How SMBs Can Attract and Retain Top Talent
Hiring Headaches
If you’ve recruited recently, you know the feeling:
You post a job, wait… and wait.
A few, maybe, decent resumes show up.
And by the time you find someone promising, they’re gone.
It’s frustrating. It’s expensive. And honestly? It’s one of the biggest HR headaches I hear from business owners.
But here’s the good news:
You do have an advantage, even against bigger competitors with bigger HR teams and bigger budgets.
I’ve been in HR for nearly two decades, and I’ve worked with organizations of all sizes, from energy and tech to retail and hospitality. And what I’ve learned is this: people don’t leave jobs. They leave bad experiences.
That means you can win…by focusing on human connection, clarity, and intentional culture.
Photo courtesy of: Jack Moreh (Freerange Stock)
It’s Not Just About the Money
Don’t get me wrong, compensation does matter. But these days it’s rarely the only reason someone leaves, or chooses to stay.
Most people leave because they don’t feel:
valued
supported
clear about their future
connected to their manager or team
These are things you can influence, without unlimited stock options or flashy perks.
Photo courtesy of: Christina Morillo (Freerange stock)
5 Practical Ways Your Business Can Attract (and Keep) Great People
Here are strategies we recommend, and they work.
1. Keep Your Hiring Process Human and Fast
Top talent doesn’t linger on job boards.
If your process stretches over weeks of back and forth, candidates will quietly move on.
Try:
fewer interview rounds
clear timelines shared upfront
quick follow-ups
decision-making that respects candidates’ time
Trust me, candidates notice responsiveness.
2. Present Your Real Workplace Story
Job postings are your first impression, make it count.
Instead of just lists of responsibilities, talk about:
why your team exists
what makes day-to-day meaningful
how people grow with you
the culture you actually live in, not just the one on paper
That’s a recruitment differentiator many companies miss.
Photo courtesy of: Jack Moreh (Freerange stock) https://www.redbubble.com/people/JackMoreh/shop
3. Make Growth Visible and Intentional
One of the biggest reasons people leave is a lack of direction, e.g. “What’s next for me here?”
Think about creating growth opportunities:
cross-training
stretch projects
mentorship conversations
skill development investments
career check-ins at least twice a year
Growth doesn’t always mean promotion, it means progression.
4. Equip Your Managers to Lead People, Not Just Tasks
Here’s a truth we hear about over and over: People rarely quit companies. They quit managers.
Some leaders are promoted for technical skills, and not necessarily for their people leadership experiences.
Some basic skills and development can make a dramatic difference, such as:
how to give meaningful feedback
how to coach vs micromanage
how to support psychological safety
Photo courtesy of: Jack Moreh (Freerange Stock)
5. Recognition should be real and specific
Annual reviews are great, but appreciation should be every day.
Simple gestures like:
a genuine thank-you note
celebrating small wins in team gatherings
acknowledging effort, not just outcomes
These simple actions all build a culture where people feel genuinely seen.
And that’s a culture worth staying for.
Photo courtesy of: Direct_Media (Freerange stock)
A Simple Hiring + Retention Health Check
When you lean into creating authentic workplaces with connection and when you hire intentionally, communicate openly, invest in your leaders, and show appreciation, your company becomes a place people choose to stay.
Here’s a practical checklist you can use today:
