How to Find Great Employees

By Coach Jim Kaspari

Many business owners believe it’s nearly impossible to find great employees. We’ve all been there—spending time, money, and energy on hiring and training, only to end up frustrated. But it doesn’t have to be that way. Over the years, I’ve developed a process that consistently attracts amazing people—yes, even in a small mountain town like Truckee, Lake Tahoe, where “powder days” can empty out half the workforce.

Here are the keys to success in finding great employees:

  1. Know that it’s possible.

  2. Crystallize exactly what you want.

  3. Play full out.

  4. Don’t compromise.

Step 1 – Know That It’s Possible

The first obstacle is mindset. If you believe it’s impossible to find great employees, you’ll prove yourself right. That belief leads to half-hearted efforts and settling for “good enough.” But when you decide it is possible—and back that up with consistent action—you’ll attract people who fit.

I call it the Law of at TRACTION—notice the words TRACTION and ACTION are built right in. Belief starts the engine, but action keeps it moving. Like the Wright Brothers or NASA’s first moon mission, everything great begins with belief followed by persistent effort. When someone says, “It’s impossible to find good help,” don’t believe them.

Step 2 – Crystallize Exactly What You Want

You can’t find the perfect team member without knowing precisely what you’re looking for. Start by journaling your daily activities for two weeks—everything you do and how long it takes. Mark the high-value, revenue-generating tasks you should keep, and identify the tasks you can delegate. Review your “to-do” list for the projects you’ve been avoiding; those often belong in someone else’s hands.

From there, write a clear, detailed job description:

  • Define what the job is and what success looks like.

  • List key tasks, required skills, and measurable standards.

  • Include personality traits that matter—self-motivation, positivity, problem-solving.

Some qualities can’t be trained, so make sure they’re part of your criteria from the start.

Step 3 – Play Full Out (Market Like Crazy)

Once you know what you want, it’s time to tell the world. Turn your job description into an irresistible ad. Use exciting language that attracts the right mindset. For example, instead of “Assistant Wanted,” try “Growth Opportunity for a Motivated Executive Assistant.” Highlight what’s in it for them—training, bonuses, flexibility—and include a “brass tacks” section that sets expectations: punctuality, deadlines, work quality, and focus.

Give clear instructions on how to apply, such as requiring a custom cover letter and a fun question (“What’s your favorite hobby?”). If they don’t follow directions, they’re not your person.

Then, market the position everywhere—Craigslist, Facebook, coffee shops, local schools, email lists, and your network. The goal is to create multiple choices so you can pick the best of the best.

Step 4 – Don’t Compromise

Interview thoughtfully. Ask open-ended, situational questions like, “Tell me about a time you handled a difficult client.” Trust your intuition. Before hiring, give your top candidate a small test project to evaluate their skills and communication. Always check references and social media, and conduct background checks when appropriate—especially for roles involving money or sensitive information.

Finding great employees is a lot like dating: pay attention to red flags and never settle. The right person will align with your values, your mission, and your energy.

Finding great employees takes belief, clarity, and persistence—but it is possible. I’ve done it in challenging markets, and you can too. Stay committed to the process, don’t cut corners, and you’ll build a team that helps your business grow and thrive for years to come.