Attracting and retaining frontline/entry level workers

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January 04, 2026

by a searcher in Denver, CO, USA

I’m looking at a number of businesses that rely heavily on frontline workers (in entry-level positions), and for which attracting and retaining people seems to be the limit to growth. Curious how others in industries with similar dynamics have had success in recruiting and retaining folks. Would be interested to hear what has (or hasn’t!) worked. Thinking of things like ensuring market-competitive comp, improving culture, offering benefits folks actually care about, building strong recruiting pipelines (e.g., local schools, ‘second-chance’ programs…), hiring a full-time recruiter, etc…
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Reply by a searcher
from University of California, Los Angeles in Los Angeles, CA, USA
Offer good healthcare(low premium), 401K match, and competitive (but not above market) pay. Make reasonable policies, and be consistent in application. Give people a chance (whether fresh to market or someone who's been out of work). But, most importantly, set up a performance sharing program where people can actually make a significant boost to their pay by working as a team. I saw the before and after at an employer where the performance sharing program got nerfed... the effort before the change was way better.
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Reply by a searcher
from The University of New Mexico in Scottsdale, AZ, USA
It's not easy, but it's very simple. You have to give good employees a compelling reason to want to stay/join. Demonstrate an authentic desire for their success and your willingness and ability to create significant opportunities for them. Show them you care and make sure they are still having fun, or start having fun. Once an easily replaced job stops being fun and rewarding, it's an easy decision to just get out of it. Do exactly what you say you'll do, exactly when you say you'll do it. Oh, and ask them what they like the best and what they don't like. Make sure you create an environment where they are able to be open with you too. Again not easy, but usually they'll tell you what they hate and what they love about the job if they trust you.
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