How to Find and Keep Talent in Longview

Finding the right employee is only half the challenge. Keeping good people, helping them grow, and giving them reasons to build a career with your company can have an even greater impact on long-term business performance.

For employers focused on employee retention in Longview, TX, the solution is rarely one benefit, one job posting, or one hiring campaign. Recruiting and retention are connected to compensation, workplace culture, training, career opportunities, management, flexibility, quality of life, and how well an employer understands the local workforce.

Longview businesses also have access to local resources that can help with recruitment, workforce data, hiring events, employee training, onboarding, accommodations, and talent attraction.

The Longview Chamber’s current H.E.A.R.T. strategy identifies Talent as one of its five major priorities and specifically focuses on bringing employers, agencies, government, educators, and other stakeholders together to help create a community where people choose to work and build their lives.

Use this guide to evaluate how your company attracts employees, improve the experience after they are hired, and build a workforce people want to stay part of.

Finding and Keeping Talent at a Glance

The right response depends on why employees are difficult to find or why they are leaving.

Before adding another recruiting website or employee perk, identify the actual problem.

1. Understand the Longview Labor Market

Longview employers recruit from more than the city limits.

The Longview Economic Development Corporation reports a regional labor-market pull of more than 300,000 workers across 12 counties, giving employers access to a broader East Texas workforce. Major employment sectors include healthcare and social services, retail, manufacturing, accommodation and food service, and education.

That creates opportunity, but it also means Longview businesses compete with employers throughout East Texas for many of the same workers.

A prospective employee may compare opportunities in:

• Longview
• Kilgore
• Marshall
• Tyler
• Gladewater
• Hallsville
• Other East Texas communities
• Remote employers outside the region

Your competition for talent is not necessarily the company across the street.

It is every realistic employment option available to the candidate.

2. Find Out Why Positions Are Hard to Fill

Before changing your recruiting strategy, determine what is preventing people from applying or accepting the position.

Ask:

• Is the wage competitive?
• Are the hours difficult for the available workforce?
• Is the job description too restrictive?
• Are we asking for experience that could be taught?
• Does the application take too long?
• Are applicants waiting too long to hear from us?
• Does the position require commuting at unusual hours?
• Are benefits clearly explained?
• Is the workplace reputation helping or hurting us?
• Is the position physically demanding?
• Is child care a potential barrier?
• Are qualified candidates available locally?
• Does the job require a credential with a limited talent pool?

Do not assume “nobody wants to work.”

That explanation prevents employers from identifying problems they may actually be able to solve.

A difficult schedule, below-market pay, a slow hiring process, limited advancement, or unnecessarily strict requirements can all reduce the applicant pool.

3. Use Local Wage and Labor-Market Data

Guessing what competitors pay can make recruiting unnecessarily difficult.

Workforce Solutions East Texas provides employers with local labor-market information, including assistance understanding prevailing wages and current workforce conditions. Its employer services are provided at no cost.

This information can help employers evaluate questions such as:

• Is our starting wage competitive?
• Is this occupation difficult to fill throughout the region?
• How large is the available labor pool?
• Are similar employers hiring?
• Which skills are in demand?
• Is the position likely to require training?

Compensation does not have to be the highest in the market to attract employees, but employers need to understand where they stand.

If your wage is lower than competing employers, you should be able to explain what makes the complete employment opportunity attractive.

4. Write Better Job Descriptions

A job description should help qualified people understand the opportunity.

Too many listings read like a list of everything an employer could possibly want.

Separate requirements into three groups.

Required

These are qualifications the person genuinely must have before starting.

Examples:

• Required professional license
• Commercial driver’s license
• Legal certification
• Specific safety credential
• Ability to perform essential physical functions
• Schedule availability that cannot be changed

Preferred

These would help, but the company can work without them.

Examples:

• Previous industry experience
• Familiarity with specific software
• Associate or bachelor’s degree
• Previous supervisory experience

Trainable

These are skills the company can realistically teach.

Examples:

• Internal software
• Company procedures
• Product knowledge
• Equipment specific to the workplace
• Internal documentation systems

If your listing treats every preference as a requirement, qualified people may decide not to apply.

5. Tell Candidates What They Actually Want to Know

An employer may be proud of its history, mission, and awards.

Candidates usually have more immediate questions.

They want to know:

• What will I do?
• What will I earn?
• What hours will I work?
• Where is the job?
• What benefits are offered?
• Will I be trained?
• Who will I report to?
• What does advancement look like?
• What is the work environment?
• How long will the hiring process take?

