How to Find Great Employees in 2025: A Proven Hiring System That Works!

Hiring great employees isn’t just about filling open roles; it’s about building the kind of team that helps your business grow and thrive. 

According to the U.S. Department of Labor, the cost of a bad hire can exceed 30% of that employee’s first-year earnings. Meanwhile, companies with effective hiring systems are 3x more likely to perform well and retain top talent. 

This 2025 guide breaks down a proven hiring system to help you: 

• Attract better candidates, 

• Build a stronger employer brand, 

• Use smarter tech to streamline hiring, 

• And retain great employees long-term. 

Whether you’re hiring hourly staff or top-level professionals, these strategies will help you consistently find high-quality candidates who align with your company’s values.

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Main Takeaways

• Great hiring starts with clear, value-driven job listings that speak directly to the right candidates. 

• Using multiple sourcing methods, especially niche boards like HireVeterans.com, widens your talent pool. 

• Employer branding is not optional; it’s a competitive advantage. 

• Technology can reduce costs and improve the candidate experience, but only if paired with human connection. 

Step 1: Write Job Listings That Actually Work

Your job listing is your first impression. If it's vague, cluttered, or full of jargon, great candidates will scroll past it. 

Start with a clear, specific job title that matches what job seekers actually search for. Use plain language, avoid industry jargon, and list must-have vs. nice-to-have qualifications. Including a short paragraph about your company’s mission, work style, and benefits can also help attract the right fit. 

Here’s how to create listings that convert: 

• Use clear, searchable job titles. Avoid creative titles like "Code Ninja" and use standard terms candidates search for like “Software Developer” or “Sales Manager.” 

• Be upfront about must-have vs. nice-to-have skills. This helps applicants self-qualify without limiting your talent pool. 

• Highlight your values and culture. Include a short company blurb showing what you stand for (this attracts people who care about fit). 

• Make it mobile-friendly. Keep paragraphs short, use bullet points, and check how it looks on a phone. 

Step 2: Use Multiple Channels to Find Candidates

Relying on a single channel (like only using Indeed) limits your reach. Use a mix of job boards, employee referrals, university partnerships, and passive candidate outreach to expand your talent pool. Referrals and niche job boards often produce higher-quality candidates. 

• Employee referrals: Referred candidates are often better quality and stay longer. Offer bonuses or recognition to encourage referrals. 

• Veteran-focused job boards: Niche platforms like HireVeterans.com connect you directly with skilled, disciplined talent from military backgrounds. 

• University partnerships: Build relationships with colleges to tap into emerging talent early. 

• Job fairs & events: Meet candidates face-to-face and assess soft skills on the spot. 

• Passive outreach: Reach out to people who aren’t actively job hunting. Tools like LinkedIn are great for this. 

Did you know?  

60% of jobseekers begin their job search on online job boards. Because of this, using both general and niche platforms is essential.  

Large platforms like Monster, Glassdoor, and Indeed can provide wide visibility.  

However, industry-specific job boards like Hire Veterans often deliver better-qualified candidates. 

Step 3: Build a Strong Employer Brand

Candidates research companies before applying (and what they find matters). Use your careers page, social media, and employee testimonials to showcase your culture, values, and team experience. A strong employer brand builds trust and sets you apart from competitors. 

• Create a standout careers page. Include real photos, clear benefits, and videos or testimonials from current employees. 

• Use social media wisely. Share employee spotlights, behind-the-scenes content, and updates that show your culture in action. 

• Get involved in your community. Volunteer events and partnerships with local schools boost your public image and your recruiting power. 

Step 4: Streamline the Hiring Process with Tech

Modern tools help you move faster, reduce costs, and improve candidate experience. Use tools like an Applicant Tracking System (ATS) to organize candidates and save time.

Automate resume screening and interview scheduling when possible. This speeds up hiring, improves candidate experience, and reduces manual tasks. 

• Use an Applicant Tracking System (ATS): Track candidates from application to offer in one place. 

• Automate resume screening and scheduling: AI-powered tools save time and reduce bias. 

• Keep a searchable candidate database: Build your talent bench by tagging past applicants for future roles. 

Step 5: Keep Great Hires Long-Term

Hiring great people is just the start. Keeping them matters even more.  

Use structured interviews with consistent questions to fairly assess candidates. After hiring, conduct check-ins and give regular feedback to ensure engagement. Offering growth and development opportunities is key to long-term retention. 

• Use structured interviews: Ask consistent questions, score fairly, and reduce unconscious bias. 

• Do a 30-day check-in: New hires decide quickly whether they’ll stay. Use early feedback to improve onboarding. 

• Offer growth opportunities: Most employees will stay longer if they see a path forward.

FAQs | Frequently Asked Questions

What’s the best way to find employees who stay long-term?

Hire with clarity and consistency. Candidates who understand your expectations, work style, and team environment from the beginning are more likely to stay. Use structured interviews and be transparent about your company’s goals and day-to-day realities starting in the job post. 

How can I find employees quickly?

Leverage job boards with wide reach, offer referral bonuses, and use automation to move faster. Be responsive as top candidates often won’t wait long. 

What are the best platforms to find employees?

Use a mix of general boards (Indeed, ZipRecruiter) and niche boards like HireVeterans.com to reach specialized audiences, and high-quality talent. 

What makes a job listing effective?

Clarity. Avoid jargon. Be specific about responsibilities and expectations. And always include a call to action encouraging qualified candidates to apply.