How to hire (and retain) the right talent

Your job description is your first contact point with candidates - it’s got to be sharp, honest and inviting. A vague or over-the-top ad either scare off great fits or flood you with mismatches. Most job seekers want detailed descriptions to give them an idea of what they will do on a typical day in the role, so it’s important to give them sufficient information that will help them visualise this in their mind.

How to nail job descriptions:

• Job title and department: Keep it simple. “Marketing Manager” beats “Brand Jedi”.
• Responsibilities and tasks: Spell out the daily grind. Will they be crunching data or pitching clients? Be clear.
• Skills and qualifications: List must-haves (e.g., “3+ years in sales”) and nice-to-haves (e.g., “HubSpot experience”). Also, don’t demand 10 years in a tech role that has only existed for 5 years.
• Company culture and values: Give them an inside look into your vibe. Are you a chill-yet-ambitious startup or a corporate powerhouse? Let them know.
• Compensation and benefits: Be upfront. A salary range or “competitive benefits” builds trust.

A clear, specific description acts like a filter- drawing in the right crowd and saving you from resume overload.

Interviews are your chance to peek beyond the skills and experience listed on a resume, but they’re also where things can go sideways. Ever asked, “If you were a tree, what species would you be?” and received a blank stare? Many people can be uncomfortable with questions that are unusual, and there’s a good chance they’ll backfire for you. Structured interviews are recommended, as they use a set of questions asked in the same order in every interview, leading to better predictions of a candidate's later job performance.

Top techniques:

• Structured interviews: Ask every candidate the same questions. It’s fair and makes comparing apples to apples a breeze.
• Behavioural interviews: Dig into the past with prompts like, “Tell me about a time you turned a ‘no’ into a ‘yes.’” It predicts future wins better than “Where do you see yourself in 5 years?”.
• Panel interviews: Invite a few people from the team. Multiple eyes cut through bias and spot red flags - or hidden gems.
• Technical interviews: For specialised roles, test their real skills. Ask a developer to debug code, not recite theory.

Tech isn’t just for big players, it’s a game-changer for any company. Forbes notes 55% of firms use AI in hiring, and it’s easy to see why. The right tools can sift through resumes, test skills and save your sanity.

 Must-have tech: 

• Applicant Tracking Systems (ATS): Think of it as your hiring assistant - tracking applications, flagging top picks and keeping you organised.
• AI screening tools: Let AI scan for keywords and skills, so you’re not overwhelmed by the amount of resumes you’ll need to sift through.
• Video interview platforms: Interview remotely, save time and tap talent from anywhere.
• Skills assessments: Online tests show if they’ve got the chops - coding, problem-solving, you name it.

Hiring isn’t just about finding the right people - it’s about making them want to work for you and stay. The best candidates have options, and they’re looking for companies that stand out not just with salaries, but with culture, values, and growth opportunities. At the same time, understanding why employees leave can help refine your hiring and retention strategies. Insights from LinkedIn’s What Candidates Want in 2025 highlight key factors that influence job changes, including career growth, work-life balance, company culture, recognition, and meaningful work.

How to build a strong employer brand and keep talent engaged:

✔ Showcase your culture – Share behind-the-scenes looks at your team, office life or remote work setup. Employees want to feel a sense of belonging.

✔ Emphasise growth and development – Professionals seek careers, not just jobs. Clear paths for advancement and learning opportunities are essential.

✔ Offer meaningful perks – Flexibility, mental health support and additional benefits can set you apart.

✔ Recognise and reward contributions – Employees who feel valued are more likely to stay. Regular appreciation and competitive compensation make a difference.

✔ Ensure alignment with values – A strong cultural fit enhances job satisfaction and long-term retention.

✔ Provide meaningful work – People thrive when their roles contribute to a larger purpose.

Why it works:

When employees see your company as a great place to work, hiring and retention become easier. Instead of constantly searching for talent, you’ll have top candidates seeking you out—and staying. By offering career progression, work-life balance, recognition, and purpose-driven roles, you create an environment where employees want to grow, not leave.

Hiring is like building a championship team—you need people who fit the strategy, bring the right skills, and align with your culture. By combining these best practices, you’ll transform your hiring process from a gamble into a winning strategy.

By combining best practices in creating job descriptions, structure of interviews, equipping the right tools and ensuring your employer brand is engaging, you'll transform your hiring process from a gamble into a winning strategy.