Address these questions clearly.

When possible, include the compensation range rather than forcing candidates to move through several interview stages before learning that the pay does not match their expectations.

Transparency saves time for both sides.

6. Expand Where You Recruit

Posting a position on one major job site may not reach everyone you need.

Consider a combination of:

• WorkInTexas.com
• Workforce Solutions East Texas
• Longview Chamber job postings
• Your company website
• LinkedIn
• Industry-specific job boards
• Employee referrals
• Local colleges
• Career and technical education programs
• Social media
• Professional organizations
• Hiring events
• Community networks

The Longview Chamber website currently includes member job postings, providing another channel for participating employers to share opportunities with the local business community.

The best recruiting channel will vary by position.

A manufacturing technician, registered nurse, accountant, restaurant manager, and software professional are unlikely to conduct identical job searches.

7. Work With Workforce Solutions East Texas

One of the most useful resources available to employers is Workforce Solutions East Texas.

Its Business Services team provides no-cost assistance to help employers recruit, hire, develop, train, and retain workers.

Employer services include:

• Job-posting assistance
• Candidate recruitment
• Labor-market information
• Hiring events
• On-the-job training
• Work-experience programs
• Training referrals
• Workforce grants and resources
• Retention assistance
• Vocational rehabilitation resources

Employers can contact the Business Services team at 1-844-ETWORKS.

Use WorkInTexas.com

Workforce Solutions can help employers list positions through WorkInTexas.com, Texas’s statewide workforce system.

A posting can connect with job seekers using Workforce Solutions services as well as members of the general public.

Participate in Hiring Events

Workforce Solutions regularly hosts regional hiring events connecting employers and job seekers.

For example, its 2026 Windows of Opportunity job fairs have included a Longview location and employers hiring for positions in government, education, healthcare, insurance, skilled trades, and other fields.

Hiring events can be especially valuable when:

• Several positions need to be filled
• The employer wants to meet applicants quickly
• Résumés alone do not show whether someone is a strong fit
• The company needs greater visibility among job seekers

Ask about future events before organizing a hiring fair entirely on your own.

8. Consider Candidates You Can Train

The “perfect candidate” may not exist.

Someone may have:

• Strong reliability
• Good communication
• Mechanical ability
• Customer-service experience
• A strong work ethic
• Relevant transferable skills

without having done the exact job before.

Employers willing to train can expand their applicant pool significantly.

Workforce Solutions East Texas currently offers On-the-Job Training opportunities for qualifying employers and participants. Under the program, eligible businesses may receive reimbursement for a portion of a new employee’s wages while that person is being trained. Current program information indicates reimbursement may range from 50% to 75%, depending on eligibility and business circumstances.

Program rules apply, and Workforce Solutions must determine eligibility before the employer relies on reimbursement.

But the larger lesson applies even without funding:

Hiring for ability and attitude while training specific skills can open doors to candidates you would otherwise miss.

9. Build Relationships With Local Education Partners

Workforce development does not begin when someone submits a job application.

Long-term talent pipelines are built through relationships with:

• High schools
• Career and technical education programs
• Kilgore College
• LeTourneau University
• Texas State Technical College
• Other East Texas colleges and universities
• Internship programs
• Apprenticeship programs
• Workforce organizations

LEDCO notes that the Longview region is supported by multiple higher-education institutions that provide training connected to high-demand workforce needs.

The Chamber’s H.E.A.R.T. strategy also places significant emphasis on education and workforce partnerships, including stronger connections between education and employers.

Employers can support that pipeline by:

• Speaking to students
• Hosting facility tours
• Providing internships
• Serving on advisory committees
• Offering job-shadowing opportunities
• Participating in career fairs
• Providing equipment or expertise
• Explaining which skills are actually needed
• Hiring students into entry-level pathways

If employers wait until graduation to introduce themselves to future workers, they may already be behind competitors that developed relationships earlier.

10. Make the Hiring Process Faster

Strong candidates rarely apply to only one company.

An employer that takes three weeks to respond to an application may lose someone to a company that made a decision in five days.

Review your process.

How quickly do you acknowledge an application?

Applicants should know their information was received.

How quickly do you decide whom to interview?

Do not let good applicants sit untouched while waiting for an arbitrary closing date unless the process requires one.

How many interviews are actually necessary?

A senior executive search may justify several conversations.

