Bersin by Deloitte recently predicted that organizations will be challenged to attract, retain and develop people in 2014 as they strive to keep pace with a global economic recovery. I’d say their predictions are already coming true. It wasn’t even 24 hours after the ball fell in Times Square that my phone began to ring off the hook. Yes, New Year’s Day I was receiving S.O.S. texts from business owners begging me to take their calls.

It’s official, the tides have changed and so must you if you hope to make it to shore with a full team in your boat. Here are some tips on how to attract top talent that will stick around from my latest book, Talent Magnetism: How to Build a Workplace That Attracts and Keeps the Best.

Attraction trumps recruitment time and time again. It takes a lot of effort to recruit people to your company, not to mention the cost that is usually associated with staffing (e.g., postings, recruitment fees, travel expenses for candidates, etc.). Now imagine how great life would be if top people were flocking to you for work? You don’t have to be a company like Google to make this happen. You just have to create a workplace that people would enjoy working in and have a magnetic employment brand.

If you don’t know what an employment brand is, chances are you don’t have a very compelling employment brand! An employment brand is the way you are perceived by prospective candidates and current and former employees. In this day and age, you cannot afford to be a best kept secret. I’ve helped companies of all different shapes and sizes with their employment brands and can attest to the power of pulling people into your organization the moment they first engage with your firm. Capturing their hearts and minds and having them yearn to be a part of what you are doing is priceless.

You can’t have a magnetic organization without magnetic leaders. There are lots of companies that have the potential to be magnetic if they would just pay attention to the people they are putting in charge. To be fair, lots of people are tossed into management with little more than a prayer, which I’ve written about in my bestselling book, Suddenly in Charge, and are expected to be at the top of their game without any support, so it’s hard to actually ask these people to take on all the blame. It’s time to reinvest in developing your management team. Encourage members to take classes on leadership development and/or to work with a coach or a mentor. Here’s a free download to help you get started.

Give people a reason to stay. It’s hard enough to get out of bed on days like today where the temperature here in the Northeast will not rise above 10 degrees. Now imagine having to do so when you are working in an environment where you feel that if you didn’t show up today, no one would notice. Today’s workers want to do interesting work. They want to feel valued and know that at the end of the day, they’ve made a difference. They also want to be treated with respect, which includes being paid based on the value they bring to the organization.

When is the last time you told one of your people that you are really glad they are part of the team? Are you helping your people understand how their work connects to the bigger picture of the firm? Have you given someone a raise on the spot because they deserve it, rather than waiting until their annual review comes around? Most people want to stay with their employers. Make it easy for them to remain by your side and they will.

Roberta Matuson, The Talent Maximizer®, helps organizations achieve dramatic growth and market leadership through the maximization of talent. Learn more about her latest book Talent Magnetism: How to Build a Workplace That Attracts and Keeps the Best and her bestselling book, Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around. Follow her on Twitter @Matuson.