How to Hire Your Best Employees

Jul 5, 2024 | Listen

Kristie Holmes and Kathy Svetina share why businesses are short-staffed and why it's hard to find the right people on the Help, My Business is Growing podcast.

Why is it hard for small businesses to find the right hires? Keeping your business running smoothly depends on having the right team in place. But finding the right people isn’t always easy. If you don’t have good recruiting strategies, you could be dealing with high turnover, low productivity, and trouble reaching your goals. That can lead to all kinds of headaches and missed opportunities to expand.

Beyond optimizing your job listings for Google search to adjusting salary ranges to attract the right candidates, you can also outsource your staffing concerns by bringing in professional HR recruiters. 

But how do you actually collaborate with them? 

Is there a process in place to make sure they find exactly what you need?

How long does it take to find the right candidate and how do they charge? 

And what are the steps you can take to help them? 

Kristie Holmes: Small Business Recruitment and Hiring Strategies

In this episode, Kristie Holmes, a recruiting specialist, and I have a power-packed discussion about the complex world of job postings and hiring strategies specifically for small businesses. We break down why it’s getting harder to find the right talent in today’s competitive job market and what some of the things you can do, be it establishing your own recruitment process or bringing in professional HR recruiters, to build the best team possible. 

Timestamps for this week’s episode

02:27  Why it’s hard for small businesses to find the right hires

05:28 How to start the recruiting process

16:57 Aligning pay expectations with market rates

25:16 Being upfront about work-life balance expectations

29:04  Actionable step to take to find the right people

Why it’s hard for small businesses to find the right hires

Finding the right hires is tough for small businesses due to two main reasons.

First, the recruiting climate has drastically changed. Before COVID, there were plenty of job seekers and fewer job openings, but now the situation has flipped. There are more job openings than qualified candidates, making it a challenge for businesses to find the right fit.

Second, COVID-19 has changed how people view work. Many employees got used to remote work during the pandemic and are reluctant to return to the office. This shift has led many to choose gig work or start their own businesses. 

Finally, the cost of living has also increased, but wages have not caught up, making it harder for small businesses to offer competitive salaries. 

A good recruiting process starts with a really good job description.

How to start the recruiting process

A good recruiting process starts with a solid job description. Many businesses miss out on qualified applicants because their job descriptions aren’t up to par. One key tip for you is to mention the job title six or seven times in the description. Since most job searches begin on Google, having the job title and relevant keywords helps your listing show up in search results.

Also, try to keep the job description detailed…BUT concise. It needs to grab attention quickly. You’re not writing a novel, it’s too long and doesn’t get to the point, and people will lose interest and move on. On the other hand, if it’s too short, it won’t provide enough information. Your goal is to find the right balance so job seekers can easily understand the role and decide if it’s right for them.

“Keep your job description short enough that you’re not going to lose their attention. If they’re halfway through the job description and you still haven’t gotten to the point of what the role is, they’re going to bounce back out to the next job on the list.”  – Kristie Holmes

Aligning pay expectations with market rates

Aligning pay with market rates can be a real challenge, especially for small businesses on a tight budget. Using tools like CompAnalyst, which gathers salary data from HR professionals nationwide, helps in setting competitive pay ranges. By comparing job postings and adjusting salaries accordingly, businesses can attract more qualified applicants.

But it’s not just about money anymore. Job seekers today often prioritize things like work-life balance and flexible schedules over higher pay. Offering perks such as remote work options, extra vacation time, or unique company activities can be just as enticing. These non-monetary benefits are increasingly important in attracting talent who value a supportive and balanced work environment. Highlighting these benefits in job postings can make a significant difference in attracting the right candidates.

I recommend a total of 3 interviews - the phone interview and then 2 in person or via Zoom.

Being upfront about work-life balance expectations

Being honest about work-life balance expectations is very important for both employers and job seekers. You need to avoid a situation where you hire someone who expects a 9-to-5 job only to find out they’ll be working late every Friday. Lying about work-life balance can lead to dissatisfaction, and turnover, and ultimately harm your reputation as an employer. It’s best to set realistic expectations and build trust from the start.

You can do this by stating work-life balance expectations in job postings and interviews so you can attract candidates who are a good fit for the role and company culture. This approach will almost guarantee that you’ll have employees aligned with the company’s values but also those who might stay with you longer and have a higher rate of productivity.

“The one thing we hear more than anything else from job seekers is they are looking for work-life balance. I have seen people leave $ 100,000-a-year jobs to take $50-60,000-a-year jobs because they are sick of being burnt at both ends of the candles. – Kristie Holmes

Actionable steps to take to find the right people

The first actionable step in finding the right people for your team is to visit Kristie’s website here: and download her job description template to make sure your job descriptions are clear and effective.

Once you’ve tailored your job description, the next step is to post it on free platforms like Indeed or Glassdoor. This not only expands your job listing’s visibility but also increases its chances of appearing in Google search results. 

The combination of a well-written and structured job description and popular job boards will help improve your chances of finding candidates who align with your team’s needs and values.


  • Small businesses struggle to find hires due to a scarcity of qualified candidates and shifting work preferences post-COVID.

  • Begin recruitment with a strong job description optimized for Google search visibility. Don’t make it too long or too short to attract and keep job seekers engaged.

  • Tools like CompAnalyst and optimized job descriptions can help small businesses attract qualified candidates even if they struggle to align pay with market rates. 

  • Be clear and honest about work-life balance expectations to avoid dissatisfaction and turnover. This builds trust and attracts candidates aligned with your culture.

  • Use Kristie’s job description template to help write your own and post your it on platforms like Indeed to increase visibility to candidates who can fit your needs.


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About guest – Kristie Holmes


The HR Dept, LLC

Kristie Holmes is the dynamic force behind The HR Dept. With over 15 years of profound experience in recruiting and Human Resources across a spectrum of industries, Kristie embodies the spirit of innovation and dedication.

Kristie’s educational journey, marked by a Bachelor of Arts in Journalism from the University of Memphis and a Master in Business Administration specializing in Human Resources from Bethel University, has equipped her with not just knowledge but a visionary outlook toward HR solutions. Her mission to provide tailored HR services ensures that small businesses not only survive but thrive in today’s competitive landscape.

With a background that spans construction, restaurants, marketing/sales, automotive collision, dental offices, higher education, security, and more, Kristie brings a wealth of knowledge and a unique perspective. She believes in the power of building strong relationships and delivering a personal touch.

Download her HR templates to help you get your recruitment process in place:





Other resources mentioned in this episode:


A comprehensive compensation management solution and software 


The world’s largest job recruitment site 

About host – Kathy Svetina

Kathy Svetina is a Fractional CFO for growing small businesses with $10M+ in annual revenue.

Clients hire her when they’re unsure about what’s going on in their finances, are stressed out by making financial decisions, or need to structure their finances to keep up with their growth.

She solves their nagging money mysteries and builds a financial structure with a tailored financial strategy. That way they can grow in a financially healthy and sustainable way.

Kathy is based in Chicago, IL and works with clients all over the US.

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