Finding, hiring and retaining millennials remains an important issue in the PHCP-PVF industry and a key initiative of ASA.  Many companies still struggle just to find qualified candidates. Once they find and hire someone, they run into the issue of keeping them. So how does one find potential employees, hire and retain them?

Over the past several years, ASA has focused on developing resources for its members and connecting them with the next generation of the workforce. Between the resources that ASA University and ASA Careers already offer and the continued development and enhancement of these tools, there are several opportunities available for members to analyze and improve their own recruitment and retention strategies.

Recruiting new employees seems to be one of the most difficult tasks for our industry.  Where do I look? How do I get a 23-year old excited about our industry? Posting to an online job board seems to get the most reach and views, but it’s really difficult to sell someone on building a career in the industry through that medium. Going out to a career fair at a local high school or college is usually casting a smaller net, but it can be a lot more valuable. At a career fair, you have the opportunity to speak one-on-one with job seekers, find out what they’re looking for, what appeals to them and their expectations. Now, the goal is to influence as many people as you can to want to work for your company and the industry. But in order to do that, you need to show them that it’s much more than just a job, it’s a career.

As for employee retention, this actually comes before you even start recruiting. You need to have a plan in place for these potential new hires. Do you have a new employee onboarding program? Do you have an internship program? This generation is afraid to be pigeon-holed like a lot of the generation before them, so what does an employee’s situation look like in a year, three years and five years down the road? How can you show them it’s a career if they can’t see a potential future? This younger generation wants to be challenged and they want their employers to invest in their growth. Having a plan in place helps them understand where they are and what they need to accomplish to advance their career.

ASA continues to develop and expand its recruiting and retention resources. We strongly recommend that you analyze your own recruitment and retention strategies to see where you can improve. Don’t wait for an invitation, get out there and find the next generation of talented employees!

ASA’s employee recruitment and retention resources can be accessed at: and