Hiring Game-Changers: How to Attract Top Talent (Without the Headaches)

Hiring can either be a business owner’s secret weapon, or their biggest source of stress. The right person can unlock growth, free up your time, and bring fresh energy to your team. The wrong hire? Well, they can cost you time, money, and a whole lot of sleep.

So, how do you attract the right people (without feeling like you need an HR degree to do it)? Let’s talk about building a hiring system that actually works for small service-based businesses.

First, Know Who You Actually Need

Before you post a single job ad, get clear on what role you actually need to fill. Most hiring mistakes happen because business owners hire reactively, "I'm drowning, I need help!", instead of strategically.

Ask yourself:

• What are the specific tasks I want to get off my plate?

• Are these delivery tasks, admin tasks, marketing tasks, or something else?

• What does success look like in this role?

And most importantly: Is this person freeing me up to stay in my Genius Zone?

If you’re not clear on what role you’re hiring for, you’ll end up with a warm body, not a game-changer.

Write a Job Ad That Doesn’t Suck

Most job ads sound like they were written by a corporate robot. You know the ones:

"We are seeking a results-oriented individual with excellent communication skills and a proven track record of..."

Yawn.

If you want to attract humans, write like one. Here’s how:

• Start with what’s exciting about the role (and your business).

• Be clear about what they’ll actually do each day.

• Share your values and what kind of person thrives in your team.

• Be honest, if the role is remote, part-time, flexible, or has growth potential, say so.

Great people aren’t scrolling Seek all day. But they are open to the right opportunity when it shows up in their feed. Make sure your ad stands out for the right reasons.

Don’t Hire Alone: Use a Simple Process

Winging it is not a hiring strategy. You don’t need a 17-step recruitment pipeline, but you do need a basic process that helps you compare apples to apples.

Here’s a simple 4-step system we recommend:

1. Shortlisting:Screen for key skills and alignment. Ask for a short Loom video or cover letter to filter out low-effort applicants.

2. Interview:Keep it casual but focused. Ask questions like:

• What kind of work energises you?

• What’s your ideal work environment?

• How do you handle feedback?

3. Test Task:Give them a small, paid task that mirrors real work. This shows you how they think, communicate, and follow through.

4. Reference Check:A quick call with a past manager can save you a world of pain.

Look Beyond the CV: Hire for Attitude + Aptitude

Skills matter. But mindset matters more.

Plenty of people can learn your software or follow a process. But not everyone is:

• Coachable

• Proactive

• A good communicator

• Aligned with your values

Don’t just look for experience. Look for attitude, adaptability, and a willingness to grow.

A lesser-qualified candidate with the right mindset will almost always outperform the highly experienced one with a chip on their shoulder.

Where to Find Great People (Hint: It’s Not Always Job Boards)

If you’re only posting on Seek or Indeed, you’re missing out.

Some of our favourite ways to find great people:

• Referrals: Ask your network, team, and even clients who they know.

• Social Media: Post the role on LinkedIn or Instagram with a human voice.

• Facebook Groups: Local business groups and freelancer communities are goldmines.

• Specialist Job Boards: For VAs, creatives, or tech roles, niche boards work well (like Virtual Staff Finder or The Loop).

Remember, good people often aren’t actively looking, but they are open to the right opportunity.

Onboard Like a Pro (So They Actually Stick Around)

Hiring is only half the battle. The other half? Onboarding.

The first 30 days are crucial. If you ghost your new hire or leave them to figure it all out, they’ll check out before they’ve even checked in.

Here’s what a simple but effective onboarding process looks like:

• Week 1: Welcome email, intro to the team, logins, and walkthrough videos.

• Week 2-3: Buddy system, regular check-ins, small wins.

• Week 4: Review goals, ask for feedback, clarify next steps.

Make them feel supported, not smothered. You’re building trust, not babysitting.

Final Thought: Don’t Rush It

It’s tempting to hire fast when you’re overwhelmed. But a rushed hire can cost you way more than waiting an extra few weeks.

Take the time to:

• Get clear on the role

• Attract the right people

• Use a consistent hiring process

• Invest in onboarding

Because when you hire well, your business grows faster. You get to work in your Genius Zone. Your team gets stronger. And best of all? You stop dreading Mondays.

Want to Attract Top Talent Without the Guesswork?

Grab our free guide: Unlock Top Talent

It’s packed with practical tips, templates, and checklists to help you find and hire the right people for your business.

📅 Download it here: https://go.coachbirds.com/lm5