Employee turnover is a big issue facing many of today’s organizations, making employee retention and motivation an ongoing challenge. Yet this is an issue which can be controlled by hiring the right people for the job and by being creative in the way you manage, train and reward your people.

It is estimated that organizations spend somewhere between $4,000 and $40,000 in recruiting and replacing an employee. This is quite a large range and probably exists because many employers have come to accept turnover as a normal business practice. It is true turnover will occur in any given situation, but those organizations taking the issue seriously and investing in their people are more likely to thrive in an environment soon to be short on skilled and experienced workers.

Given these circumstances, where do you start in recruiting and retaining the best and brightest stars? Below are a few strategies to help in that quest:

- Get it right the first time. Hire the right person for the right job. Good managers identify, hire and keep talent. Use tools to aid in identifying those characteristics which are desired for certain jobs. “Identifying accurate job characteristics may seem like a daunting task, but it is actually quite straight-forward when you have the right tools at your disposal,” explains Jim Sirbasku, CEO of Profiles International. It is important to look at recruiting and identifying the right person for the job as more than just a function of human resources, but as an opportunity for future success.

- Money is not the only thing. Money is just one component of employment value. In addition, businesses can offer a great workplace, life balance, quality leadership, career development and work flexibility. Benefits can add to the employment value and range from a great financial package to employee appreciation and recognition programs.

- Create a caring work environment. Salaries may keep people on the job, but it will not motivate them to produce. A genuine, warm and caring workplace impacts staff directly and adds quality to products and services. The philosophy behind this is simple: give and you will get back tenfold. How employees and applicants are treated indicates an organization’s passion for the business they are in.

- Promote from within. Giving employees an opportunity to advance perpetuates company culture and creates a sustainable advantage. “Knowing your employees’ strengths, weaknesses and what makes them productive gives employers a distinct advantage in retaining and eveloping their workers,” says Bud Haney, Profiles International President. Treat employees with dignity, nurture those who want to move ahead and create a climate in which they can excel.

- Build your reputation. Everyone wants to believe in something and feel a part of something important. Employees and applicants are no different. They gravitate toward and align themselves with those organizations wielding strong reputations. Given this, due process should be paid to an organization’s reputation, brand and image within the marketplace.

Planning effective strategies is a key component in attracting and retaining good workers. However, it is important to create plans that are easily understood by employees and communicate the advantages of what exactly they will be receiving.

It has been well documented that our workforce will be facing severe shortages in the near future. In fact, the U.S. Census Bureau indicates this issue will be a serious deficit by the year 2010. Because of this impending issue it will become almost imperative that organizations plan recruiting and retention strategies now. According to Gregory P. Smith, international business consultant and author, “High turnover organizations spend disproportionate amounts of resources on recruiting and replacing their workforce, while smart organizations [plan for and] invest in retention.”

In the end, remember to plan — plan to survive the future and plan to succeed!