What separates companies that are succeeding in recruitment from ones that aren’t?

What separates companies that are succeeding in recruitment from ones that aren’t?

Answers from the LPG Editorial Advisory Board:

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“It is a highly competitive market out there today. Companies that succeed spend time and resources recruiting the next generation of workers, working with the trade schools and even the high schools. The businesses that keep these young, hard-working employees offer a lot more perks and pay than we did one or two generations ago, too. Times have changed!”

– Leslie Anderson, president and CEO, Propane Gas Association of New England, Portland, Maine

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“Great people want to work with others who are great people. It starts with the culture you expect and create. My best recruiters are the people who already work here, telling others about our workplace environment. When we have an opening, our people often come to me with a recommendation.”

– Dan Richardson, president and CEO, Conger LP Gas, Tifton, Georgia

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“Success in recruitment often comes down to one crucial factor: authenticity. Companies that thrive attract talent by presenting a genuine culture and values, fostering an environment where candidates feel valued and aligned with the organization’s mission.”

– Christina Armentano, executive vice president and COO, Paraco Gas, Rye Brook, New York

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“Companies that succeed in recruitment know what they stand for. A company with a clear mission, true vision and commitment to its employees’ well-being stands out from the crowd.”

– Michelle Bimson Maggi, vice president, corporate affairs, Ferrellgas, Liberty, Missouri

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“The companies that are succeeding in recruiting know exactly what they’re looking for. They have a very clear picture of who they want to hire; their personality, commitment and background.”

– Dustin Delay, vice president, Cost Management Solutions, Houston, Texas

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“The easy answer is you pay them, but many times, there’s a lot more to it than that. Sometimes the most important things are the people, the culture, family atmosphere, ability to advance, and to learn and grow. You know, a home.”

– Mike Walters, vice president, safety and fleet, Superior Energy Systems, Columbia Station, Ohio

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“Companies succeeding in recruitment have built a strong reputation, not just for a great culture, but for prioritizing safety, maintaining a reliable fleet and demonstrating real care for their people and equipment.”

– Dennis Halverson, propane product manager, Christensen Inc., Richland, Washington

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“Having a successful employee retention program sets a pattern for the successful recruitment of new employees, especially for those seeking a long-term career. It goes beyond having competitive wages and benefits, to having training programs, opportunities for advancement, placing a high value on working with the public and pointing out the bright future of the propane industry.”

– Tom Jaenicke, propane specialist, ATomiK Creative Solutions, Charlevoix, Michigan

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