Augusta HR outlines recruitment strategy and addresses staff attrition challenges

The Augusta Budget Retreat held on June 16, 2025, highlighted critical discussions surrounding workforce recruitment and retention strategies in Richmond County, Georgia. As the city grapples with increasing attrition rates, city officials emphasized the need for improved employee satisfaction and effective recruitment practices.

Human Resources (HR) representatives reported a significant uptick in recruitment activities, with participation in job fairs and partnerships with local educational institutions aimed at attracting new talent. However, despite these efforts, the city continues to face challenges, particularly in addressing employee dissatisfaction related to pay and leadership. Exit surveys revealed that salary concerns and poor supervision are the primary reasons employees are leaving their positions.

To combat these issues, HR plans to enhance training programs for both employees and supervisors, recognizing that many individuals in leadership roles lack prior supervisory experience. The emphasis on training is seen as essential for fostering a supportive work environment and improving overall employee morale. HR officials stressed the importance of creating clear career paths and development opportunities to retain talent.

The meeting also touched on the need for a more comprehensive approach to understanding employee turnover. While exit surveys provide some insights, officials acknowledged the necessity of gathering feedback from current employees and leadership to identify underlying issues contributing to dissatisfaction. There was a consensus that mandatory exit interviews for all departing employees, including management, could yield valuable information for improving workplace culture.

As the city moves forward, officials are committed to actively recruiting qualified candidates from outside the region, particularly targeting veterans and individuals with specialized skills. The discussions underscored a collective recognition that the city must adapt its strategies to attract and retain talent in a competitive job market.

In conclusion, the Augusta Budget Retreat served as a platform for addressing pressing workforce challenges. With a focus on enhancing training, improving leadership, and fostering a positive work environment, city officials aim to reverse the trend of high attrition rates and build a more resilient workforce for the future. The next steps will involve implementing the proposed training programs and refining recruitment strategies to ensure Augusta remains an attractive place for potential employees.