Hiring Game-Changers: How to Attract Top Talent
- Belle Sionzon
- 6 days ago
- 2 min read
Hiring shouldn’t feel like a game of roulette. But for many small business owners, finding the right people feels like guesswork and crossed fingers.
The truth? You don’t just find great talent. You attract it by building a business they want to work for and a process that brings the right people to your door.
Here’s how to hire game-changers, not time-wasters.
Step 1: Get Clear on What You Actually Need
Most bad hires start with a vague job ad and even vaguer expectations.
Before you post anything, ask:
What’s the #1 outcome this person will own?
What skills and traits do they need to succeed?
What values must they align with?
Then write a role scorecard, not just a job description. Focus on results, not tasks.
Step 2: Write a Magnetic Job Post
Most job ads sound like a robot wrote them.
Your goal? Make the right people lean in and the wrong ones self-select out.
Include:
What your business does (in human language)
Why the role matters and what success looks like
A few “must-haves” and “nice-to-haves”
A call to action that’s not just “send your CV”
Pro tip: Let your personality shine. Culture fit matters.
Step 3: Fish Where the Talent Swims
Stop shouting into the void. Post your role where your ideal candidates already hang out.
Try:
Niche Facebook or LinkedIn groups
Industry Slack communities
Freelance platforms (Upwork, Fiverr, Contra)
Your own audience or client network
Bonus move: Ask your network for referrals. Great people know great people.
Step 4: Create a Filter (Not a Funnel)
You don’t want more candidates. You want better ones.
Use your application process as a filter:
Ask 2–3 short questions to test critical thinking or fit
Include a mini task that reflects real work
Skip the traditional cover letter—ask for a video or Loom intro instead
This weeds out the lazy, the generic, and the not-quite-right.
Step 5: Interview for Values + Ownership
Skills matter but mindset and values matter more.
In interviews, ask:
Tell me about a time you took ownership of a messy situation
What does “great work” mean to you?
How do you like to receive feedback?
Look for curiosity, accountability, and alignment not just perfect answers.
Step 6: Onboard Like a Pro
Even the best hire will flounder without support.
Great onboarding includes:
A 30-day success checklist
SOPs or Looms for key tasks
Regular check-ins (especially in month one)
Clear expectations on outcomes + culture
Remember: the first month sets the tone for everything.
Step 7: Keep Elevating Your Employer Brand
Game-changers have options. If you want them on your team, your business needs to look like the place they want to be.
That means:
Showcasing team wins and culture online
Having clear values and living them
Offering flexibility, growth, and purpose (not just a paycheck)
Hiring isn’t just about filling roles. It’s about building a business that attracts excellence.
Want Our Hiring Scorecard Template?
Hiring doesn’t have to be hard or hit-and-miss.
Grab our Unlock Top Talent toolkit. It includes the exact scorecard, job post template, and interview guide we use with Coachbirds clients to find and keep A-players.
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