The Best Way to Stop Your Staff from Quitting

Making this simple change will help you hire better and keep your employees for longer

Written by Murad Hemmadi

It’s hard enough to find quality employees to fill the openings at your company. But what if you hook the perfect candidate, only to have them quit soon after because the job is nothing like you expected it to be?

Toronto-based startup SecureTheJob is trying to bridge the workplace information gap, by encouraging job-holders to divulge specific details about the tasks they perform and the skills they require in their current or former positions. And the service wants employers to pitch in too.

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The skills gap has led to a shortage of adequately-qualified candidates to meet hiring needs. You’ve probably waded through stacks of resumes from candidates who haven’t a hope of getting an interview, much less securing the job. Perhaps knowing what being an “Equity Sales Associate” or “Integration Professional” actually entails would encourage job-seekers to tailor their education or activities accordingly.

“People spend four times longer figuring out their next vacation than doing research on their next job,” says Jon Chow, founder of SecureTheJob. “Looking for a job is a full-time job in itself. Because there’s not enough information about jobs available, people wing it, and then you get dissatisfied employees and high turnover.”

Chow discussed his website and the state of the Canadian job market:

What is SecureTheJob and where did the idea come from?

Jon Chow: When I was an investment banker, I was involved in the recruitment process. I realized that people had resources like Glass Door to learn about salary and interview questions, but nowhere to learn about jobs and get career-specific advice. If you Google “career advice” you get millions of results and the typical “work hard,” “pursue your passion” suggestions—nothing actionable. It’s more career motivation than career advice.

Glass Door released a study recently that showed over 30% of new employees are dissatisfied with their job within six months, and the main causes are that they don’t have the resources to do the job properly, or the job wasn’t what they expected, or they don’t have the right guidance.

SecureTheJob is a collection of €˜aha’ moments where everyone who’s had a job and wished they knew something about that job before they started or something that would have helped them succeed can share those insights to help others.

Why would companies want to have this job-specific information out there?

The biggest reason is reducing employee turnover. There’s a huge amount of turnover driven by the fact that people aren’t getting the right advice and don’t have really clear pictures of jobs before they start them. We’re also trying to increase the amount of knowledge that new employees possess going into the job.

Information sharing like this improves the quality of your candidate pool. If candidates have the ability to learn what’s required and expected of them before they apply for a job, they have a chance to get those skills. So then when a company is actually hiring, candidates know more than a general job posting’s broad list of skills. SecureTheJob lets you know not “this job is client-facing” but “here are things I wish I had known when dealing with clients.”

Does the need for a platform like SecureTheJob reflect a skills gap?

The skills gap is a product of the evolution of jobs right now. Every job is a living, breathing organism that evolves every day. As technology gets integrated and as the business world changes, these jobs change. Your job, done 30 years ago, would have been completely different.

SecureTheJob keeps the descriptions and skill sets of jobs up-to-date and forward looking. Think of them as a wiki job description: we’ve aggregated five or six historical job postings for a job, and we allow our users to build on that. You don’t get the standard drag-and-drop job description you’d find on Workopolis. It’s nitty-gritty, to-the-point to show how the job evolves, and what skills are needed today instead of five years ago when a company initially wrote a particular job posting.


Do you think more job information will lead to lower turnover? How do you ensure your new recruits are happy in their positions? Let us know using the comments section below.

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