bairitone Health. The company's technology provides at-home medical imaging using sonar sensing. The non-invasive device has the potential to replace the current standard of care, which is a surgical procedure. Continue reading.

Moody Heard, CEO of BuildForce

Houston-based Buildforce is developing a technology to better connect contractors and the trade professionals they employ. Photo courtesy of Buildforce

Houston-based Buildforce announced it has acquired Ladder, which is a Y Combinator-backed, technology-enabled construction labor marketplace.

The acquisition is part of Buildforce’s expansion plans into the southeastern U.S. and during a time of increased demand for skilled construction talent. Buildforce will work to leverage the Ladder customer base of over 200 customers across six states, as well as its extensive electrician network of over 10,000 pre-screened electricians, which is the largest in the Southeast.

“There are two major problems plaguing the construction labor market,” Moody Heard, co-founder and CEO of Buildforce, says in a news release. “One, the project-based nature of construction work means tradesmen are constantly ‘working themselves out of a job’, meaning high employee turnover. And two, the industry is experiencing a secular decline in the supply of tradesmen relative to surging demand.” Continue reading.

Houston sportstech startup shoots, scores in Pharrell Williams competition

on the rebound

Anyone who's witnessed even just a minute of basketball knows how important accuracy is in sinking shots on the court. One Houston startup has developed a device to help practice make perfect in a game.

GRIND’s portable basketball shooting machine, the first of its kind, was created by founder and CEO Thomas Fields, former basketball phenom at Houston’s Reagan High School (now Heights High School).

“I remember being on varsity as a freshman and shooting thousands of shots every day trying to be the best,” says Fields. “My school bought a shooting machine, but they never let me use it. It was a game-changing piece of equipment, and I didn’t even have access because the gyms were always closed or closing.

“And another major problem was getting your rebounds, so we set out to make a portable basketball rebounding machine, so you could take it anywhere like home, the park, or the gym. It was also important to make it affordable, too.”

The GRIND shooting machine is available online. Photo via grindbasketball.com

At just 110 pounds, the GRIND shooting machine is 54 percent lighter than other home shooting machines, has a 12-foot net, and needs just 90 seconds to set up or take down.

“Our portable shooting machine has been on the market for about three, four years now,” says Fields. “So now it's time to kind of accelerate the growth, and that’s pretty exciting. We really have our sights on NBA Africa for a partnership there. Another one is Adidas; we are collaborating with them right now and they're also one of the sponsors of Black Hat Mission. And hopefully, we would like to land some NBA guys to invest and really get behind our sportstech company, but also make a significant impact in the community by getting kids into tech through sports.”

To that end, GRIND recently won second place in a competition from Black Ambition, an organization founded by Pharrell Williams. With the tagline, “Uninterrupted ambition. Unmatched impact,” the Black Ambition Prize celebrates underrepresented founders globally.

“When I initially heard of Black Ambition, I just kind of heard that Pharrell had started a venture fund aimed at uplifting black and brown entrepreneurs,” says Fields. “And when I read more about it, I realized that their mission perfectly aligned with GRIND. Our goal is to try to get kids into tech and STEM, but use sports as the conduit and the bridge to get them there.

“We applied for the million-dollar cash prize for first place, but took second place, which is a $250,000 investment in the company. So now that Pharrell and Black Ambition are behind us, we are going out and raising some more capital to hit that hyper stage that we're going into. We are launching our software next year and our hardware has really been growing.”

Fields pitched GRIND on Shark Tank in May of 2021, where he was offered a joint deal for $250,000 for 25 percent of the company from both Mark Cuban and Barbara Corcoran. While Fields agreed on the show, the finalized terms of the deal were not disclosed.

- YouTubeThomas Fields is seeking $250000 for a 5% stake of GRIND. From Season 12 Episode 23 Watch Now: ...

As a startup, GRIND, a consumer brand developing the world’s first smart ecosystem of sports equipment products, represents the continued uptick with sportstech innovation in Houston.

“We want to revolutionize the world of sports equipment by leveraging cutting edge technology by developing sports equipment that can seamlessly connect to software, enhancing athletic performance, and pushing athletes to achieve their peak potential,” Fields says.

As GRIND continues to push forward and expand its footprint, it’s also looking to expand its customer base.

“I think the target users are middle school and high school athletes,” says Fields. “These are the kids that are striving to be great athletes and striving to get into college. We also have colleges that have our product, as well. But mostly, the customer is the parents of those athletes. That's really who we're trying to get excited.

“And then, of course, there are the coaches and trainers. They own gyms; they own organizations and need equipment for their schools and universities. That's another target customer of ours for sure.”

Ultimately, GRIND will continue to build on Fields’ initial inspiration to design products and technologies with the athletes — especially hoopers — in mind.

“Our goal in the next few years is to really amp up the scholarships that we facilitate to funnel kids into STEM tech careers and pathways,” says Fields. “GRIND Day, which is a proclamation the City of Houston gave us for August 12 each year, is a day where we bring sports, tech, and culture all under one umbrella. Kids see us using 3D printers and lasers to cut the products that we make in our warehouse, which is in an underserved community, which hopefully makes them think it’s cool and want to get into technology.”

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