How to Find Employees for Your Business: 6 Tips to Find Your Ideal Hire

Written by  Tara Mastroeni

Written by  Jill A. Chafin

Edited by  Dawn Daniels

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Updated Nov 07, 2025 Content was accurate at the time of publication.

There are many tools, resources and platforms to help you hire good employees for your business, but knowing how to use them and what legal issues to avoid can take time. And it can be important to understand when a DIY approach works, and when you may need to bring in help.

1. Create a detailed job post

The first step for finding new employees is to create a job post that attracts high-quality candidates. In a competitive job market, you’ll need to follow some best hiring practices in order for your listing to stand out.

Basics you’ll need in your job post include a:

Detailed job title

Create a title that effectively describes the role’s duties and responsibilities. The more specific, the better it will catch a prospective employee’s eye. For example, saying “Writer Needed” sounds too vague, leaving candidates unsure of what skills might be required.  Instead, a title like “Investment writer needed with SEO skills” helps narrow it down, painting a clear portrait of what this job is about.

Succinct description

The most effective job postings present key information to applicants immediately — what kind of company they’d be working for and what kind of work they’d be doing on a day-to-day basis. Try to summarize the job in a few sentences while focusing on the most important aspects.

List of responsibilities

Bulleted lists can be an effective way to provide easily scannable, quick-hitting job responsibilities. Don’t force candidates to read through several long blocks of text to get to what they need. But don’t skimp on details, either. Try your best to outline the hours needed, what tasks they’ll need to do and if there are opportunities for growth within the company.

List of required qualifications

Be clear about the professional background and experiences you expect candidates to have for this job. But also keep in mind there’s no such thing as a “perfect candidate.” Even if someone doesn’t check all the boxes, they could still be a great addition to the team, especially if they have a good attitude and a willingness to learn. 

You’ll also need to list any professional credentials or certifications that may be required for your industry. For example, if you need to hire a truck driver and your state mandates that truck drivers need a commercial driver’s license, mention that in the job posting.

Salary range and benefits

Job seekers are less likely to apply to a job posting if you don’t share any information about potential salaries or job benefits. Instead of talking vaguely about company culture, be specific about what kind of health care coverage, paid time off and other benefits an employee can expect to receive. You don’t want to take an ideal candidate through the entire interview process only to find your job offer isn’t competitive enough.

2. Promote from within first 

Sometimes the best job candidates might already be working for you — and those candidates already have the institutional knowledge of how your company operates. In fact, research shows that promoting internal candidates can save a business time and money since you don’t have to run ads, do background checks or provide extensive training. Additionally, promoting existing employees can help boost morale while improving your company’s retention rate.

Because of this, it’s worth promoting good workers from within if you think they can handle the new job.

3. Share the job posting

Once you’ve created a solid job posting, it’s time to spread the word. Here are some ways to let potential employees know your small business is expanding.

Online job boards

Job boards and job search engines, like Indeed or LinkedIn, are websites designed to connect employers and job seekers. On the plus side, you can use these sites to easily have a large number of qualified candidates delivered straight to your inbox. However, at the same time, these sites can be costly and you’ll need to vet each application to find the top contenders.

Both Indeed and LinkedIn let you post jobs for free, but you can pay to get your post in front of more people and get access to tools to help you search. For many small businesses, it may make sense to start with a free plan and then pay for additional features if you’re not finding candidates that are a good fit.

Social media platforms

Social media can be another great outlet for generating interest in your company’s open positions. Many candidates use social media to find job postings or assess potential employers. If your company has a strong following, you can also broaden your reach by investing in social media advertising.

Colleges and universities

If you are looking to hire interns or entry-level workers, colleges and universities can be a great place to start. They typically have a career services department, which focuses on sharing job opportunities with current students and alumni. 

Professional associations

If you’re struggling to find the ideal candidate for a niche role, consider joining a professional association or an organization that connects like-minded professionals working in a similar field or industry. 

Find an association that fits your business and start building a relationship with its members.

Physical signs

An old-fashioned “Help Wanted” sign can still be effective in today’s digital age, especially if you have a business that engages directly with its customers.

Generally, with those types of announcements, you’ll want to present some of the most basic information related to the role — such as the available shifts and estimated hourly wage. Mentioning any potential incentives like benefits or a signing bonus can help create more interest.

Job fairs

Job fairs are similar to speed dating, allowing job seekers and employers a chance to see if they’re a match and share similar qualities, skills and long-term goals. While setting up a booth at a job fair typically requires a fee, it can be a great way to promote your brand to a wide audience. Plus, it gives you the chance to meet people face to face, which can often be more effective than reading a stack of resumes.

4. Work with a recruitment agency

If you’ve been struggling to gain traction with your public job postings and have the resources to partner with a recruitment company, it could be a great way to find the right candidate for your job opening.

For highly specialized or senior-level positions, a headhunter or consulting agency that specializes in executive recruitment can discreetly source a pool of qualified candidates and begin the screening process.

If you’re looking to fill a larger volume of jobs, or perhaps find seasonal workers for certain kinds of roles, a staffing agency can help find workers who fit an employer’s needs.

5. Improve company culture

Creating a positive work environment for your current employees can go a long way in improving employee retention and attracting new talent. Here are some ways to improve your company’s culture:

Your careers page and your job postings are both great places to talk about your company culture to attract new talent.

6. Make sure you understand the laws governing your job postings

Federal law dictates certain aspects of how the hiring process must be conducted. In some cases, state laws play a role as well. As a rule of thumb, it’s a good idea to research these topics before starting to hire employees, so you know what’s expected of you. Some restrictions you may run across include laws governing: