Enterprise hiring can feel like a daunting task for you and your team. You have hundreds if not thousands of jobs to fill, but you can’t seem to zero in on the best candidates. Maybe your process isn’t as streamlined as you may think.

Nailing down a process that benefits both you and potential hires is tough. Here are 5 foolproof ways to improve your hiring process, and get the candidates your company deserves.

Best steps for improving your hiring process

1. Establish a notable employer brand

Branding. Branding is something we’re sure that your marketing team has been tirelessly establishing since the inception of your company. But employer branding is a horse of a different color.

Employer branding falls under the vast umbrella of recruitment marketing meaning that it should be a part of your broader strategy. Recruitment marketing is an all-encompassing suite of tools and strategies you implement to curate an identity for your organization. You’re not marketing to potential clients, but rather selling your company as a desirable career commodity.

According to a Glassdoor survey, 69% of those surveyed agreed they would apply to a job if an employer were consistently active in sharing updates on company culture and environment. Something as simple as posting pictures of your happy hour event onto your social channels could be the difference between finding the best hiring fit or not. The point is to weave a tale of what it’s like to work at your company using whatever tools you feel tell your story best.

2. Stay up to date on company reviews

Potential hires are always reading online reviews before even sending out a single application. Sites like Glassdoor make it so much easier for all the world to see your company’s history, wage estimates, and culture at a glance. In fact, according to Glassdoor around half of their members read company reviews before even speaking to a recruiter or talent acquisition manager. Most candidates won’t apply to an organization with a poor reputation so make sure you’re tracking reviews.

Take these reviews into consideration, and make changes where applicable. It might be time to overhaul your company culture to reestablish your organization as a promising place to work. Doing this will ensure positive reviews that will in turn attract top talent.

3. Be strategic with your job description

Job descriptions get the least amount of love when it comes to revamping a hiring strategy. Most employers choose one of two options: traditional cookie cutter job descriptions or over the top informal job descriptions that highlight superficial benefits. Neither approach helps you in the long run.

Your cookie cutter option, known among psychologists as the “demands-abilities” approach, doesn’t allow your company to shine. This approach focuses primarily on what the candidate offers to the company. It’s a stringent list of pushy demands that turns off any potential candidate from giving your organization a chance. According to a study by the Wall Street Journal, participants rated “demands-abilities” based job descriptions lower than those that concentrated on what a company can provide to a potential employee.

Subsequently, you could take the overly enthusiastic and informal route highlighting perks that albeit are nice to have, but not really what top talent is looking for in their next career move. Things like foosball tables and unlimited hot chocolate fountains are great, but what candidates are looking for are things like professional development and a strong sense of belonging within an organization. You need to find a balance between the two. Focus on what you can offer a candidate while still listing the necessary traits you’re looking for. This approach yields a much higher rate of quality applicants.

4. Tweak the way you interview

Interviewing is another necessary evil that tends to get overlooked during strategy meetings. If you’ve experienced more than your fair share of hiring duds, then you know the hiring struggle. Unfortunately, 46% of new hires end up being let go within the first 18 months of employment. The blame typically falls on a lack of technical skills, but that isn’t always the case. Your interview process is not taking emotional intelligence into account.

According to a three-year study conducted by Leadership IQ, there are five traits you should be looking out for when it comes to interviews: coachability, emotional intelligence, motivation, temperament and finally technical competence. If you’re only focused on technical skills, then you’re missing out on high-quality applicants in your job pool.

“The typical job interview process fixates on ensuring that new hires are technically competent,” says Mark Murphy, CEO of Leadership IQ. “But [these four traits] are much more predictive of a new hire’s success or failure.” In other words, you can teach technical skills, but it’s far more challenging to train ambition.

5. Personalize your process

An aspect of the job search that job seekers often criticize is overall candidate experience and a lack of personal attention. And they’re right to complain. Employers tend to fall short in offering a positive candidate experience to applicants. More than 50% of hiring teams don’t even respond to job seekers. “Ghosting” undervalues the candidate ensuring that they will not consider a job there again in the future. This could mean over time your candidate pool will shrink.

Start small. Do your best to respond to everyone. You can even go the extra mile by making a note of a candidate’s positive traits while highlighting what needs improvement. Offering professional development advice will always be seen as a positive. These actions could potentially show up in company reviews painting you in a promising light.

Personalizing your hiring process and improving the candidate experience will give your company the applicant boost it needs.