With 71% of businesses struggling to find qualified candidates, innovative recruitment strategies are critical for success.
This HR Spotlight article gathers insights from business leaders and HR professionals on how their organizations are beating the odds.
From leveraging AI-driven job postings to fostering strong cultures and tapping personal networks, these experts share actionable approaches.
Emphasizing attitude over experience, clear expectations, and internal growth opportunities, their strategies expand talent pools, boost retention, and align hires with organizational goals, offering a roadmap for businesses to thrive in a competitive hiring landscape.
Read on!
At Achilles Roofing and Exterior, I’ve seen firsthand how tough it can be to find the right people. Roofing isn’t an easy trade—it’s demanding work, the conditions are tough, and it requires both skill and discipline. What’s helped us beat the odds is that we don’t just look for “qualified” candidates on paper. We look for people who are willing to learn, show up consistently, and take pride in doing the job right.
When I was younger in this business, I thought the only way to grow was to hire people who already had years of experience. What I learned is that experience doesn’t always equal reliability. Some of our best team members started with little background in roofing but had the right attitude. We invested time into training them, pairing them with seasoned crew leaders, and giving them clear paths to grow. That’s built loyalty because they see a future here, not just a paycheck.
We also put a lot of focus on culture. Roofing crews spend long days together, often in extreme heat, dealing with physically exhausting work. If you don’t create an environment of respect, accountability, and teamwork, good people won’t stay. We make sure everyone knows their role, feels valued, and understands that cutting corners is never an option. Homeowners trust us with their biggest investment, and that responsibility has to be shared by the whole team.
Another thing that’s worked for us is hiring from our own network. Many of our best workers came through referrals from current employees. If someone is willing to vouch for a friend or family member, that usually means they trust the person to keep up the standard we expect. It creates a team that’s built on trust from the start.
Beating the odds hasn’t been about luck. It’s about taking the long view—finding people with the right mindset, giving them the tools and training to succeed, and building a culture that makes them want to stay. That’s how we’ve been able to staff reliable crews while so many others are struggling.
Culture and Training Build Loyal Roofing Teams
Mark Hirsch
Co-founder & Personal Injury Attorney, Templer & Hirsch
At Templer & Hirsch, we beat the 71% hire problem by making our employees better. Many of the law clerks I work with now started as students, and I personally invest in their growth. More than 60% of our lawyers started out working for the company.
We also use the Prime Time Business Network, which I started, to get recommendations from people we trust. Thanks to this network, we’ve found outstanding candidates whose ideals match our own.
We look at grit, empathy, and courtroom sense instead of just resumes, because those are things you can’t teach from a transcript. That’s how we make a team that wins cases and puts our clients first.
Law Firm Grows Talent From Within
Daria Turanska
Legal Manager, Faster Draft
Finding qualified candidates is definitely one of the biggest challenges businesses face today. At Fasterdraft.com, we’ve tackled this by being very intentional about how we define and attract talent.
First, we focus on clarity in contracts and job descriptions—making sure expectations, responsibilities, and growth opportunities are crystal clear from the start. That helps attract candidates who truly understand the role and are motivated by it.
Second, because I run my own company and know how vital flexibility is, we offer remote and flexible working arrangements, which broadens the talent pool beyond local limits. This is especially appealing to contract lawyers and specialists who want autonomy.
Finally, we invest in ongoing training and mentorship, helping team members develop skills aligned with both their interests and company needs. This creates loyalty and reduces turnover.
By combining clear legal frameworks with a people-focused culture, we’ve been able to beat the odds and build a strong, qualified team despite the market challenges.
Clear Expectations Attract Perfect Contract Matches
Belle Florendo
Marketing Co-ordinator, My Accurate Home and Commercial Services
We shifted focus from resumes to aptitude and attitude.
Instead of filtering strictly by past experience, we created short skills assessments and emphasized cultural fit during interviews.
Pairing new hires with mentors accelerated training, which expanded our candidate pool. This approach reduced hiring gaps and improved retention significantly.
Aptitude Over Experience Expands Candidate Pool
David Case
President, Advastar Group
The first thing we ask clients when they tell us they can’t find qualified candidates is how they’re defining “qualified.” Often, the root of the problem is that they’re holding out for a perfect professional, someone who checks every technical box and is an ideal fit for their culture. These candidates do exist but they’re few and far between, especially in the current hiring landscape.
My top advice for employers right now is to look for ways you can broaden your pipeline. Review your must-have qualifications to make sure they’re truly necessary for the role, not just “nice to have”s.
When you review applications, be willing to consider candidates who have the right core skills and attitude, and could be trained to fill any technical gaps.
The employers having the most success with filling roles right now are those willing to reskill workers from adjacent industries, or offer apprenticeships or on-the-job training for recent graduates.
When you build talent from within you don’t only fill openings faster but also foster loyalty in your workforce since they’re able to grow with your organization.
Hire For Potential, Not Perfection
Kristie Tse
Founder & Clinical Director, Uncover Mental Health Counseling, PLLC
My approach has been highly intentional and focused.
I prioritize building a strong company culture that attracts like-minded professionals who share our vision and values. This means engaging in thoughtful screening processes and fostering a supportive environment where clinicians feel valued and supported.
Also, I invest in consistent development opportunities for my team, which not only elevates the quality of care we provide but also helps retain motivated and skilled individuals.
By focusing on quality over quantity and creating an environment professionals want to be a part of, we’ve been able to distinguish ourselves and overcome hiring challenges.
Culture And Values Attract Top Talent
Stephen Yau
Owner & Head Math Tutor, DUX Tuition
I run a math tutoring company that hires math teachers.
Job posting platforms like SEEK or Indeed are flooded with candidates that are either unqualified or don’t feel like a great fit.
My solution was to look at my own social circles, such as church or Jiu Jitsu clubs, where I could spend a bit more time observing a potential candidate.
This allowed me to evaluate their character and fit for the company before I ever approach them. Luckily, I’ve found quite a lot of church goers are teachers (or lawyers!), so this method, although unorthodox, works!
Social Circles: The New Hiring Pool
Valentin Radu
Founder, Omniconvert
As a SaaS founder and CRO expert, addressing the talent challenge requires a proactive and strategic approach.
First, we refine job descriptions to be clear, enticing, and reflective of the specific skills needed. Leveraging data-driven recruitment tools helps us identify top candidates effectively. We also tap into niche communities and professional networks to find specialized talent that aligns with our goals.
Additionally, fostering a strong employer brand and offering growth opportunities ensures we attract and retain the best professionals. Lastly, maintaining a culture of learning and adaptability allows us to nurture talent internally, filling gaps as they arise.
Strategic Recruitment Attracts and Retains Talent
The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.
Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?
Write to us at connect@HRSpotlight.com, and our team will help you share your insights.
Discover the latest HR Tips and trends with our weekly newsletters!