By: Jennifer Brazer
Jennifer is the author of From Cubicle to Cloud and Founder/CEO of Complete Controller, a pioneering financial services firm that helps entrepreneurs break free of traditional constraints and scale their businesses to new heights.
Fact Checked By: Brittany McMillen
9 Tips to Help You Hire the Best Employees for Your Business
Starting a business is exhilarating. Watching your ideas come to life? That’s the good stuff. But let’s not sugarcoat things—hiring the right people can be one of the hardest parts of building a company. Over the past 15+ years as CEO of Complete Controller, I’ve helped countless businesses streamline their operations, and I can tell you this: your team is everything.
Hiring is not just about filling positions; it’s about finding individuals who will push your business forward. A mismatched hire can drain morale and cost time and money, while the right one can elevate your company. Here are nine top strategies to help you navigate this crucial process to ensure you hire and retain the best employees for your business.
Understand Your Company Culture
Why culture matters
Any successful business starts with a strong foundation, and your company culture is the cement that holds it all together. Think of culture as your business’s personality. Are you a fast-moving startup running on innovation and adrenaline? Or a steady operation focused on dependability and teamwork? A good culture match will increase employee satisfaction and reduce turnover, which will hover around 20% globally in 2024. For industries like professional services, with turnover rates as high as 57%, this step is especially critical.
Case in point: Zappos
Zappos is an industry leader not only for selling shoes but for building an enviable company culture. They conduct “culture fit” interviews for every hire and even offer new employees $2,000 to quit if they feel they’re not aligned. Very few take them up on it, proving how valuable alignment really is in preventing churn.
Define Clear Job Descriptions
Clarity reduces friction
If you’ve ever received dozens of résumés for an open role, many of which are wildly unqualified, you already know the pain of a vague job description. Be specific. Clearly outline the role’s goals, daily responsibilities, and required skills. Potential hires should understand exactly what they’re signing up for.
How-to tips
- Detail core responsibilities so applicants know what’s expected.
- Highlight company benefits and career development opportunities.
- Use strategic keywords, such as “ways to attract skilled professionals” or “employee selection process,” to improve your job post’s visibility online. Crafting inclusive job descriptions ensures you appeal to a diverse and qualified applicant pool.
Utilize Multiple Recruitment Channels
Cast a wider net
The best candidate for your role isn’t always actively searching for a job. That’s why using multiple recruitment channels, such as LinkedIn, Indeed, niche forums, or even employee referrals, is vital. In my experience, employee referrals tend to lead to hires who integrate smoothly into the team and contribute effectively from day one.
Work smarter, not harder
- Leverage tech platforms like LinkedIn to connect with professionals worldwide.
- Tap into PPC campaigns by learning how to utilize multiple recruitment channels effectively.
- Attend industry-specific job fairs or post in relevant online communities for targeted outreach.
Conduct Structured Interviews
Consistency and fairness win the day
Unstructured, informal interviews are a recipe for bias and confusion. Instead, create structured formats that measure each candidate against the same criteria. From my years of recruiting finance professionals, I’ve learned that the most compelling interviews focus on real-world problem-solving tactics.
Make interviews your superpower
- Ask behavioral questions such as, “Tell me about a time you handled a sudden deadline.”
- Include multiple team members in interviews to balance perspectives.
- Take detailed notes during every interview for easy comparisons later.
Check References and Background
Trust—but verify
This step may seem obvious, but it’s often overlooked or rushed. With the cost of replacing an employee averaging 33% of their annual salary—about $16,500 for a $50,000-per-year worker—doing your homework can save you big down the line.
Combine reference checks with solid bookkeeping practices to synchronize hiring with your financial capacity. You can find small business bookkeeping tips here for more guidance.
Offer Competitive Compensation Packages
Money talks, but so do perks
Top talent isn’t drawn to jobs that undervalue them. Compensation is more than just a paycheck; it’s a mix of salary, benefits, and growth opportunities. Workers today want flexibility and long-term investment, especially since hybrid models are preferred by 52% of employees worldwide.
Sweeten the deal
- Regularly research industry benchmarks to align salaries.
- Include appealing benefits like healthcare, retirement plans, and PTO.
- Manage compensation packages responsibly while exploring performance bonuses and equity options.
Foster a Positive Work Environment
They came for the job but stay for the culture
Recruiting great employees won’t matter if they don’t feel valued and happy at work. A welcoming atmosphere, growth opportunities, and mental health support are essential. Did you know that 80% of employees consider mental health resources a decisive factor in staying at a company?
Case in point: Google
Google has perfected employee retention with benefits like nap pods and professional development opportunities. As a result, they boast some of the best retention rates in the world. Implementing employee retention strategies like these can make a lasting difference.
Use Data-Driven Recruitment Tools
Let technology do the heavy lifting
We’re in the digital age—use it to your advantage. Recruitment tools like applicant tracking systems (ATS) filter through applications, track key hiring metrics and reduce human bias. As someone who has built a tech-forward business, I’ll say this: investing in the right tools pays off not only in time saved but in more precise results.
Actionable tips
- Use ATS platforms to streamline résumé sorting and initial screenings.
- Monitor metrics like time-to-hire and cost-per-hire to refine your strategy.
Evaluate and Improve the Process Continuously
Growth isn’t optional—it’s necessary
Hiring is a living process; you can always tweak and improve it. Companies that review their recruitment strategies regularly tend to minimize mistakes and increase retention. For instance, exit interviews can uncover recurring issues that are driving valuable employees away.
How to refine your approach
- Conduct short surveys with both new and departing employees for insights.
- Stay updated with industry hiring trends like remote work preferences and salary shifts.
- Adopt best hiring practices that keep your company agile and competitive.
Conclusion
Hiring the right employees is not about luck—it’s about strategy. Successful recruitment looks beyond résumés to find those who align with your skills, needs, values, and vision. By crafting clear job descriptions, building a positive company culture, and leveraging the right tools, you’ll attract the stars and keep them shining.
Ready to reshape your hiring process and build an unbeatable team? Contact the experts at Complete Controller here for guidance on unlocking your company’s full potential.
FAQ
What’s the most important factor in hiring?
Hiring for cultural fit and alignment with your company’s values is key. Skills can often be taught, but shared values create long-term success.
How do I stand out to top candidates?
Use clear, engaging job descriptions and provide competitive compensation packages. Your work environment and growth opportunities are also strong selling points.
Do I really need to check references?
Absolutely! Reference checks minimize the chance of surprises and validate candidate claims—a critical step for peace of mind.
What are data-driven recruitment tools?
Technologies like applicant tracking systems automate repetitive tasks, track hiring metrics, and help identify the best possible candidates efficiently.
Why should I actively review my hiring process?
Continuous improvement helps you stay competitive and reduces costly mistakes, ensuring you’re consistently bringing the best talent on board.
Sources
- Select Software Reviews. “Employee Retention Statistics: Why Companies Need to Pay Attention.” Select Software Reviews, 27 June 2024, https://www.selectsoftwarereviews.com/blog/employee-retention-statistics
- Apollo Technical. “19 Employee Retention Statistics That Will Surprise You (2024).” Apollo Technical, https://www.apollotechnical.com/employee-retention-statistics/
- Merritt Recruitment. “Staff Retention in 2024: Global Stats and Trends.” Merritt Recruitment, 15 July 2024, https://www.merrittrecruitment.com/blog/2024/07/staff-retention-in-2024-global-stats-and-trends
Case Studies
- Google. “Our Culture.” Google Careers, https://careers.google.com/culture/
- Zappos Insights. “Culture Fit Interview.” Zappos Insights, https://www.zapposinsights.com/about/culture-fit-interview
About Complete Controller® – America’s Bookkeeping Experts Complete Controller is the Nation’s Leader in virtual bookkeeping, providing service to businesses and households alike. Utilizing Complete Controller’s technology, clients gain access to a cloud platform where their QuickBooks™️ file, critical financial documents, and back-office tools are hosted in an efficient SSO environment. Complete Controller’s team of certified US-based accounting professionals provide bookkeeping, record storage, performance reporting, and controller services including training, cash-flow management, budgeting and forecasting, process and controls advisement, and bill-pay. With flat-rate service plans, Complete Controller is the most cost-effective expert accounting solution for business, family-office, trusts, and households of any size or complexity.
