Thanks to the companies who participated in this project! GIE Media, Rodman Media, CCI Media, Watt Global Media, Architect's Newspaper, Farm Journal, Group C Media, KHL Media Group, FMA, Questex, Simplify
Compliance, and Informa.
Core Themes and Practices for Retention
1. Balancing Tradition with Innovation
Most companies still rely on traditional recruiting platforms like LinkedIn, Monster, and other dotcom hiring sites. However, many have acknowledged the declining effectiveness of generic platforms like LinkedIn and are increasingly turning to:
- Personality profiling tools (e.g., Culture Index) to better match candidates with
specific roles and tailor communication styles during interviews.
- Referral bonuses to leverage internal networks and incentivize employees to recommend quality candidates.
- Industry-specific outreach and job boards, helping attract candidates with
specialized knowledge.
2. Emphasis on Cultural Fit and Long-Term Success
A major theme across organizations is the desire to "hire right" rather than hire fast. While this may require a longer initial process, it is viewed as an investment that
reduces long-term risk. Common practices include:
- Structured, multi-step interview processes involving several team members and requiring consensus-based approval.
- Prioritization of cultural alignment over mere skillset
match to ensure smooth integration and minimize turnover.
- Clear internal criteria for evaluating candidates, often tailored by role or team dynamic.
3. Communication and Personalization in Hiring
- Recognizing that not everyone communicates or processes information the same way, some companies are making efforts to adapt communication styles based on personality insights. This helps create stronger alignment during the hiring process and better engagement post-hire.
- Interviewers are increasingly encouraged to tailor how they present information or ask questions.
- Personality profiles are being used not only to prioritize interviews but also to guide communication strategies.
4. Structured and Supportive Onboarding
Once a candidate is hired, companies are putting more structure into the onboarding process to ensure early success. These efforts often include:
- 90-day plans that provide a week-by-week breakdown of expectations.
- Scheduled introductory meetings with team members to build relationships quickly.
- Regular check-ins and performance reviews, including formal 90-day reviews and annual
evaluations tied to compensation planning.
5. Remote and Distributed Team Adaptability
With teams often spread across multiple states or working virtually, hiring and onboarding practices have evolved to fit a remote-first or hybrid reality. Key
adaptations include:
- Use of video conferencing for interviews where in-person meetings aren’t feasible.
- Prioritization of candidates in states with existing employee presence, facilitating smoother
integration.
- Conscious efforts to build a nurturing and trust-based remote culture, especially during the onboarding phase.
6. Central Role of Company Values
Across the board, companies emphasize that recruitment and hiring should reflect and reinforce core company values—such as collaboration, transparency, curiosity, and growth. These values are often shared publicly, highlighted in internal communications like town halls, and used as a filter for candidate selection.
Conclusion
These companies illustrate that successful retention is not about any single initiative, but a combination of strategic compensation, intentional culture-building, thoughtful communication, and meaningful career development. Each approach is tailored, but they all recognize that employees are the most valuable asset, and investing in them yields
long-term benefits in productivity, morale, and stability.
For the report on Training & Developing and the report on Recruiting, email ksimonsen@mediagrowth.com
