Tips for Hiring Top Talent Part 1

August 23, 2013 3:35 pm Published by Megan Lunetta

Hiring can be a long and painful process,–not only for candidates, but also for employers. Convincing talented people to join your team can sometimes feel impossible, especially when someone is not planning to switch jobs at the drop of a hat. 

As Howard Schultz of Starbucks has said, “Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” To help ease your hiring woes, and make sure your candidate fits the right mold, here are some tips and tricks to add to your recruitment process:


  • Have you ever thought to over-hire? This article from ERE talks about what to do when you hire a candidate only to find a better fit immediately after. Would you fire the initial hire or would you opt to keep both employees?
  • The recruiting and hiring process always seems to take longer than expected. This article from INC offers 10 tips to help you hire right. My favorite tip is to do more than ask questions when you interview. Often people forget that this is the chance for you to really get to know your potential employee–take advantage of it!
  • Another article from INC talks about how to hire top talent on a small budget. How do you hire for lower level positions versus senior level positions when you’re a startup or small company? 
  • This next article gives 5 smart tips to hiring seasonal employees. Companies often need extra help during the summer or holidays, and this article gives some valuable pointers for attracting talent. One tip is to leverage your reputation to attract talented people to your organization, especially when it’s for a limited time.
  • This video about how Ikea recruits people who truly “get” their company may be an “oldie,” but it’s still a “goodie!” Recruiting directly from your customer base can be a great tactic, especially when you reach them with an outstanding recruitment message. 

What is your hiring process? What are your victories and challenges when it comes to the recruitment process? I look forward to reading your thoughts and tips in the comments section!

This post was written by Megan Lunetta


  • Jason Doland says:

    First of all, you have to be real and you have to be honest. I let the candidate know all of the pros along with some of the cons that come with joining our team before I get too far into the interviewing process. And as far as being real, you shouldn’t have to “sell” the position by putting on a show. Letting them see things as they are is best when you’re trying to hook someone who has the potential of becoming a valuable asset to the company. Also, keeping things cool and casual will help you see the candidate’s true self.

  • work4labs says:

    Great tips! It’s definitely important to be as “real” as you can be–trying to “sell” a candidate on a job only means that you’re opening the door for buyer’s remorse (on both sides!)

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