An entry-level position may not need four interviews.

Who has authority to make an offer?

If every decision requires multiple layers of approval, identify where the process gets stuck.

How quickly do you communicate after an interview?

Even candidates you reject deserve a reasonable conclusion to the process.

A slow, confusing hiring experience gives candidates an early preview of how the company communicates.

11. Improve the First Day Before the Employee Arrives

Retention begins before the first shift.

A new employee should not arrive to discover:

• Nobody knew they were starting.
• Their manager is unavailable.
• No workspace is ready.
• Their login does not work.
• Nobody can explain the schedule.
• Required equipment is missing.
• Coworkers do not know who they are.

Prepare in advance.

Before the employee’s first day:

• Complete paperwork.
• Prepare the workspace.
• Create system accounts.
• Order uniforms or equipment.
• Tell the team the new employee is joining.
• Build a first-week schedule.
• Assign someone to answer routine questions.
• Clarify who the employee reports to.
• Prepare training materials.

The goal is simple:

Make it look like you expected them.

12. Build a 30-, 60-, and 90-Day Onboarding Plan

Orientation and onboarding are different.

Orientation handles immediate information such as:

• Policies
• Benefits
• Safety
• Payroll
• Workplace rules

Onboarding teaches someone how to succeed within the organization.

A basic plan might look like this.

First 30 Days

Focus on:

• Role expectations
• Systems
• Safety
• Basic procedures
• Team introductions
• Customer expectations
• Immediate skills

Ask:

What is confusing so far?

60 Days

Review:

• Performance
• Training gaps
• Workload
• Communication
• Team relationships
• Questions
• Early successes

Ask:

What would help you do this job better?

90 Days

Discuss:

• Progress
• Long-term expectations
• Development
• Goals
• Additional responsibilities
• Career interests

Ask:

What would make you want to keep growing here?

That question can reveal retention problems before a resignation letter does.

13. Train Managers to Retain Employees

Employees experience the company largely through their direct supervisor.

A company can offer competitive pay and good benefits but still lose people because of:

• Poor communication
• Inconsistent expectations
• Favoritism
• Lack of feedback
• Disrespect
• Micromanagement
• Unmanageable workloads
• Failure to address conflict

Promoting someone because they are technically excellent does not automatically make them an effective manager.

Managers need skills in:

• Communication
• Coaching
• Delegation
• Conflict resolution
• Performance management
• Feedback
• Scheduling
• Recognition
• Leadership

Measure turnover by department or supervisor when possible.

If one manager consistently loses employees while another retains people in similar jobs, the issue may not be the labor market.

14. Give Employees a Reason to See a Future

A worker may like the company but leave because another employer offers a clearer next step.

Employees need to understand:

• What positions could come next
• Which skills they need
• How raises are determined
• What training is available
• How promotions work
• Whether internal candidates receive consideration

Career progression does not always mean management.

A skilled employee may want to become:

• Senior technician
• Lead operator
• Specialist
• Trainer
• Project lead
• Subject-matter expert

Create paths that allow strong employees to grow without forcing everyone into supervision.

15. Invest in Current Employees

Recruiting receives attention because vacancies are visible.

Training existing employees can be just as important.

Workforce Solutions East Texas offers an Incumbent Worker Training Program designed to help qualifying employers develop current employees and strengthen their ability to compete.

Under current program guidelines, participating employers contribute part of the training cost based on company size:

• 50 employees or fewer: minimum 10%
• 51 to 100 employees: minimum 25%
• More than 100 employees: minimum 50%

Employee and employer eligibility requirements apply.

Training may help a business:

• Introduce new technology
• Develop supervisors
• Increase productivity
• Improve safety
• Create internal promotion opportunities
• Avoid skill-related layoffs
• Retain experienced employees

Contact Workforce Solutions before assuming that a specific company, employee, or training program qualifies.

16. Pay Attention to Employee Benefits Beyond Salary

Compensation matters.

But employees evaluate the complete employment experience.

That can include:

• Health insurance
• Retirement benefits
• Paid time off
• Paid holidays
• Schedule consistency
• Flexible scheduling
• Remote or hybrid work when appropriate
• Tuition assistance
• Training
• Employee discounts
• Bonuses
• Child care support
• Wellness programs

An employer that cannot pay the highest wage in the market may still compete effectively by understanding what employees value.

Ask them.

Do not assume.

