Employee turnover is one of the most expensive challenges a business can face—and much of it is preventable. On July 16, I joined Xavier Labrecque for a live Ask Me Anything session hosted by ICTC-CTIC. We spoke with Alberta business leaders about how to build stronger teams by rethinking how they hire.
One message stood out: long-term retention starts long before someone’s first day.
Hiring With Retention in Mind
Hiring is often treated as a one-time task. But the most successful companies take a different approach: they think long-term. That means asking not just “Can they do the job?” but also “Will they thrive here a year from now?”
When you hire with retention in mind, you’re looking for more than just experience. You’re looking for alignment—values, goals, and fit with the team. Clear job descriptions also helps set expectations early, increasing the odds of a successful long-term match.
Full Lifecycle Thinking
Every stage of the employee experience matters. From onboarding and development to performance reviews and exit interviews, the details make a difference. During the session, we talked about how small steps—like a clear onboarding process or timely recognition—can have a big impact on engagement.
Teams that get these basics right tend to see better collaboration and higher retention.
A thoughtful, structured hiring process supports each stage of the employee journey, improving retention from day one.
Alberta’s Talent Landscape
Alberta businesses, especially in energy and tech, face unique hiring challenges. Competition is tight, and demand for top talent is high. That’s why it’s important to be proactive.
Many of the session participants shared how industry changes and skill shortages have forced them to adjust how they recruit and retain people. These aren’t just HR issues—they’re decisions that affect the whole business.
Your Questions, Answered
Some of the best parts of the session came from the questions asked.
We talked about:
- How to spot candidates likely to stay long-term (Hint: starts with avoiding Common Interview Pitfalls.)
- What matters more—salary or culture?
- How small businesses can stand out when competing with bigger companies
The takeaway? Hiring and retention aren’t two separate conversations. They need to work together.
Key Takeaways
- Thinking ahead during hiring helps reduce turnover down the line.
- Hiring and retention go hand-in-hand.
- Alberta businesses can benefit from targeted support like the DWCA program.
If you’re ready to improve your hiring process and keep great people longer, let’s talk about how we can help—and how the DWCA program can support your team.