Staff Shortages Got You Down? Here’s 17 Tips to Make Your Business a Talent Magnet (and Finally Stop the Revolving Door of Hiring)

In today’s ultra-competitive labour market, finding and keeping great employees can feel like hunting for unicorns—or at least like the professional version of a wild goose chase. But with some creative thinking, clever strategies, and a healthy dose of humour, you can transform your business into the place where everyone wants to work. Here’s a memorable mix of practical tips, a little sarcasm, and a lot of wisdom to help you keep the talent flowing.

1. Turn Friends into Employees with a Referral Program

You’re already paying recruiting fees; why not pay the people who actually know great candidates? Employees have lives outside of work (shocking, right?), so get them to recruit friends by offering referral bonuses. Give them a QR code they can post to their social media and say, “Hey, if you like money and know great people, help us fill these roles!” Simple, effective, and it works.

2. Always Be Recruiting: ABCs of Hiring

When you’re out and about, always be on the lookout for great people. If you get stellar service somewhere, don’t just say “thanks” and walk away—say, “Ever thought about a career change?” You never know; the best candidates could be in front of you at a coffee shop.

3. Consider Overseas Talent

If local talent is scarce, think globally. Hiring overseas talent can bring fresh skills and perspectives, plus it shows you’re willing to go the extra mile (literally) for good people. Visa sponsorship or remote work support can help you attract skilled professionals eager for new opportunities. Just make sure your team is set up to welcome them with open arms and plenty of support.

4. Bring in the Big Guns: Headhunters

When your hiring feels like finding a needle in a haystack, it’s time to call in the experts. Headhunters are like the matchmakers of the hiring world—they know where to find the best people, how to charm them, and they can even handle the early stages. Yes, they cost money, but they save you time and sanity.

5. Promote Internally, Hire Entry-Level

Want loyalty? Show people they can grow with you. Promote from within to preserve institutional knowledge and give people a reason to stay. Hire new people for entry-level roles, and boom, you’ve got a career ladder that actually works. And no, they won’t jump ship if they know you value their career.

6. Sell the Job for All It’s Worth

Today, people want more than a paycheck—they want a reason to show up. Be real about why your workplace rocks, whether it’s flexibility, team lunches, or the office dog who thinks he’s the real boss. Candidates want to know what they’re signing up for, so spell it out in a way that’s actually interesting.

7. Different Generations, Different Motivations

Different generations want different things. Gen Z and millennials crave purpose and flexibility, while Gen X and boomers might be looking for stability. Cater to each group’s values with benefits that resonate. Diversity in generations means a well-rounded team with complementary strengths, so take time to understand these needs.

8. Get Real About Your Company Values

People can spot fake values a mile away, so ditch the corporate lingo and get real. Make your values, vision, and mission loud and clear on your website, social media, and in daily operations. Walk the talk, because nothing says “we don’t actually care” like a company with vague, meaningless “values.” Authenticity wins.

9. Show Off Your Culture on Social Media

Don’t just post about open roles—post about the personality behind the job. Share team events, quirky inside jokes, employee spotlights, and the fun stuff that makes your team unique. Let people see you’re a real, relatable workplace. The more personality you show, the more candidates will feel like they belong even before they apply.

10. Flexible Roles for Every Stage of Life

Let’s get real: not everyone wants the 9-to-5 grind. Flexibility isn’t just for parents; it’s for everyone, from back-to-work mothers to part-time retirees who bring incredible life experience. Job-sharing, flexible hours, and remote work can make your workplace accessible to talent you might otherwise miss. Plus, a little redundancy in roles means smoother operations when life happens.

11. Make Every Role Purposeful

Nobody wants to feel like their job is pointless. Show candidates that every role in your company has a purpose that supports the bigger mission, benefits customers, or builds relationships with suppliers. When people know their work matters, they’re more motivated—and they’re likely to stick around.

12. Lead by Example

Great employees want to work for great leaders. Invest in yourself by taking leadership courses, seeking feedback, and improving communication skills. A culture of respect, growth, and open communication doesn’t just retain talent; it attracts it. Lead with empathy, and people will want to work with you, not just for you.

13. Promote Continuous Learning and Development

Offer employees growth opportunities to help them level up in their careers. Access to courses, mentorship, and cross-training are all strong selling points. When employees feel they’re growing professionally, they’re less likely to jump ship—and you get a more skilled workforce in the process.

14. Adopt a “Culture-First” Hiring Mindset

Skills can be taught; personality and cultural alignment are harder to change. Hiring for cultural fit (without cloning your team) means bringing in people who truly align with your mission and values. A culture-focused approach builds a cohesive team who’ll be more likely to stick around because they genuinely feel like they belong.

15. Create Micro-Communities

Small groups based on shared interests—like wellness, social impact, or even a cooking club—can foster a deeper sense of belonging. Micro-communities build bonds and help people feel connected to the team. You’re building more than a workforce; you’re creating a community.

16. Gather Feedback, Actually Use It

Company culture should evolve, not stagnate. Regularly collect feedback from employees on what’s working and what isn’t. Make improvements, even small ones, to show you’re listening. Nothing says “I care” like actually listening to what your team has to say and making adjustments.

17. Streamline Your Hiring with Tech

Use recruitment platforms to make the hiring process smoother for everyone. Automate the early screening stages so you can focus on meaningful interactions during interviews. A smooth hiring experience leaves a positive impression, even if candidates don’t get the job.

Bottom Line

Turning your business into a staff magnet isn’t rocket science—it’s about creating an authentic, flexible, and purpose-driven workplace. Whether it’s building micro-communities, showcasing your team on social media, or simply being a leader people want to follow, these strategies help your business stand out in a tight labour market. With the right mix of creativity, flexibility, and humour, you can make your business the place people don’t just want to work—they’ll choose to stay.

Need a hand turning your business into a true staff magnet? At Alluvion Business Coaching, we specialize in helping companies overcome staffing challenges with creative, proven strategies. From crafting a workplace culture that attracts talent to building leadership skills that inspire loyalty, we’re here to guide you every step of the way. Let’s make your business the place everyone wants to work. Reach out to Alluvion Business Coaching today, and let’s start building the team you’ve always wanted!