How to attract the right staff for your growing business

Attracting the right staff is crucial for the sustained growth and success of any business. However, doing so is not without its challenges. A 2024 CIPD report showed that 69% of survey respondents thought that competition for well-qualified talent had increased over the previous year. 

Overall, 84% had tried to fill some vacancies and 64% of these experienced difficulties attracting candidates. Recruiting for senior and skilled roles was most challenging, although 19% also had difficulties attracting low-skilled candidates. 

Denise Harris, director of Stourbridge-based recruitment specialist Trinity Personnel, says, “In the wake of the pandemic, the recruitment landscape remains highly competitive and challenging. One of the most significant shifts we continue to see is the scarcity of experienced, quality candidates actively seeking new roles. 

“Today’s professionals and jobseekers are more discerning than ever – carefully evaluating whether a new opportunity offers meaningful benefits, either through a competitive salary and benefits package, or through enhancements to their work-life balance, such as hybrid, remote or flexible working options. Job security is also important.

“Moreover, many candidates are passive in the job market – they're not actively applying for roles but may be open to new opportunities if approached. This means companies can no longer rely solely on job advertisements to attract top talent. Instead, proactive sourcing and targeted outreach are often required to engage the right individuals.”

One avenue that businesses may want to go down to find the best staff is hiring a recruitment agency. 

Explaining the benefits, Denise says, “We frequently see businesses investing time and budget into running their own recruitment campaigns. While this may appear cost-effective initially, it can result in significant time spent reviewing unsuitable applications, with no guaranteed hire. The true cost – both in terms of time and opportunity – can quickly mount up.

“Working with a recruitment agency can offer a more efficient and cost-effective solution. There is typically no upfront cost, and fees are only incurred once a successful placement is made. Additionally, experienced recruiters have access to extensive talent networks and are skilled in identifying and engaging passive candidates, accelerating the hiring process and increasing the likelihood of a successful outcome.

“By partnering with the right recruitment company, businesses can be better positioned to attract, engage and retain the right talent to drive future success.”

However they choose to recruit, businesses increasingly need to adopt strategic approaches to stand out and appeal to top talent. 
Claire Lawton, managing director of Halesowen-based HR solutions provider Acorn Support, advises starting with careful planning:

“Consider the role you need to recruit for carefully. Just because one person has left a role doesn’t mean that the role needs filling in the same capacity. It is also important to hire for the long term, not just an instant need. Consider what skills you might need in the future. 

“Before spending on advertising your role externally, consider whether internal recruitment is an option. Hiring within your business can be great for staff retention and motivation. Who do your current employees know who they would recommend your organisation to?” 

“Remember that recruiting is a two-way process, so consider your employer brand. You need to sell your business, not just attract the candidate. Branding is not just about selling products or services – it’s about all aspects of your company.” 

Tips to attract the best staff 

Define your hiring needs clearly

Before initiating the recruitment process, it is essential to understand the specific needs of your business.

• Assess current gaps: Identify areas where your team lacks skills or capacity.
• Forecast future needs: Consider upcoming projects or expansions that may require additional expertise.
• Determine role specifications: Clearly outline the responsibilities, required qualifications and desired experience for each position.

Craft compelling job descriptions

Your job postings should do more than list responsibilities; they should sell the opportunity. Including information about your company culture and benefits can significantly increase applicant interest. 

• Highlight company culture: Share insights into your workplace environment, values and team dynamics.
• Detail growth opportunities: Emphasise potential career progression and professional development.
• Be transparent about compensation: Clearly state salary ranges and benefits to set expectations.

Offer competitive compensation and benefits

While SMEs may not always match the salaries of larger corporations, offering a comprehensive benefits package can make a job role more attractive:

• Flexible work arrangements: Options like remote work or flexible hours can be highly appealing. Nearly three-quarters (74%) of organisations advertise at least some jobs as open to flexible working, and 54% as ‘open to location’. 
• Professional development: Invest in training, workshops or courses that enhance employee skills.
• Employee discounts, holiday purchase schemes and health & wellness programmes: Consider whether you can offer anything beyond the basics to make your role stand out to jobhunters. 

Leverage your employer brand

A strong employer brand can differentiate your business and attract candidates who align with your values.

• Maintain an active online presence: Regularly update your website and social media with company news, employee testimonials and achievements. 
• Encourage employee advocacy: Satisfied employees can be great recruiters if they share their positive experiences. Encourage them to leave positive reviews for your business on platforms like Glassdoor. 
• Engage with the community: Participate in local events or sponsor community initiatives to increase the visibility of your business. 

Utilise multiple recruitment channels

Diversify your recruitment strategies to reach a broader audience:

• Online job boards: Post openings on platforms like Indeed, LinkedIn or industry-specific sites.
• Employee referrals: Implement a referral programme to encourage current employees to recommend candidates. 
• Recruitment agencies: Partner with agencies that specialise in your industry for targeted searches. 

Give careful consideration to the application and interview process

A positive candidate experience can enhance your reputation and encourage top talent to join your team.

• Don’t overcomplicate the application process: A 10-page application form can deter applicants from applying for a role. 
• Prepare structured interviews: Use standardised questions to fairly assess all candidates. Don’t forget to assess candidates’ cultural fit and soft skills like communication and adaptability as well as their technical skills – they can be equally as important. 
• Provide timely feedback: Keep candidates informed about their application status. Delays will lose their interest. 
• Ensure a positive experience: Create a welcoming environment during interviews to leave a good impression. Reassure potential new hires that they will be supported in their new role with a comprehensive onboarding process so that they feel confident accepting a job offer.  

Further resources

Check out our Employer Resources page for more information on our support and resources for recruiting, retaining and nurturing your workforce for long term growth.

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