How Do You Attract, Recruit, and Retain Top Talent?
Attracting top talent in a competitive landscape comes down to the details of your talent strategy. Whether you’re an HR professional, hiring manager, or founder doing it all, here are practical, proven ways to attract, recruit, and retain the high-performing employees who can help your organization grow.
1. Attract with Purpose: Build a Brand People Want to Work For
Before a candidate applies, they’ve already formed an opinion about your company — based on your website, your LinkedIn presence, what employees say online, or even the tone of your job posts.
Here’s how to build an employer brand that draws people in:
Show your impact: Mission-driven work is a magnet. Make sure your values, goals, and the “why” behind your company are front and center.
Share stories: Use employee testimonials, day-in-the-life posts, or behind-the-scenes videos to show your culture in action.
Highlight what makes you different: Do you offer remote flexibility? Support mental health? Fund personal development? Say it clearly.
Quick win: Add a “Why Work With Us” section to your careers page or job posts.
2. Recruit with Intention: Craft Job Descriptions That Speak to Humans
A strong job post does more than list responsibilities — it inspires action. Instead of leading with a wall of requirements, try this:
Start with the mission: Why does this role exist, and how does it contribute to something bigger?
Be transparent: Salary range, location flexibility, team structure — these reduce friction and build trust.
Write inclusively: Tools like Gender Decoder can help identify biased language.
Candidates don’t just want “a job.” They want work that aligns with their values and helps them grow.
3. Create a Great Candidate Experience (It’s Part of the Sale)
Every interaction — from application to final interview — tells a candidate what it’s like to work with you. Here's how to make a good impression:
Move quickly: Top candidates are off the market fast. Keep your process tight, and communicate often.
Be respectful: Acknowledge applications, send updates, and offer feedback when possible.
Personalize where you can: A short, thoughtful message goes a long way toward building rapport.
Pro tip: Treat candidates like future advocates — even if you don’t hire them. Word spreads.
4. Retain with Intention: Onboarding Is Just the Beginning
Hiring is expensive. Losing great people is even more costly. Retention starts the moment someone accepts your offer.
Great onboarding = faster ramp-up + longer retention.
Set clear expectations in the first 30-60-90 days.
Introduce new hires to mentors or onboarding buddies.
Share context, not just tasks: company history, values, team dynamics.
After onboarding, check in regularly. Make space for feedback, growth, and real conversations.
5. Support Growth and Belonging — Or Risk Losing Your Best People
High performers stay where they feel valued and challenged. That means:
Clear career paths: Help people see where they’re going — and how to get there.
Learning opportunities: Conferences, courses, side projects. Invest in their future.
Real inclusion: Not just a DEI statement — but daily culture. Do people feel safe, heard, and supported?
And when someone leaves, don’t miss the opportunity to learn. Exit interviews can reveal patterns — and prevent future attrition.
Talent Wins — When You’re Intentional About It
Attracting, recruiting, and retaining talent isn’t just a checklist. It’s a mindset. When you prioritize clarity, empathy, and growth, your team becomes your biggest competitive advantage.
Looking to build a stronger team in Alternative Proteins?
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Sign up for free or schedule a call to explore curated matches tailored to your mission.