11 Strategies for Hiring Great Employees


It is every entrepreneur’s dream: Having a crack team of seasoned professionals on your staff, which you will lead on to thrilling success. We all hope to have our businesses work out this way! Your business will win or lose depending on your staff. But you’re not at the mercy of the whims of the job market; follow these tips to attract the top talent to your shop:

#1: Pay attention to your company branding.

Marketing to job candidates is just as important as marketing to customers. Your company image should inspire hope for the future, low stress, a stable place to grow, and an environment where people come first.

#2: Network for referrals first.

Before you turn to placing classified ads, cultivate a network of peers in your industry and find out who’s looking. A referral from an associate is many times more likely to be a better prospect than some random person answering your ad.

#3: Have a social media presence.

You’re as good as dead to the world without an online presence. Your business should at least have a website, possibly a blog, and certainly profiles on each social network platform. You just might start looking for a recruiter who’s also a social media manager.

#4: Adapt to your target audience.

Today’s employee market is a world of flexible options. Nobody expects to work forty years full-time with one company and retire with a gold watch now. We have a “gig economy” now, and with low unemployment numbers, the job market is the most competitive it’s ever been.

#5: Place attitude before skill.

Too many employers focus just on qualifications, only to discover after they hire someone that the candidate may have had the right degrees and training, but the wrong attitude. Skills can be taught; personality is forever. A can-do candidate who is honest about their skill level but open to investment in learning just might be your perfect choice.

#6: Avoid vague hiring buzzwords. 

When placing employment ads, avoid jingo-istic buzzwords. Everybody is looking for a “rock star,” a “ninja,” or a “guru.” Every workplace describes itself as “fun,” “dynamic,” or “an exciting opportunity.” Candidates stop reading when they see these words, because these are tired phrases that tell them nothing.

#7: Offer benefits beyond pay.

Make sure your benefits are tangible, however. Think more along the lines of medical, paid leave, flexible hours, telecommuting, and other perks. Any way you can empower employees at no disadvantage to you will be one more way to be attractive to top talent.

#8: Headhunt.

You might need to begin the employee screening process before the candidate ever heard of you! Go to where the resumes are: Online, at employment agencies, or job fairs. Find some resumes and read them to learn what your candidates are looking for.

#9: Don’t sweat the small stuff.

The competitive job market means that you need to focus on what really matters. Be careful not to discriminate. Maybe relax the dress code if your position doesn’t require public facing. Take a chance on an employee with a small blemish on their record if they show promise to not disappoint you.

#10: Tap into the temp market.

In the short term, the “revolving door” job market means you might have to consider temp staffing for some of your work. This can be a blessing in disguise: Many large companies turn to temp staffing as a half-step to hiring the best performers on permanent.

#11: Have a system for employee assessment.

A candidate screening application such as Berke assessment can take the guesswork and toil out of the employment process, by helping you screen candidates and find the right match for each position.