Making great hires isn't just about getting great people through the door. It's about empowering people to make the right career choice for them, and investing in them so that they are on a trajectory to succeed and crucially, stay with the business.

This article talks about using data to hire effectively. Gut instinct may have some relevance, but making decisions based only on gut can be costly. Instead, data driven evidence can be more effective. A couple of headlining points to make great hires and attract top talent to your company:

Having great reviews for your company counts for more than you might thing. It's one thing to hear it from the recruiter and hiring manager. But the strength of the voice of the business online is stronger. 

Offering someone a job when they haven't had to do much to get it can diminish the value of their achievement. Getting the balance of a hiring process that challenges a candidate but that also allows them to show themselves to their best is key. Consider having a technical exercise of some form in the interview stage for every role in the business. Whether it's a presentation, a role play or a technical coding exercise with your software.

According to Glassdoor, average time between roles is 10 months - so it's key to ensure you're having career progression conversations regularly, as well as rewarding performance and progress.

And above all a great culture is what makes a job not feel like 'work', but intead something that people look forward to on a Monday morning.

The word for work in Latin is 'Laborare' - it's where our word labour comes from, and it means anything accomplished with difficulty or struggle. This is the last thing that we want our work to feel like.