The tech industry is in a rapid state of development, and while that means that clever and budding entrepreneurs have plenty of opportunities to make their imprint on the world, it also means that hiring is highly competitive. While quality tech talent is more plentiful than ever before, it’s also in higher demand than it’s ever been, and finding quality staff means being vigilant in your hiring process and doing everything you can to get the competitive edge you need to win over the best talent. Follow these four steps to improve your outreach and get the best names working for you.

Be Meticulous With Your Job Listings

Tech businesses often employ an incredibly complicated and diverse variety of talent, and just because you’re the head of the company doesn’t mean that you have an intimate understanding of every job you’re hiring for. Unfortunately, the best talent will be able to identify a clumsily written job listing a mile away, and it could convince them that your business doesn’t take their work seriously.

Do your research, and check out what other listings for these positions look like. You can then use them as the template for your own postings. Be sure to pay special attention to the technical terminology, and try to bring someone more experienced in that particular discipline with you when it comes time to sit down with the candidates in question. You don’t need to possess an exhaustive knowledge of every technology your company employs, but a willingness to listen to specialized opinions and delegate responsibilities can go a long way.

Understand That Demand Outweighs Supply

In an exploding tech market, being a job creator simply isn’t good enough. The best talent around has a lot of options to choose from, and that means you need to be careful in selling your company. Healthy benefit packages, a strong and welcoming corporate culture, and abundant perks can be a great selling point, but money talks more than anything. If you want the best developers you can find, you may have to open up your wallet a little more than you’d ideally like. Don’t be afraid to ask your potential candidates what they’re looking for, and be open to compromises that could persuade them towards your company.

Scout Out Free Agents

While there’s plenty of promising talent just out of school, there’s also something to be said for practical experience. But headhunting can be difficult, and trying to poach talent from jobs at existing companies is a tricky and sometimes dubious task. That’s where outplacement services can be a valuable asset. These support networks, often handled by an outside firm, help employees transition from their old place of business and get the resources they need to reenter the job market. Connecting with these companies can help you get in on the ground floor when you’re looking for promising talent. Employing outsourcing protocol at your own business can be a big selling point when your prospective new hires are weighing the benefits of your company.

Stay Persistent In Your Hunt

Just because you don’t need to hire anyone today doesn’t mean you won’t have an opening in the future. Keep your eyes peeled even when your company is fully staffed, and you’ll be better prepared if and when a famine comes. That means mixing and mingling during industry events, keeping your business engaged in the larger community, and encouraging your staff to keep their eye to the wall about any local changes in the industry. When it comes time to have to bring in a new hire, you’ll be far better prepared if you’ve spent the past few months or years developing your network and building out contacts in the tech community.

Whatever position you’re hiring for, remembering that you’re selling your business to your prospective hires. Be honest and upfront with what you need and work hard to create a culture that’s authentic and enthusiastic, and you’ll be much better prepared to draw in the sort of talent you deserve.