Conventional wisdom would tell us that modern tech and the ability to aggressively vet new talent would make the hiring process easier than ever, right?

Well, not necessarily.

Think about it. Any given position out there is flooded with applicants whether they’re qualified or not. Meanwhile, there’s the growing trend of job-hopping that’s making it more and more difficult to retain talent if you aren’t highlighting crystal clear expectations.

If you’re struggling to attract and retain employees that are a strong fit for your company, perhaps it’s time to rethink how you treat “step one.”

That is, the process of interviewing and advertising for positions in the first place.

Here are four tips to tune-up your hiring process to get off on the right foot with new talent, encouraging more enthusiastic, long-term employees and less turnover in the process.

Diversify Your Talent Pool

Only accepting applicants of a particular background, whether it be educational or where they’re from, immediately restricts your potential talent pool. Embracing diversity not only spells good news for the makeup of your business, but also guarantees you aren’t freezing out the best people for the role.

Think about it. The rise of remote workers and freelancers speaks for as itself, as does the increase in expats working abroad who support family back home through remittance. Don’t take such workers for granted or assume you can only find the best in your own backyard.

When In Doubt, Look Toward Internal Referrals

On the flip side, sometimes you may find yourself in a situation where you’d rather not hire someone totally “cold.” Looking toward your current coworkers and network is a smart move as you can pick out people with an established level of trust and credibility. This is especially important if you’re hiring for a role with major responsibilities and can’t promote from within.

Be Explicit About Experience Requirements

Here’s some food for thought: 82% of hiring managers cite a candidate’s’ level of experience as “important” or “very important” for long-term success.

It pays to err on the side of being specific in terms of job requirements rather than create low expectations and attract unqualified candidates.

Sure, metrics such as years of experience aren’t the be-all, end-all of any given gig, but establishing barriers-to-entry immediately means setting a higher bar. Likewise, candidates can always show their track record or results prior to or during an interview if it’s in question.

Give New Hires Stake in their Perks

In a sense, the current job market favors workers in the sense that high-level talent has no reason not to bounce if their skills are in-demand. Because of this, businesses need to reconsider what sort of perks and benefits they offer their employees beyond a paycheck.

Bear in mind that the most important employee benefits among modern workers include flexible schedules, remote work options and anything that emphasizes a better work-life balance through. Being open-minded to these benefits means that you can lock down stellar employees without having to “give away” much of anything. After all, more and more offices are adopting such policies in the first place.

Uncovering top talent oftentimes boils down to how you approach the interview and hiring process, ensuring that you bring the best out of your potential hires from the word “go.” Sticking to these tips can help guarantee that you’re attracting such talent and ultimately setting them up for success.