How to Attract Good Employees - and Keep Them

It might always feel like there’s “no one good to employ these days,” especially when you’re running a small or medium enterprise (SME). Larger corporations with big budgets can seem impossible to compete with, leaving business owners feeling stuck with underqualified applicants or high turnover rates.

But the truth is, hiring great people isn’t about outspending your competitors—it’s about understanding what makes a role attractive, what motivates talented individuals, and how to create an environment they want to stay in. As Josh Kaufman explains in The Personal MBA, employing good people starts with being clear about the role and your business, the culture that you have created and how you will invest in their growth. Here’s how you can stand out…

1. Define What You Need—Not Just What’s Missing

When you’re short-staffed, it’s tempting to hire the first person who ticks a few boxes. But rushing often leads to mismatches which is a terribly expensive mistake to make. Instead, focus on what your business actually needs. You need to define clear roles and expectations to ensure alignment between your goals and the candidate’s strengths.

Think about the specifics: What outcomes do you need this person to achieve? What skills are non-negotiable? By being clear about the role, you’ll attract candidates who are genuinely suited for the job, reducing turnover and frustration.

2. Hire for Attitude, Train for Skills

“It’s hard to find good people” often means “It’s hard to find people who fit.” Talent isn’t just about technical skills. While skills can often be taught, character and cultural fit are harder to change.

When interviewing, ask yourself:

Does this person align with our values?

Are they eager to learn?

Do they take initiative?

Someone with a great attitude and the potential to grow can be a much stronger long-term hire than someone who meets technical criteria but doesn’t fit into your culture.

“‘It’s hard to find good people’, often means ‘it’s hard to find people who fit’”

3. Stop Relying on Resumes Alone

A stellar resume doesn’t always mean stellar performance. Use real-world tests to gauge competence. For example, instead of relying solely on interviews, ask candidates to complete a small project, solve a hypothetical problem, or show how they’d approach a task.

These practical assessments not only reveal their abilities but also give them a sense of the role, helping both sides avoid misaligned expectations.

4. Think Beyond Salary

You might feel like you can’t compete with big businesses on pay—but most employees want more than a pay check. There is power in non-monetary incentives that address what people value most:

• Growth opportunities (e.g., training or career advancement)

• Work-life balance (e.g., flexible hours or remote options)

• Recognition and appreciation

Even small businesses can offer important perks, like additional responsibility, professional development, or a say in decision-making. This will make employees feel valued and invested.

5. Create an Environment People Want to Stay In

Attracting talent is one thing, but retention is the real challenge. People stay in environments where they feel supported, valued, and challenged. Great employees thrive in workplaces where they can grow and succeed.

Ensure you:

• Offer regular feedback (both constructive and encouraging).

• Celebrate successes, no matter how small.

• Provide the tools and support they need to excel.

Top talent stays where they see opportunities for growth. Investing in your team doesn’t have to break the bank. Providing access to training programs, certifications, or even cross-training within the company shows employees you’re invested in their future.

This doesn’t just improve retention—it also builds a stronger, more capable workforce.

“Great employees thrive in workplaces where they can grow and succeed”

6. Build Strong Relationships

People work for people, not just companies. Building trust and genuine connections with your team goes a long way in creating loyalty. Take time to understand who they are, what their goals are, show genuine appreciation for their contributions, and be a source of support during challenges.

Even small gestures, like recognising birthdays or saying “thank you” after a busy period, can make employees feel seen and valued.

Talent Is Out There—Are You Ready for It?

It might feel like there’s no one good to employ these days, but the truth is, the talent is out there. The challenge is creating a role and workplace that talented individuals want to be a part of. By focusing on clarity, attitude, meaningful incentives, and a strong workplace culture, you’ll not only attract great employees—you’ll keep them.