From Revolving Door to Retention: The Hiring Fix That Worked
Most companies hire fast and regret it later. Mid-States Concrete changed their approach—and their team has never been stronger.
In this episode, Sam Kloppmann, HR leader at Mid-States Concrete Industries, shares how his team cut turnover, strengthened culture, and built a hiring process that actually works.
Instead of filling roles just to keep up, Mid-States dug into the data, slowed down hiring, and started hiring for long-term success. The result? A stronger workforce, better retention, and a leadership pipeline that’s built to last.
If you’re stuck in a cycle of hiring and losing workers—or just want a proven strategy to attract and keep the right people—this episode is for you.
Resources Mentioned in This Episode:
- Sam Kloppmann on LinkedIn
- Mid-States Concrete Industries
- The HIRE Program
- Traci Austin on LinkedIn
- Elevated Talent Consulting
Here’s a glimpse of What You’ll Learn:
[03:00] How analyzing hiring data helped Mid-States identify and fix major retention issues.
[06:00] Why slowing down hiring and firing improved employee retention and engagement.
[10:00] The cultural shift from hiring “warm bodies” to developing long-term talent.
[14:00] How Mid-States restructured its interview process to ensure better hiring decisions.
[19:00] The impact of mentorship and leadership training on employee success.
Quotable Moments:
“Every new hire we get is an investment. I’m looking for talent. That is the drum I’ve been beating; we have to find talent who also has the skills of construction, or we just need the right attitudes that we can teach the skills to, because that’s where it all comes from.”
“Are we hiring warm bodies because you need somebody, or are we hiring leaders that are going to have an impact on the long-term success of the organization?”
“Make sure you have your data and that you know what story your data is telling you, and share that story as you begin to pull people into the vision of what needs to change.”
Action Steps:
- Analyze your turnover data: Break down turnover by time frame (first week, 30 days, 90 days, etc.) to identify where you’re losing people.
- Shift hiring mindset: Treat every new hire as a long-term investment, not just a short-term solution.
- Involve supervisors in hiring: Train them to conduct interviews and align their needs with HR decisions.
- Improve mentorship programs: Establish mentorship pathways to help new hires integrate and succeed.
- Continuously refine the process: Test, adjust, and improve hiring and retention strategies based on real-world results.
About Sam Kloppmann:
Sam Kloppmann is an HR professional at Mid-States Concrete Industries, where he has led initiatives to improve hiring, onboarding, and retention. With a background in education and leadership, Sam brings a unique approach to HR by focusing on alignment, empowerment, and long-term talent development. His work has helped Mid-States Concrete Industries redefine what it means to attract and keep high-quality employees.
