Retention makes more sense than hiring replacements. If you must recruit, word of mouth praise from happy employees is the best of all recruiting tools. To put first things first, you must know why people are staying. There are a variety of reasons people stay on with a particular employer for an extended time but, too often, the managers are not fully aware of these reasons. Simple awareness of the top three categories for staying is just a beginning.
More detailed information is needed for the information to be useful.
The best way to build a retention program is to ask the people who are still employed why they are still showing up for work. Not all reasons for staying are the kind you would display publicly. Others might be useful in advertising. The pay and benefits are good. It is interesting work.