If your search process is dragging, and your applicants aren’t meeting expectations, your organization may be unintentionally signaling to high performers that they wouldn’t thrive with you. With a little reflection, and by taking actionable steps to realign your messaging, processes, and team culture, you can attract and retain the talent you are looking for.
If the candidates you want aren’t biting, you may be unintentionally sending signals that turn them away. The good news is, once you see it, you can fix it. Here are some of the most common reasons top talent might be passing your organization by and how you can change that.
1. Your job postings are uninspiring.
High performers want meaningful work with clear impact, not undefined, disconnected responsibilities. Your information needs to stand out in a sea of similar roles. Instead, showcase purpose, growth potential, positive culture, and emphasize outcomes over tasks. An inspiring post will lead the candidate to imagine themself within your team’s mission.
2. You’re just listing qualifications, not pitching an opportunity.
Top-talent candidates evaluate you as much as you evaluate them. They are on their own search for matches to their personal calling, strengths, and vision for culture. As you write the content for your job posting, frame the role as a two-way opportunity. Reflect that in your interviews throughout the process. Communicate what the org can offer to valued candidates, not just what the org needs.
3. You haven’t communicated a compelling culture
More than perks and enticing benefits, high performers are looking for values alignment. Unicorn candidates want to land somewhere with a positive team culture that’s built on unity that only comes from a strong central mission and vision. They want to know early how those values are reflected on the team and in the role. Be specific about your organization’s culture in all touchpoints—from your website to interview conversations.
4. You’re overlooking growth and development
Top talent always want to keep growing — that’s why they’re at the top. If your org and the people there seem stagnant, they’ll pass. Highlight coaching, learning opportunities, and potential career paths that’ll encourage candidates to plant roots in your org. Growth opportunities won’t just attract top talent; it’ll retain them.
5. You’re neglecting the right channels
Top candidates aren’t always scrolling job boards. They’re being recruited and networking quietly. They’re sought out, and the right opportunity often finds them before they have a chance to start looking. The orgs they end up with often have access to niche communities, targeted outreach, and referrals. If you’re not working with a search partner, consider it. Vanderbloemen’s network can connect you with the hidden talent you rarely see on job boards.
If you recognize a few of these patterns, you are not alone. You can use this list to spark honest conversation with your search team and initiate intentional changes to your team culture and search process. With a few of the right adjustments, you can reflect the kind of workplace high performers want to be a part of.
