The 3 Tools Every HR Team Needs to Hire and Retain Top Performers

Hiring has always been hard. Today, it’s even harder – and more expensive – than most leaders realize.

According to the U.S. Bureau of Labor Statistics, the cost of a bad hire can be 3–4 times the person’s salary. It’s not just recruiting fees. It’s lost productivity, morale dips, and the institutional knowledge that walks out the door with them.

The good news?

• You don’t have to accept high turnover as a fact of life.
• You can build a better, smarter, more human-centered hiring experience—starting before the job is even posted.
• And now, with a little help from AI, you can do it faster than ever.

At Provoke Better, we’ve created a simple system anyone can use to transform their hiring and onboarding process into a talent magnet.

Here’s how it works—and how you can start today.

The Three Core Components of a Better Talent Experience

When you want to improve hiring, most people start in the wrong place. They write a job ad and cross their fingers.

We recommend you start earlier and stronger. There are three essential components that set the stage for success:

1. 1. The Job Scorecard
   2. The Magnetic Job Post
   3. The Structured Onboarding Plan

The experts we consulted for The Modern Hiring Playbook panel discussion gave us real-world examples of how this trio puts you in the driver’s seat while keeping the hiring process effiient and human.

Let’s take them one by one to show you how they work together to make hiring, onboarding and retention easier than ever.

1. The Job Scorecard

“Job descriptions describe the role, not the person. A job scorecard defines your target: skills, behaviors, outcomes, values. It shifts you from vague wishes to a clear target. It’s like aiming at a bullseye.” – Andy Williams, Vp, Topgrading

The Scorecard is the foundation. It defines what success looks like in a role before you ever write a job post.

A good Scorecard answers:

• • Why does this role exist?
  • What outcomes must the person deliver in the first 6–12 months?
  • What skills, competencies, and mindsets will help them thrive?
  • How will we know they’re succeeding?

Andy Williams gave us an example: “If you’re hiring a recruiter, a job post might say good at social media. But the scorecard might identify traits like creativity, tenacity, and resourcefulness. That’s what really matters.”

This isn’t about listing tasks. It’s about setting clear, measurable expectations from Day One.

Scorecards follow the Topgrading methodology pioneered by Brad Smart. A great intro is their “Guide to Foolproof Hiring,” available as a free resource with The Modern Hiring Playbook.

When you know what “great” looks like, everything else becomes easier: writing ads, conducting interviews, giving feedback, and training new hires.

2. The Magnetic Job Post

Once the Scorecard is set, it’s time to create a job post that actually attracts the right people.

A job post is not a checklist. It’s not a compliance document. And it’s definitely not a generic list of duties that could apply anywhere.

A great job post is a story. One that says to the right person: “This is where you belong.”

Your post should invite the candidate into a role where they can:

• See themselves making a difference
• Grow in meaningful ways
• Feel connected to a purpose bigger than a paycheck

Because if you lead with only money or tasks, you’ll attract people chasing money or routine. But if you lead with meaning and clarity, you’ll attract people who want to belong and contribute.

Using AI, you can quickly transform traditional, boring job ads into engaging invitations that:

• • Focus on the candidate’s journey, not just your needs
  • Highlight purpose and impact, not just pay and tasks
  • Avoid hidden biases that may discourage diverse candidates

ACTION: Get The Modern Hiring Playbook. Inside, you’ll get access to ProvokeBetter’s trained GPT and sample AI prompts that help you write job ads that get noticed and get results.

3. The Structured Onboarding Plan

Even great hires can fail if the onboarding is weak. A structured, progressive onboarding plan connects the dots between the expectations you set in the Scorecard and what the employee experiences day-to-day.

While this might not feel easy, it is essential if you want great results. Even in a complex industry like accreditation, the return on investment is impressive! 

A strong program improves retention by 82% and productivity by 70%. That’s ROI you can’t ignore

“We used to take 8 months to get new hires fully autonomous. Now it takes 4–6 months. We replaced static SOPs with multimedia, self-paced modules. Each new hire gets a trained mentor and has regular check-ins with HR and their manager.” – Gaby Larogian, A2LA

A solid onboarding plan should include:

• • Weekly learning goals
  • Early wins and milestones
  • Simple ways to check for understanding and skill-building
  • Key team introductions and coaching touchpoints

Instead of hoping they figure it out, you’ll show new hires exactly how to succeed—and you’ll accelerate their confidence, effectiveness, and loyalty.

How It All Comes Together

When you use these three tools together, you create a hiring and onboarding experience that feels different:

• • Clearer expectations
  • Faster results
  • Stronger engagement
  • Better retention

Start Today with Free Tools and Templates

Ready to make hiring easier, smarter, and more human? We’ve bundled all the tools you need to get started:

1. Panel Discussion video replay – 60 minutes with 6 experts who know what is working TODAY to attract and retain high-performing talent
2. Access to Provoke Better’s custom trained GPT so you can draft scorecards, job posts, and onboarding plans in minutes
3. “The Guide to Foolproof Hiring” from the job scorecard innovators at TopGrading
   and more!