Sometimes, no matter how hard an employer or recruiter works to find good, long-term employees or no matter how great the company they work for is, employees are going to leave outside of reasons the employer or recruiter can control.

People relocate, people have babies, and people decide to work for themselves. There always will be at least some individuals in your place of business who come and go. That's just the way it is.

But, there are things inside of your control to help get companies people who have a better chance of staying with the company long-term.

Tips for getting long-term employees

Among the areas to zone in on:

• Ask the right questions - As a recruiter, you're the first gatekeeper that the potential employee must get through. While you cannot ask any questions that discriminate (including anything personal about the employee and his or her family plans), you can ask questions to give insight on what the employee's goals are. Try, "Where do you see yourself in five years?" This question alone will give you a general idea as to what they employee's goals and plans are. Do they see themselves working with a company long-term or are they hoping to one day be an entrepreneur?

• Offer good benefits - It's a proven fact that companies that offer a good benefits package are more likely to experience lower turnover rates. Good benefits make people want to work for you and also make it harder for employees to leave. With some companies spending as much as $15,000 per year on family health care plans, good benefits can sometimes have more of a weight than a person's salary. If you're a recruiter or hiring manager, make sure to show the employee the benefit's package of the company you're trying to get them to work for. This may just be the swaying factor in finding (and keeping) the right employee.

• Be a company that encourages growth - Employees do not like to stay stagnant, and they shouldn't! People should constantly be learning and growing in their careers. The article "How to invest in your career" suggests that employees should continually be networking, improving their skill sets, seeking better opportunities and asking for help. That said, you can do your best as an employer to allow your employees to grow within your company. If not, there's a good chance they will go elsewhere.

• Sell the little details - Let's face it - all employees love little incentives that come with the job. Things like being allowed to dress casually on Fridays, being able to work from home a few days per month or setting their own hours (to a degree) all make an employee feel valued. Recruiters and hiring managers can sell these "little details" in order to get the right employee hired. As long as the company continues providing small incentives, the employee will once again have a difficult time leaving. Think about it - would you ever leave a job that offered great health care, generous paid-time off, room for advancement and a flexible schedule? Didn't think so.

Every once in a while the most valued employee working for the best company will have to leave for reasons outside of the company's control. That's just life.

But you can do your part by treating employees fair and wanting them to succeed.

In doing so, you'll lessen your chances of having a high turnover rate, which in the end can save you tens of thousands of dollars per year.

As a recruiter, how do you go about finding employees that will be there for the long haul, not a short cup of coffee?

Photo credit: Image courtesy of Stuart Miles at FreeDigitalPhotos.net

About the Author: Sarah Brooks is a freelance writer living in Charlotte, NC. She writes on a variety of topics including small businesses, hiring needs and personal finance.