If you want to become a magnet for excellence, here are three simple (but powerful) things you can start doing today to set yourself apart from the rest:
Rethink Job Descriptions: Write to Inspire, Not Just Inform
Although you must list the duties and responsibilities of the job, that shouldn’t be where it ends. Instead, treat the job description like a recruitment ad and a leadership commitment. Ask yourself:
- Why would someone exceptional want to do this work with me?
- What impact will this role have on the team, clients, and mission?
- What behavioral attributes (not just technical skills) make someone truly successful here? (Complete this less than 5 minute survey if you want a list of measurable behaviors necessary to do the job well customized for your role, in your company, that you can add to your job description. FREE!)
A great job description sets the tone. It articulates what success looks like in 6 months and 1 year. It describes the work environment, the pace, the support, the expectations, and just as importantly, it paints a clear picture of what won’t work here.
Why it matters: Top performers aren’t looking for any job. They’re looking for the right job, where their skills, values, and personality are fully leveraged. Your job description is your first test of cultural alignment.
Stop Doing Reference Checks. Start Calling to Have a Conversation About How to Set This Person Up For Success.
The phrase “We need to check your references” feels like a compliance checkbox. The phrase “We’d like to talk with people who have worked alongside you” feels like genuine curiosity. Make reference calls not about verification, but about enablement. Ask:
- What makes them great at what they do?
- What support do they need to be successful?
- Where might they struggle, and how can we help them?
- What motivates them, and what shuts them down?
The goal isn’t to protect your company, it’s to prepare to lead this person well.
Why it matters: Top performers want to work with leaders who invest in knowing them and setting them up to win, not leaders who treat hiring like a transaction.
Go Beyond “Can They Do the Job?”Ask, “Will They Do It This Way?”
Skills are only half the picture. The other half? Fit, energy, and mutual belief in how the work gets done. So go deeper:
- What’s their “why” for this role?
- Would you want to work alongside them every day?
- Would your team?
- Will they raise the bar, or just fill the seat?
- How do they challenge the status quo?
Use behavioral assessments, simulations, and even on-the-job trial projects (that you PAY for!) to uncover how they approach problems. Ask them: “How would you approach this role differently than the person before you?” or “What would you prioritize in the first 90 days and why?”
Why it matters: Misalignment on approach, not ability, is one of the top reasons new hires fail. Fit is about values, rhythm, and style as much as skills.
Final Word: This Isn’t About Perks. It’s About Purpose and Partnership.
Attracting top talent doesn’t require you to be perfect. It requires you to be intentional. People aren’t just looking for a job, they’re looking for leaders who are clear, honest, and ready to build something great together. So don’t wait. Start today.
- Rethink the way you write.
- Reframe the way you reference.
- Recommit to truly knowing people before hiring them.
That’s how you build a team top performers want to join, and choose to stay.
Want to learn more about how Hiring Strategies can help? We have the tools to help you screen for Job Fit, Emotional Intelligence, as well as Leadership Training, and so much more! Reach out today, and let’s tackle these challenges hand-in-hand.