Attract

It’s not that people don’t want to work.
It’s that your system isn’t built for the people you want.

If you’re getting tons of applicants but few are qualified:

Your message is attracting the wrong audience.
Often because the job description is optimized for volume, not fit.

If you’re getting almost no applicants:

Your reputation, or invisibility, may be the issue.
Top performers talk, and they talk fast.

If the wrong people keep getting through:

Your process may be selecting for comfort, not contribution.
The bold, high-ownership candidates quietly exit long before the interview.

Are you attracting the right people, or just more noise?

There are nine strategic levers that, when aligned, create synergy that pulls top performers toward you.
When they’re misaligned, they quietly push the best people away.

Take this 5-minute survey to discover which of the nine are helping you… and which are hurting you.

You might be getting 100 applicants with only 3 remotely qualified.
Or worse, you’re getting no applicants at all.

The problem rarely starts with “no talent out there.”
It starts with misaligned signals in how you hire.

• Your job descriptions may be attracting the wrong people or repelling the right ones.
• Your culture or leadership might have a reputation that candidates already talk about.
• Your hiring system could be weeding out your strongest applicants without you noticing.

Top performers aren’t looking for “a job.”
They’re looking for a place where their work matters, where leadership is trustworthy, and where they can grow without being burned out or taken for granted.

The 9 Strategies That Attract Top Performers

These nine elements are already shaping your reputation in the talent market, whether you’re intentional about them or not. When strengthened, they make your organization irresistible to the people who will drive your future.

1. Purpose

We all want to believe the work we’re doing matters.
When you clearly communicate why your organization exists and what you’re striving to accomplish, the people who share that purpose will find you.

Strengthened: You stop competing on pay alone and start attracting people who are personally invested in your mission.

For help on discovering the purpose that drives your organization or you, check out our partner Reggie Hammond.

2. Leadership Mindset

People follow leaders, not job titles.
Top performers want to feel valued, seen, and supported, and they tell their high-performing friends about great leadership.

Strengthened: People follow good leaders and will refer friends and family when positions open up.

 Click here to learn about developing leadership in your organization.

3. WIIFTE – What’s In It For The Employee?

Employees want to know their work has impact and that they have a future.
Talk about how their role matters, what it changes, and what growth is possible.

Strengthened: Your roles feel like opportunities, not obligations.

 Click here to learn how to optimize your job descriptions.

4. Fair, Competitive, Equitable Pay

Money isn’t a motivator, but unfair pay is a deal-breaker.
People need to feel respected and protected with competitive compensation, benefits, and time for a healthy life.

Strengthened: Pay stops being the issue, clearing space for higher-level motivators.

5. Outcomes & Expectations

People fail in roles where the expectations are unclear.
Most job descriptions list duties, but not outcomes.
Top performers want clarity on what success looks like.

Strengthened: The right people lean in; the wrong people opt out early.

Click here to learn how to write a job description that doubles as a performance management document.

6. Job Fit/Job Add

If the way someone thinks, behaves, and learns doesn’t match the role, manager, or team, they will quit, even if they love the company.

Assessments matter. Fit matters. Wiring matters.

Strengthened: You stop forcing people into roles that drain them and start placing them where they can thrive.

Learn more about how the PXT Select and Genos can help you hire for job fit.

7. Integrity & Values

If your values and integrity feel questionable, people will leave and warn others.
Top performers will not stay where they feel compromised.

Strengthened: You become a trusted, stable employer where people can bring their whole selves to work.

For help on creating a culture of integrity and values, check out our partner Reggie Hammond.

8. Know the Top Performers in Your Industry

Strong organizations build relationships before they have openings.
When you know who the top performers are, you know exactly who to call, and they often know someone even better.

Strengthened: You shift from reactive hiring to proactive, relationship-driven recruitment.

Schedule a meeting with Kim Leifsen to learn more!

9. Efficient & Effective Hiring Systems

A great process respects both quality and the candidate.
Don’t shortcut, but don’t make people jump through hoops.
Communicate. Respond. Keep it personal.

Strengthened: Candidates choose you because they feel valued throughout the process.

 Schedule a meeting with Kim Leifsen to learn more!

How the 5-Minute Audit Works

You don’t need a 6-month consulting engagement to diagnose your hiring challenges.
You need clarity.

Here’s how the audit works:

1. Answer a short diagnostic about your current hiring reality.

We ask direct questions about each of the nine synergy strategies.

2. Get a visual snapshot of your strengths and gaps.

You’ll see exactly where effort is paying off and where you’re losing top performers.

3. Decide what to prioritize: on your own or with expert help.

You can use the results internally or work with Hiring Strategies to fix the gaps.