The One Investment That Guarantees Better Employees
Throughout the recent series on our broken hiring process, we've explored the significant challenges leaders and jobseekers face in 2025. From the statistical paradoxes in The State Of Hiring and Finding Work to the frustrating disconnect in The Gap Between Job Seekers and Hiring Managers, it’s clear that the current system is failing many of us. That said, feeling like you cannot make a change or at the will of an external force is something that can be overcome. Moving from a state of reacting, whether you're or hiring or concerned about the need to find a new job soon, to being proactive now can shift the balance in your favor.
Great companies like Wegmans, Chick-fil-A, or Costco don't just get lucky in finding excellent people. They invest time and energy in identifying talent long before they have a critical role to fill. This proactive approach is the single biggest differentiator between managers who are always scrambling and those who always seem to have a pipeline of great candidates. This doesn't have to be a complex, company-wide initiative. The best way to find great associates to work for you is to invest your own time in looking for them. Any manager at any level can build this approach, regardless of support systems around them. Obviously, better systems will make it easier, but you don’t have to feel like there are no options.
In the turbulent market of 2025, recruiting and attracting talent is at an even higher premium. I expect this will continue. It will be more than just wages and availability that attract the best people. In an era where applicants feel like a number, you will need to offer development, a flexible environment, and a place where individuals feel like they can contribute in a meaningful way. Decent pay and a promotion path are no longer enough to attract and retain the best available talent.
As The Container Store was growing and at their peak, they used the theory that one great employee equals three good employees (They still highlight this today on their website and core principles). Finding that "one" is not an accident; it's the result of a deliberate and time-intensive screening process. In their stores, when a candidate has been identified, there is a rigorous process they follow, culminating in a group interview not with managers, but with a selection of other store associates who help choose their future peers.
Yes, that takes a lot of time. But the payback is significant. The Container Store has previously reported a full-time turnover of about 10%, a fraction of the retail industry average. That investment in the selection process pays dividends. Reduced turnover allows for more training, better benefits, and higher salaries. The company wins with better people, the associate wins with a better job, and the customer wins with a better experience.
Here are some steps you can take to get a similar payback on the investment you make in your hiring process.
Develop a Vision of What a "Great" Associate Looks Like
In a world of AI screeners and keyword-matching, a clear vision is your most powerful tool. What is your ideal candidate truly like? What are the core competencies and the human skills that you are unwilling to compromise on? This vision becomes the foundation for everything else. It allows you to write clearer job descriptions, provide better instructions to your ATS, and, most importantly, recognize talent when you see it in the real world. Ensure your entire leadership team shares this vision so you have multiple sets of eyes and ears continually looking for the next great associate.
Always Be Looking for the Next Great Associate
I had a wonderful HR Business Partner who always preached the ABCs of recruiting: Always Be Cruitin’. It’s solid advice that works in any business. When you are constantly on the lookout for talent that matches your vision, you are building a pipeline. This is the antidote to the desperation that fuels bad hiring decisions. You should always be passively looking for talent, whether you're shopping in a competitor's store, interacting with a vendor, or networking with peers. Great people are everywhere, but you will only see them if you're looking.
Make Time for Proactive Recruiting
Something planned is something done. You cannot hope to find a few minutes here and there to build a talent pipeline. If you wait until you have an open role, you're already behind and at the mercy of the broken system. Block time on your calendar specifically for recruiting activities. It doesn't have to be long, but it needs to be consistent. Use that time to connect with people on LinkedIn, have coffee with a former colleague, or visit a local business known for great service. Don't forget to look at your best customers. Oftentimes, your customers can make the best employees, or they know someone who will.
Hiring can be a challenging process, but it is also the most rewarding part of leadership when you invest the time to do it right. By defining a vision, actively searching for candidates, and building a thoughtful selection process, you can jump-start your team's culture and create an environment of success. Great people attract more great people. The cycle builds on itself, and in time, you will find yourself surrounded by an outstanding team that delivers in every way.
What are you doing to remain proactive in staying ahead of hiring needs for your business?
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