17. Schedule Predictably When Possible

Schedule instability can become a major retention problem, especially for employees balancing:

• Child care
• School
• Second jobs
• Transportation
• Family responsibilities

Some industries cannot offer traditional Monday-through-Friday schedules.

But employers may still be able to improve predictability.

Consider:

• Publishing schedules further in advance
• Reducing unnecessary last-minute changes
• Allowing shift swaps
• Making overtime expectations clear
• Giving employees a way to communicate availability
• Creating consistent shift structures

A schedule does not have to be traditional to be manageable.

18. Understand Child Care as a Workforce Issue

For employees with children, access to dependable care can determine whether they are able to work at all.

Workforce Solutions East Texas administers child care assistance for qualifying families who meet income and employment or education requirements. Its employer toolkit specifically includes child care among the services that can support employee retention.

Employers can also consider:

• Flexible start times
• Predictable schedules
• Dependent-care benefits
• Information about local resources
• Backup-care partnerships
• Family-friendly leave policies

You do not have to operate a child care center to recognize that child care affects workforce participation.

19. Make Your Workplace Accessible to More Talent

Employers may unintentionally overlook qualified workers with disabilities.

Texas Workforce Solutions–Vocational Rehabilitation Services can assist employers with recruiting and retaining employees with disabilities, including workplace accommodations, assistive technology, training, and access to qualified candidates.

Services can help employers understand:

• Reasonable accommodations
• Adaptive equipment
• Workplace accessibility
• Employee retention after a disability
• Recruitment
• Customized training

Expanding the talent pool is not only about reaching more people.

It is also about removing unnecessary barriers that prevent qualified people from succeeding.

20. Recognize Good Work

Recognition does not need to involve an expensive awards program.

People want to know when their work matters.

Recognition can include:

• A direct thank-you
• Public acknowledgement
• Employee awards
• Performance bonuses
• Additional responsibility
• Development opportunities
• Celebrating milestones
• Customer praise shared with the employee

The important part is specificity.

Instead of:

“Great job.”

Try:

“You handled that customer’s issue without passing them around to three departments, and they specifically mentioned how helpful you were.”

Now the employee knows what behavior the company values.

21. Ask Employees Why They Stay

Exit interviews provide useful information.

Stay interviews can provide information while you still have time to act.

Ask strong employees:

• What do you enjoy most about working here?
• What frustrates you?
• What could make your job easier?
• What would make you consider leaving?
• What skills would you like to develop?
• Do you feel like you have opportunities here?
• What should we stop doing?
• What should we do more often?

Do not ask if you are unwilling to hear uncomfortable answers.

You may not be able to make every requested change, but recurring themes deserve attention.

22. Conduct Better Exit Interviews

When someone leaves, try to understand why.

Possible reasons include:

• Compensation
• Schedule
• Management
• Lack of advancement
• Workload
• Benefits
• Relocation
• Career change
• Workplace culture
• Retirement
• Education
• Family needs

Track patterns over time.

One employee leaving for higher pay may be an isolated event.

Seven people leaving the same department because of the same supervisor is a management problem.

Data makes turnover easier to address.

23. Calculate the Cost of Turnover

Turnover has costs beyond the empty position.

Consider:

• Job advertising
• Recruiter fees
• Interview time
• Background checks
• Overtime
• Temporary labor
• Training
• Reduced productivity
• Manager time
• Lost institutional knowledge
• Customer disruption

Even without calculating an exact dollar figure, compare the cost of replacing employees with the cost of improving the employment experience.

Sometimes a wage adjustment, supervisor training, better equipment, or more predictable schedule is less expensive than continuing to replace people.

24. Help Relocating Candidates Picture Life in Longview

Not every candidate already lives in East Texas.

For someone considering relocation, accepting the job also means deciding:

“Do I want to live in Longview?”

That decision can involve:

• Housing
• Cost of living
• Schools
• Child care
• Healthcare
• Recreation
• Restaurants
• Commute times
• Community involvement
• Spouse or partner employment
• Social connections

Employers should be prepared to sell more than the position.

The Longview Chamber specifically identifies talent attraction and retention as a development priority and describes quality of place, housing, workforce, and community amenities as interconnected pieces of Longview’s competitiveness.

25. Use LongviewNOW! as a Recruiting Resource

Employers do not have to build an entire relocation guide themselves.

The Chamber created LongviewNOW! as part of its talent-attraction efforts, including a relocation website and magazine designed to help people understand what it is like to live, work, and play in Longview. The Chamber has specifically described LongviewNOW! as part of its Talent Tool Kit for employers recruiting and retaining workers.

