The 6 Laws Of Attraction When Building A Business

Despite ongoing economic uncertainty, most SME leaders remain optimistic about the future. Yet confidence alone is not enough.  Research by the CIPD (Chartered Institute of Personnel and Development) highlights that attracting and retaining talent is consistently one of the top concerns for UK business leaders.  And with an ageing workforce where 14 million employees are expected to retire over the next six years but only 7 million entering the market then the talent gap will only widen.

This isn’t just about filling vacancies.  It’s about building organisations where the right people actively want to work.  In a labour market with record-high employment levels, leaders must think creatively about how to attract, recruit, and retain great people.

Is Your Organisation A Great Place To Work?

The truth is simple: organisations that are genuinely great places to work naturally attract talent.  According to Glassdoor’s Best Places to Work survey, employees value clear purpose, career growth, and leadership they can trust. The Sunday Times Best Companies to Work For list also shows that even small firms can compete when they build strong cultures and employee experiences.

So the question is: does your business stand out as an employer of choice? Do prospective hires really understand what it means to work with you?

What employees value most

A Harris Poll for Indeed found that while meaningful work and flexibility are increasingly valued, good pay and benefits still top the list especially for younger workers. Location, flexible working, a positive culture, and variety of benefits all factor into career decisions.

How does your organisation measure up?  More importantly, how do potential employees know you offer these things?

In a world shaped by online reviews and transparency, candidates will research your company before applying.  Glassdoor and similar platforms act as the “TripAdvisor” of employment, giving jobseekers an inside view of your culture. Yet my own survey of SMEs found that fewer than 20% describe what it’s like to work for them on their websites.  Vacancies are listed but little about the actual experience of being part of the team.

Even small firms should showcase their culture with words, images, and ideally videos that reflect who they are and why people should join.

The 6 Laws Of Attraction

Here are six actions every SME can take to become a destination for talent:

1. Rethink your benefits.Flexible perks are not just for large companies. Platforms such as Perkbox or Ben provide affordable ways to offer choice and variety.
2. Showcase your culture online.Dedicate a careers page to what it’s like to work at your business. Make it authentic, engaging, and reflective of your values.
3. Always be recruiting.Don’t wait for a vacancy. Make it clear you’re always open to hearing from great people—otherwise they’ll move on to a competitor.
4. Engage with employee reviews.Monitor platforms like Glassdoor. Respond constructively to feedback and use it to improve. Candidates are watching.
5. Leverage staff referrals.Research by Oracle shows employers are five times more likely to hire a referral than any other source. Referred hires are faster, better quality, and more loyal. Reward employees for helping to bring in talent.
6. Hire quickly but thoroughly.Recruitment consultancy Hays reports that top candidates often receive offers within two weeks. Lengthy processes lose people. Keep assessments rigorous but streamline your steps so good candidates don’t slip away.

Final Thought

Don’t just look for talent when a vacancy arises make your organisation a place where talent seeks you out. With demographic pressures and high competition, the businesses that win will be those that consistently showcase their culture, reward their people, and act quickly to secure the best.

Becoming a destination for talent is not about size or budget it’s about clarity, authenticity, and consistent follow-through.