You might say you’re only hiring ‘top talent’, but you’re probably settling for generics. It’s like choosing between store-brand and name-brand meds – sure, generics might seem like a good deal, but do they really measure up?

Here’s how you can tell.  Ask yourself why you hired one of your recent hires.  If it was because they had the skills to do the job, a nice personality, and didn’t smell funny, you hired a generic.  If you hired them because they can do the job and you can specifically say why they fit your culture, you hired a brand name!

There lies the problem, you have a generic employment brand. It doesn’t have to be generic. You made it generic because it sounded safe and professional. Because it sounded like every other boring brand you have heard or seen. “Timmy, you don’t get it, we aren’t Google or McDonalds”.  Thank God. No one likes that crappy food and Google probably hires worse than you.

At my company, we keep it real. We’re all about being down-to-earth, welcoming families and pets into the office, and valuing hard work over clock-watching. Yeah, we swear in meetings. We’re not afraid to take risks, and we value building strong client relationships. And yes, we’re pretty loyal to our alma mater, but that’s just part of what makes us unique.

We don’t settle for generics; we look for people who fit our brand. Those who don’t, well, they don’t stick around for long. Because generics and brands just don’t mix. Brands build strong cultures; generics leave people feeling disconnected.

So, it’s time to ditch the generics and start building a team that’s as unique as your brand. Because when it comes to talent, being generic just won’t cut it.