Ways to attract top talent to your business

It's not easy to attract talented people to your company. You must wade through stacks of applications, schedule interviews, and go through the whole process again. It's time-consuming and resource intensive.

If you hire, you know how hard it is to find the right person for the job. It's even harder to get them to join your company. Skilled and dedicated employees are hard to find, but there are some things you can do to increase the likelihood of hiring great people. Let's look at some of those.

Be clear about what you're looking for

Be clear about what you're looking for in candidates and stick to your requirements. There's no point in hiring someone who isn't a good fit with the team or company culture, even if they're qualified and talented at their job. Be careful not to let your emotions get the better of you when interviewing someone -- make sure the person is right for your business before bringing them on board.

Be specific about the skills, experience, and education you need from each candidate, and be realistic about your expectations. Ensure you've listed them in detail on the job posting itself.

If a person does not have all the qualifications required for a job, don't automatically reject them. Other factors contribute to making an employee successful. If a candidate has one or two qualities that aren't necessary but desirable to you as an employer, they may prove valuable in helping grow your team over time.

Get input from previous employers

Talk with your existing employees about what makes them want to work for your company and what makes them feel appreciated by management. Discovering how others feel about working for you will help when it's time for interviews. You can point out why people like working for your company to potential hires.

Get feedback from several people in different departments and even at different levels of seniority. You might be surprised by some of the answers! Know why people love working for your company, so you can play those points up and attract top talent.

Ask for help if you have issues with diversity or inclusion

If you are concerned about the diversity or inclusion of your staff, don't be afraid to ask for help. Many resources are available to help address these issues, including the federal government (e.g., the Equal Employment Opportunity Commission) and nonprofit organizations such as the Human Rights Campaign Foundation and the National Women's Law Center.

In addition to these national sources of information and guidance, local organizations may provide additional support in this area. For example, the Seattle Metro Chamber of Commerce offers many programs to support diversity in the workplace, including workshops and training sessions on diversity issues, diversity resource groups, mentor programs, internship programs, and outreach programs through Business Outreach Committees (BOCs).

Use social media properly

Social media gives you access to candidates from around the world. Social media is the newest way to recruit qualified talent. And while it may seem like a daunting task, there are ways to make it easier. Here are seven tips to help you get started:

1) Be consistent in your messaging on social media
2) Use social media to provide information about your company
3) Communicate with candidates about their application status
4) Use your company page as a forum for discussing industry trends and topics important to your company culture
5) Use video content where appropriate (for example, live streaming or video interviews).
6) Post about the company culture and benefits. The best way for candidates to get a feel for working at your company is by reading about it online.

If you're not already using social media as part of your recruiting strategy, you're missing a huge opportunity.

Offer competitive compensation

If you can't afford to pay fair wages, consider other benefits instead. For example, if a candidate asks for an annual salary of $60k but your business only has a budget of $55k per year, consider offering them health insurance and a retirement plan as part of their compensation package. This way, they are still being compensated fairly while also getting additional perks that will help keep them happy in their long-term position.

Create a great environment and culture

It's important to have a culture that attracts top talent who wants to stay with your company. According to Gallup's research, the No. 1 reason people leave their jobs is because of a bad boss or uncaring company culture.

If you create an environment where people feel creative, try new things, and can fail without being punished, they'll start thinking like entrepreneurs and finding new opportunities within your organization.

Look for candidates who can grow in your company

If you see someone who doesn't meet the job requirements but seems otherwise qualified, consider training them or giving them a chance. Your company might not have enough money to hire the perfect person yet, or it's possible that some jobs simply require more than one person to do them well. The positive side of this approach is that you'll end up with people enthusiastic about their work and willing to do whatever it takes to succeed.

On the other hand, if you choose not to hire an applicant, even though they're qualified for the job (and interested in working), it could be perceived as discrimination against that individual -- or even their entire group of people. People who feel like they've been discriminated against often take their frustration out on other employees in ways that can create tension within an organization and worsen existing problems.


Hopefully, you've found this information helpful. Finding good people is a challenge, but by following these tips and using the proper processes, you can ensure your business thrives.