Employers can share LongviewNOW! resources with:

• Job candidates
• New hires
• Spouses and partners
• Recruiting firms
• College graduates
• Employees considering relocation

Candidates may be more comfortable accepting an offer when they can independently explore the community instead of relying only on a recruiter’s description.

26. Include the Family in Relocation When Appropriate

A candidate may love the job and still decline the offer because their spouse or family cannot picture the move working.

For key relocations, consider helping the household find information about:

• School districts
• Housing
• Employment for a spouse or partner
• Healthcare
• Churches and community organizations
• Recreation
• Child care
• Professional networks
• Volunteer opportunities

You do not need to make personal decisions for them.

Make useful information easy to find.

A successful relocation requires the employee to settle into the community, not simply show up at the workplace.

27. Sell Longview’s Commute and Quality of Life

Career decisions involve trade-offs.

A candidate considering a larger city may compare:

• Salary
• Housing costs
• Commute
• Time with family
• Career opportunities
• Recreation
• Community
• Traffic

The Chamber positions Longview’s strategic location, regional workforce, schools, healthcare, recreation, and quality of life as reasons businesses and workers choose the community.

Employers should understand those advantages well enough to discuss them naturally.

The goal is not to pretend Longview is the right fit for every person.

It is to help candidates evaluate the complete opportunity.

28. Build an Employee Referral Program

Good employees often know other people who could succeed at your company.

An employee referral program may help employers reach candidates who are not actively browsing job boards.

A simple program should clearly explain:

• Which positions qualify
• Who can refer candidates
• How referrals are submitted
• Whether bonuses are available
• When bonuses are paid
• Whether the referred employee must remain for a minimum period

Do not let the program become an informal process where nobody understands the rules.

And continue recruiting through multiple channels. Referrals should expand your talent pool, not reduce it to employees’ existing social circles.

29. Build Your Employer Reputation

Candidates research employers.

They may look at:

• Google
• Job-review websites
• Social media
• LinkedIn
• News coverage
• Employee comments
• Company websites
• People they know

You cannot control every online comment.

You can control how employees are treated.

Employer reputation is built through:

• Fairness
• Communication
• Leadership
• Compensation
• Career opportunities
• Community involvement
• How applicants are treated
• How departing employees are treated

A company cannot completely separate its employer brand from its actual workplace.

30. Measure Retention Instead of Guessing

Track workforce data at least annually and, for larger employers, more frequently.

Useful measures can include:

• Total turnover rate
• Voluntary turnover
• First-90-day turnover
• Turnover by department
• Turnover by supervisor
• Average time to fill a position
• Offer acceptance rate
• Internal promotions
• Employee referrals
• Training participation
• Absenteeism

The objective is not to create dashboards for the sake of having dashboards.

Use the information to answer practical questions.

For example:

Why do 35% of new hires in one position leave during the first three months?

That is a problem you can investigate.

A Simple Talent Strategy for Longview Employers

Attract

• Understand local wages.
• Improve job descriptions.
• Promote the complete compensation package.
• Use multiple recruiting channels.
• Work with Workforce Solutions.
• Build education partnerships.
• Promote Longview to relocating candidates.

Hire

• Respond quickly.
• Keep interviews focused.
• Communicate expectations.
• Avoid unnecessary hiring requirements.
• Make competitive offers.
• Maintain communication until the start date.

Onboard

• Prepare before the first day.
• Give the employee a clear schedule.
• Introduce the team.
• Assign training.
• Set 30-, 60-, and 90-day expectations.
• Check in frequently.

Develop

• Provide training.
• Build career paths.
• Develop supervisors.
• Promote internally.
• Cross-train employees.
• Identify future leaders.

Retain

• Review compensation.
• Improve management.
• Recognize good work.
• Provide predictable schedules where possible.
• Conduct stay interviews.
• Address recurring problems.
• Help employees connect with the community.

