How to Attract Top Talent in 5 Simple Steps
You’ve got open roles. You’ve posted them everywhere.
Yet your inbox is full of resumes that miss the mark. Where’s all the top talent hiding?
If you're feeling the frustration of sifting through unqualified candidates or—worse—getting crickets, you're not alone. The truth? It’s probably not the labor market.
It’s your hiring approach.
The good news? There’s a way forward—and it’s simpler than you think.
1. Your Job Descriptions Might Be Turning People Away
A job description isn't just a list—it's a first impression. And just like a bad first impression, a poorly written one can send great people running.
Common job post red flags:
A laundry list of 20+ “requirements”
Overuse of jargon or buzzwords
Vague responsibilities with no sense of purpose
Lack of clarity on compensation or growth
✅ Instead, focus on:
What success looks like in the first 3–6 months
Why this role matters to the company
What’s exciting or unique about the opportunity
The impact they'll have—not just the tasks they’ll do
2. You’re Listing Jobs, Not Marketing Opportunities
Posting a job and waiting isn’t a strategy—it’s wishful thinking.
Today’s candidates (especially top performers) want more than a paycheck—they want meaning, culture, and growth.
✅ To stand out, highlight:
What makes your team or leadership special
Growth paths and promotion potential
A mission they can believe in
Culture, flexibility, and work-life balance
Remember, your job post should read like an opportunity—not an ultimatum.
3. You’re Relying Only on Inbound Applicants
Many of the best people for your role… aren’t even looking.
These passive candidates are already working, performing, and waiting for the right opportunity—not any opportunity.
✅ What to do instead:
Tap into curated candidate networks
Use recruiters or talent partners with real industry reach
Personalize outreach to show why this role is worth a conversation
Recruiters aren’t just resume matchers—they’re relationship builders.
4. Your Hiring Process Is Too Slow or Too Complicated
Let’s face it: great candidates are in high demand. If your hiring process is slow, unclear, or filled with unnecessary steps, they’ll opt out—fast.
Common process killers:
Multiple interview rounds with long gaps in between
Vague or slow feedback
Lack of communication or status updates
✅ Fix it with:
A clear timeline (and stick to it)
Coordinated interviews that respect their time
Fast, thoughtful feedback
Treat every candidate like a customer—you’re selling your company as much as they’re selling themselves.
5. Your Compensation, Benefits, or Flexibility Are Falling Short
Even if the role is exciting, candidates will walk away if the package doesn’t match their market worth.
What today’s talent values:
Competitive salary + meaningful bonuses
Flexibility or hybrid/remote options
Professional development support
Wellness and mental health benefits
✅ Don’t just offer a job—offer a life they want to live.
TLDR: If You’re Not Attracting Great Candidates, Do This
Rewrite job posts with clarity, energy, and purpose
Market the opportunity, not just the role
Don’t wait—go find top candidates through outreach
Streamline your hiring process
Reassess your comp, benefits, and flexibility
Need Help? Here’s Where Riverway Comes In
We take the guesswork (and grunt work) out of hiring. Riverway is your partner in finding quality candidates quickly, with a process that respects your time and theirs.
Here's what you get:
Top Talent, Pre-Vetted – We already know the people you need. Our network is full of high performers looking for the right opportunity.
No More Resume Sifting – We bring you a shortlist of high-quality, culture-fit candidates ready to contribute.
The “Yes” Factor – We help you position your offer to win top candidates and close them with confidence.
A 60-Day Guarantee – If it’s not the right fit, we’ll find someone who is—no extra charge.
Let’s find you the right person for the right job.
Contact us to talk about how Riverway can help you find top-tier talent today.
