A key to small business success is finding and hiring "skilled" employees who exemplify your business's ideals and become long-term, loyal workers. Skilled employees do more than just fill a role — they empower you to focus on higher goals and drive innovation, freeing you from the constant cycle of training staff on industry basics. However, finding such talent is no small feat.
According to the National Federation of Independent Business's (NFIB's) July monthly jobs report, 19% of small businesses cited the inability to find quality labor as their top challenge. Meanwhile, 38% reported job openings they couldn’t fill, and 49% faced a lack of qualified applicants.
For business owners navigating this talent crunch, knowing how to identify and attract skilled employees isn’t just helpful — it’s essential. With the right strategy, you can get the right employee you need. So, where and how do you find great employees?
10 Tips to Find Great Employees
If traditional hiring methods aren’t working for you, it’s time to shake things up. Try these fresh, creative strategies to attract suitable candidates faster (and maybe even save some money).
1. Find Your Candidates Where They Are
Social media is a game-changer for hiring, but spraying job posts across every platform isn’t the answer. Instead, focus on where your ideal candidates are most active.
For instance, platforms like Swob make connecting with job seekers intuitive and engaging. Whether you’re targeting young professionals, gig workers, or entry-level talent, using a platform built for efficient matchmaking ensures you’re meeting candidates where they’re actively searching.
2. Get Your Job Postings Seen
In a sea of job ads, standing out takes more than posting and hoping for the best. Boost your job post visibility by:
- Use clear, SEO-friendly titles (like “marketing manager” instead of something vague or quirky).
- Crafting a detailed description that paints a picture of the role and its impact.
- Include location, pay, and work setup (remote, hybrid, or in-office).
- Considering promoted job ads for added reach.
A strategic approach ensures the right people see your posts — and apply.
3. Embrace Freelancers for Short-Term Wins
If filling a full-time role feels impossible, consider bringing in freelancers. They’re a flexible, budget-friendly option to tackle specific projects or solve short-term challenges. Plus, freelancers can offer fresh perspectives, and if they’re a great fit, you always have the option to transition them to a permanent role.
Swob makes it easy to connect with skilled freelancers who are ready to hit the ground running. With our swipe-based platform, you can browse through qualified candidates, check out their profiles, and find the perfect fit for your needs quickly.
4. Prioritize Skills Over Resumes
The perfect candidate might only check some boxes on paper, but transferable skills and a can-do attitude make all the difference. For instance, a social media pro from one industry could bring their expertise seamlessly to a new one. Instead of limiting your search to past titles, focus on the skills and potential your next hire brings.
5. Strengthen Your Employer Brand
Job seekers are drawn to employers who stand out for all the right reasons. In fact, 61% of candidates say they’d switch jobs for a company with better branding. Build your employer brand by:
- Being upfront about salaries and perks in job listings.
- Showcasing employee success stories.
- Promoting your company culture, including work-life balance and benefits like wellness days or parental leave.
- Keeping your application process transparent and respectful.
A strong brand makes you the employer of choice, even in a crowded market.
6. Write Job Descriptions That Pop
Stand out by crafting engaging and specific job ads that grab attention. Include details like:
- A typical day in the role.
- Salary range (because transparency matters).
- Challenges as well as perks of the position.
- Tools and teams they’ll work with.
When your job post reflects what makes your workplace unique, candidates take notice — and apply.
7. Make Diversity and Inclusion a Priority
Diverse teams don’t just look good on paper — they perform better, innovate faster, and foster inclusivity. Highlight your commitment to diversity, equity, and inclusion (DEI) in job ads, and ensure your policies back it up. Top talent gravitates toward companies where respect and fairness are part of the culture.
8. Focus on Skills-Based Hiring
Why hire based on where someone worked or went to school when skills matter more? By putting abilities at the center of your hiring process, you’ll identify candidates who can hit the ground running quickly. Incorporate practical assessments or skills tests to filter the best from the rest — it’s efficient, effective, and ensures you’re hiring for real potential.
9. Review Resumes Daily
The average recruiter spends six to seven seconds scanning a resume. While speed is necessary with a flood of applications, it can lead to missed opportunities. Set aside daily time to review a batch of resumes in-depth — or better yet, transition away from resumes entirely in favor of skills-based evaluations, which are faster and more insightful.
10. Build a Candidate Database
Sometimes, the right person applies for the wrong job. Don’t toss their resume! Instead, save robust applications in a searchable candidate database. Attach keywords to each entry to find applicants quickly with the right skills or qualifications when a better-fit role opens up. It’s a simple way to create a talent pipeline for the future.
Why Is It So Hard to Find Great Employees?
Here’s the harsh truth: Not all employees are created equal. Stats reveal that your top 5% of employees drive 26% of your company’s output. That means finding — and keeping — those high performers is essential.
But you're not alone if you struggle to land those stellar candidates. Here are some reasons why hiring feels like such an uphill battle:
- Your hiring process needs an upgrade: Without a solid system for spotting the diamonds in the rough, even the best candidates might slip through your fingers.
- You’re looking in the wrong places: Fishing for talent on platforms that aren’t built for your needs can waste time and deliver lackluster results.
- You’re up against stiff competition: Everyone wants to work for the next Google, and even if you offer competitive pay and perks, standing out in the crowded online job market is tough.
- You’re overlooking passive candidates: The top performers are often already employed, and they aren’t actively browsing job boards. You could be missing out if you’re not targeting these hidden gems.
- You’re recruiting for entry-level roles: Filling those foundational positions is difficult as your best employees grow into new opportunities.
Let’s not forget the elephant in the room: The global skills gap. Finding candidates with the perfect mix of technical know-how and adaptability has become even more challenging, especially in fast-evolving industries like tech.
So, what’s the fix? It starts with rethinking how and where you look for talent.
Hire Perfect Skilled Employees With Swob
If you’re currently struggling to find employees as quickly as you’d like or can’t seem to find decent candidates on job boards, it’s time to rethink your hiring strategy.
At the core of what you’re looking for is simple: Skilled employees who can get things done. That’s where Swob steps in. We connect you with prevetted, enthusiastic candidates who have the skills for the job and align seamlessly with your company culture. Our innovative, swipe-based platform ensures targeted matching, streamlines the hiring process, and saves time and money. Plus, Swob helps elevate your employer brand to attract even more top talent. Hiring has never been this effortless — or effective. Ready to hire smarter? Hire on Swob.
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