Employer Talent Checklist

• Review wages against current local market information.
• Remove unnecessary requirements from job descriptions.
• Clearly explain pay, schedules, and benefits.
• Use more than one recruiting channel.
• Contact Workforce Solutions East Texas.
• Post openings through WorkInTexas.com when appropriate.
• Participate in hiring events.
• Explore On-the-Job Training opportunities.
• Build relationships with schools and colleges.
• Reduce unnecessary delays in the hiring process.
• Prepare for employees before their first day.
• Build a 30-, 60-, and 90-day onboarding process.
• Train supervisors in people management.
• Create clear career paths.
• Review incumbent-worker training opportunities.
• Ask employees what would make them stay.
• Track why employees leave.
• Review turnover by department and supervisor.
• Share Longview relocation resources with outside candidates.
• Include quality of life in recruiting conversations.
• Build an employee referral strategy.
• Review the employee experience regularly.

Build a Workforce People Want to Join—and Stay With

Finding employees in a competitive labor market requires more than posting openings.

Keeping them requires more than hiring them.

Longview employers can strengthen recruiting and retention by understanding local workforce conditions, developing people internally, improving management, building relationships with education partners, using available workforce programs, and paying attention to what employees experience after they walk through the door.

Local businesses do not have to address those challenges independently.

Workforce Solutions East Texas provides no-cost recruitment, onboarding, training, retention, and labor-market assistance for employers.

The Longview Chamber H.E.A.R.T. initiative is also working to strengthen education, workforce partnerships, talent attraction, quality of life, and collaboration among Longview employers and community organizations.

Talent strategy ultimately comes down to two questions:

Why should a qualified person choose your company?

And once they do:

Why should they stay?

Employers that can answer both clearly are in a much stronger position to compete for Longview’s workforce.

Frequently Asked Questions

Where can Longview employers find help recruiting employees?

Workforce Solutions East Texas provides no-cost employer services that include job-posting assistance, recruitment, labor-market information, hiring events, training programs, and retention support. Employers can contact its Business Services team at 1-844-ETWORKS.

How can a Longview business improve employee retention?

Start by identifying why people leave. Review compensation, scheduling, management, workload, onboarding, career opportunities, training, benefits, and workplace culture. Track turnover patterns and conduct stay interviews with current employees rather than relying only on exit interviews after someone resigns.

Are there programs that help Longview employers train new hires?

Yes. Workforce Solutions East Texas offers On-the-Job Training for qualifying employers and job seekers. Eligible businesses may receive reimbursement for part of a new employee’s wages while the employee develops required skills. Current reimbursement levels can range from 50% to 75%, depending on eligibility.

Are there training programs for current employees?

Workforce Solutions East Texas operates an Incumbent Worker Training Program for qualifying employers. The program helps businesses train existing employees, with employers contributing a percentage of training costs based partly on company size.

How can employers find out what wages are competitive in Longview?

Workforce Solutions East Texas provides local labor-market information and can help employers understand prevailing wages and workforce conditions for their area. Employers should also review current job postings and industry-specific compensation information when evaluating pay.

How large is the Longview workforce?

The Longview Economic Development Corporation reports that Longview draws from a workforce of more than 300,000 people across a 12-county labor market.

What industries employ the most people in Longview?

Longview’s major employment sectors include healthcare and social services, retail, manufacturing, accommodation and food service, and education. Major employers in the area also operate in healthcare, industrial production, distribution, government, and professional services.

How can employers attract people who do not already live in Longview?

Recruiting should include information about both the position and the community. Share resources covering housing, schools, healthcare, recreation, cost of living, community involvement, and other quality-of-life factors. The Longview Chamber uses LongviewNOW! as part of its talent-attraction resources for employers and relocating workers.

What can employers do if applicants do not have every required skill?

Determine which qualifications are legally or operationally required and which skills could be taught. Hiring candidates with strong transferable skills and then providing structured training can expand the talent pool. Workforce Solutions may also offer On-the-Job Training support for qualifying hires.

Why do employees leave during their first 90 days?

Common causes include unclear expectations, poor onboarding, schedule surprises, management issues, inaccurate job descriptions, lack of training, compensation concerns, or a mismatch between what was promised and what the employee experiences. Employers should track early turnover separately and check in with new hires during the first 30, 60, and 90 days.

How can the Longview Chamber support workforce development?

Workforce and talent are central parts of the Chamber’s H.E.A.R.T. strategy. Its initiatives include education and workforce partnerships, talent attraction, leadership development, advocacy, quality-of-life efforts, and collaboration among businesses, schools, government agencies, and community organizations.

Where can employers learn more about Longview’s workforce resources?

Employers can begin with Longview Chamber Development resources, Workforce Solutions East Texas employer services, and Longview Economic Development Corporation workforce information. These organizations address different parts of recruitment, development, retention, workforce data, and business growth.