Talent is one of the most precious commodities in the technology industry. Anyone can learn a bit of Java and build basic programs, or assemble some hardware. But it takes a special sort of person to truly bring your company to new heights.

These are the people that you should focus on hiring, and you’ll never find them by just looking at résumés.

The best hiring practices are the ones that try to get to know people beyond the professional level. Even though it’s important to verify that someone has the skills they claim to have, that’s not all there is to it. People are complex creatures, and you want to make sure only the best make their way into your company.

Keep reading below to learn how to find the best people for your company and get them on board!

1. Build Your Brand

As a company working in the modern world, you should already understand how important your brand is. It’s what people associate you with, and it’s the only way you can stand out from the crowd. And it’s not just for your customers.

Potential employees also consider your brand when they look for places to apply to. People want to work someplace they can feel proud of. They want their company’s brand to resonate with them when they go to work, so they can wake up eager for the day.

The best way to make a brand that attracts new employees is by going and trying to change things. Become the kind of company that isn’t afraid to get its hands dirty, or donate to its local community. Not only will it boost your brand with customers, but it’ll also help you find new applicants seeking to contribute to a good company.

2. Go Online and Embrace The Digital

The classifieds are dead; buying an ad in your local paper for an available position will not get you anything. Instead, you need to focus your efforts on attracting people through the internet. And that doesn’t just mean creating a ‘careers’ page on your website.

You need to market your newly available position like you would do with a new product. Tweet about it, post it on your Facebook and mention it in your newsletters. If you don’t get the word out about your new position, you’ll never find the applicant you’re looking for.

3. The Best Hiring Practices Find the Best People

When evaluating your applicants, you should strive to do more than look over their résumés. All a résumé does is tell you about the skills a person might have and the experiences they got them from. It does nothing to tell you about who a person is, how well they may get along in your company.

Your first step after posting the position’s availability should be to sort résumés into two different piles. Some of them will be outright rejects, but the other pile should be ones that you look deeper into. Look for their social media profiles or any news articles they may have been featured in.

A résumé likely won’t ever tell you if someone donated a kidney or defied the odds to do good. It also won’t tell you if someone routinely posts online about how much they hate puppies. If you hire based on people’s skills alone and not on a person’s character, you’re bound to create an office climate that will hinder your productivity.

4. The Hiring Process Is Only As Good As Your Interviews

To get to know a person’s character, you need to have a conversation with them. As a tech company, you should get familiar with conducting digital interviews over the phone, since remote teams are common in the industry. You can also use tools like Facetime or Google Hangout to video chat with people for your interviews.

Your interviews also shouldn’t just focus on the content on a person’s résumé. Instead, a person’s résumé should just be used to jumpstart a deeper conversation. The more you ask about someone’s experiences and what they thought about them, the more you can tell if someone is a good hire.

5. Use Your Resources

There are many resources out there that you can use to find decent applicants. Tools like ZipRecruiter or Craigslist are available for anyone looking to find new hires. Start with cheaper resources and platforms, and work your up until you find the person that’s right for your company!

6. Don’t Just Wait For People To Come To You

To find the best people, you need to go where the best people go. Engage with your community, and with other professionals at industry conventions or well-known hangouts. Nobody will ever just show up because you made a posting, and by engaging with people, you can get a better sense of who they are.

7. Stick To A Schedule

Talented people don’t usually do things in the spur of the moment. They prefer schedules and routines, and you should do the same to attract them. Set a date for when people should apply by, and give yourself a date to hire someone by.

By giving yourself a schedule, you’ll dedicate yourself to the search for a new hire. You’ll also avoid getting trapped believing you’ll always find someone better than the last person. There needs to come a time when you decide on a person and stop searching, and setting a schedule will ensure that time comes.

8. Keep In Touch With Rejected Applicants

Even if you don’t hire a person, you should stay in contact with them. Explain to them why you decided on someone else, and keep their contact information somewhere secure.

That way, you’ll have a pool of pre-verified talent to choose from when another position opens up. It’ll make the hiring process quicker, easier, and your hire will likely be more excited to work with you. You will have shown that you believe in them and their skills, and people enjoying working people that recognize their talent. Even if they weren’t your first choice.

Hire The Right People To Take Your Company Higher

You can only grow and succeed as a company by hiring the best people. And getting the best people in your team means you need to implement the best hiring practices.

Don’t hire people only based on their skill set, the wrong people can still have the right skills. Also, make sure you get to know them through a thorough interview process. And don’t forget to make full use of your resources to find the right person.

Most importantly, make sure you know what you’re looking for. Figuring it out can be tricky and tiresome since most modern tech companies positions’ have flexible positions.