The Edge for July 2025
To build a workplace where top talent thrives — and stays — employers need to go beyond job ads and interviews. That means supporting new hires from the moment they walk in the door, offering benefits that promote real work-life balance, giving employees a voice, and celebrating their success stories. We asked New Jersey Chamber of Commerce members to share their best practices for hiring and retaining talent in 2025. Read article below.
Help New Employees Get into Their Comfort Zones
Employers put out job descriptions and go through the interview process, but employers often don’t think about onboarding. How do we make sure that when employees come in, they feel comfortable and they feel supported over the course of the first 30, 60, 90 days and beyond? Who's checking in with them? You need someone in charge of that. It doesn't have to be the boss. Hiring is about more than just getting a position filled. Employers need to think about how they want people to feel at work. How do they want them to experience the company so that they stay for the long-term.
– Christina Broderick-Royes, CEO & Founder, Intention Elevation
Offer Soft Benefits that Support Work-Life Balance
Salary is important to everyone but a lot of job seekers these days are looking for intangibles. Work-life balance is a big priority. Candidates want more autonomy, such as remote work opportunities and flexible work schedules. The soft benefits help attract talent, and equally important, they help retain talent. When hiring, employers should also be mindful of pay transparency. Be clear with a candidate on what the salary range is for a position. People want to know that they are being paid and treated fairly. When salary is an open book, it assures pay equity, and it goes a long way in creating a strong relationship.
– Lindsay Dischley, Practice Group Leader, CSG Law Employment Law Group
Write a Compelling Job Description
When posting a job opening, write a compelling job description. Write something that's going to get somebody excited about coming to work for your company. But job ads don’t always work. That’s why it’s important to cast a wide net. Partner with schools, local colleges, universities and trade schools. Make real connections with people who work within these places. They can help send good candidates your way. Posting employee success stories on social media channels is another great way to build your company’s image so it’s seen as the kind of place where people want to work.
– Nick Malefyt, President, Master Search Solutions
Give Employees a Voice
Make sure that your employees’ voices are heard. That can happen through one-on-one conversations, employee surveys or listening sessions. The feedback is valuable to management, and it makes employees feel connected to the organization. Also, when hiring people, it is critical to understand what is important to the candidates. Then, describe your company in a way that they can visualize themselves in your organization.
– Lisa Johanning, SVP Director, Talent Management, Fulton Bank
