How to Attract the Right Candidates and Repel the Wrong Ones

Hiring shouldn’t feel like you’re being swarmed by mosquitoes on a hot summer night (yuck).

But for companies that are casting a net to catch as many candidates as possible (without any skill or technique in place)…it can feel that way.

Here’s the scenario: you post your job description with the usual suspects, the applicants start buzzing, and before long, you’ve welcomed someone who seemed great…and then the cracks start to show.

So here’s the truth: It’s not a people problem. It’s a process problem.

And when it comes to hiring the right candidates, process is everything.

Great Hiring Starts with Clarity (and a little repellent)

Mis-hires aren’t just expensive: they’re disruptive.

The wrong hires had cost US businesses upwards of $550 billion in sunk costs.

And in our experience, that number starts from the moment you post the job description.

Strategic hiring should start by asking:

• What problem is this role solving?
• What does success look like in 90 days? In a year?
• What soft skills complement our current team?
• Where have we gone wrong in the past?
• Where are we looking for innovation and where do we need consistency?

You Don’t Need More Applicants: You Need Quality Applicants

Volume isn’t the problem. Precision is.

The best hiring strategies repel the wrong candidates and attract the right ones before the interview even starts. Your hiring process should function like a strategic filter—attracting those who match your values, energy, and priorities, and repelling those who don’t. Yes, repel. Because one well-placed metaphorical citronella candle can save you months of cleanup.**

This happens through:

• Tighter job scoping (less fluff, more function)
• Clear red flag definitions to identify unqualified candidates
• Brand-aligned messaging in your job posts
• Purposeful sourcing strategies that go beyond Indeed

Don’t Rely on the Job Posting Alone

Think of your job description as a brand story, not a laundry list. The best candidates don’t just want to know what they’ll be doing—they want to understand why it matters, how success is supported, and what type of environment they’re walking into. Your job post should attract the right people and scare off the wrong ones at the same time. Try sharing:

• What kind of problems they’ll tackle
• How decisions are made
• What traits thrive in your culture (and which ones don’t)
• What growth looks like for the right hire

Make the Interview Process Work for You

Interviews are not about charisma or checking off boxes. They’re about evidence. You’re not just hiring for today’s projects. You’re hiring for growth, friction, pivots, and change. The interview should help you test for that.

Because resumes tell you what someone has done—and interviews should tell you how they think, act, and collaborate. Smart companies don’t just ask, “Can this person do the job?”, they ask questions like:

• How do they respond to ambiguity?
• Do they ask good questions?
• Will they raise the bar for our team?
• Do they value what we value?

Nail Your Onboarding Process

Even the best hires can’t thrive in chaos.

If your onboarding process is an afterthought, you’re setting every new team member up to fail. Clarity, feedback loops, and role definition are culture-setters, and they show your hires what “excellence” means here.

1. Clear Pre-Start Communication: Set expectations before day one with a welcome email, schedule, and any materials they’ll need to hit the ground running.
2. Structured First Week: Provide a mapped-out schedule with introductions, training sessions, and check-ins to create momentum and reduce overwhelm.
3. Defined Role Clarity: Ensure the new hire understands their responsibilities, KPIs, and how their work connects to larger business goals.
4. Cultural Immersion: Integrate them into the company culture through team meet-and-greets, values alignment sessions, and informal coffee chats.
5. Ongoing Support + Feedback Loops: Set regular 30-, 60-, and 90-day check-ins to get feedback, address challenges, and support growth from both sides.

Where Angie Comes In: Hiring That Fits Like a Glove

At StellaPop, Angie O’Grady leads our hiring services with the precision and insight of someone who’s been in your seat—scaling teams, managing friction, and fixing what broke when the wrong people got in the door. She doesn’t just send you resumes she partners with your leadership to identify real gaps, design roles that actually reflect your needs, and build a hiring engine that supports your growth long after the offer letter goes out.

From executive searches to fractional hiring strategy, Angie ensures your hiring aligns with your bigger picture. That means:

• Writing job descriptions that filter for fit
• Aligning interviews with your company’s strategic priorities
• Auditing past hires to improve future outcomes

It’s not hiring for the sake of filling a seat. It’s hiring to strengthen your entire operation.

StellaPop Recruitment: REAL Hiring Buzz

Hiring doesn’t have to feel like swatting blindly. It doesn’t have to drain your team’s energy or delay your growth.

With StellaPop, you get:

• Strategic hiring guidance from experts who understand operations
• Candidate evaluation frameworks aligned to your culture and goals
• Support across sourcing, selection, onboarding, and retention

The best hires aren’t just talented. They’re aligned. They’re committed. And they solve problems from day one.

That’s the difference between hiring for growth and hiring to fill a role.

Let’s help you attract the right people and repel the wrong ones. (No citronella required.)