Juice up the job description. Generating interest from highly qualified job candidates is often one of the most difficult aspects of the hiring process for a business. When a position opens up, take the time to write a job description that’s both detailed and compelling. While you don’t want your job posting to be excessively long or so specific that it deters qualified candidates from applying, you do want to include enough information to attract job seekers who are well-suited for the position. If it’s a new role, carefully consider the tasks you want the employee to take on short term and long term, and the levels of education and experience your ideal candidate should possess. If you’re filling a vacated role, take the opportunity to evaluate whether you want to make changes to the position. Chances are you’ll want to add or shift some responsibilities.

Cast a wide net. When you’re ready to start recruiting candidates, cast your net deep and wide. Post the opening on your website and on job boards that cater to your company’s industry or the creative field. Also, share the job ad on your company’s social media accounts. Don’t forget about the power of in-person networking to spread the news of your open position, whether you’re attending a casual lunch, professional event, or industry conference. You also may want to consider working with a specialized recruiter who has access to highly skilled creatives, including passive job seekers.

Don’t shortchange the resume review. Evaluating resumes can be tedious and time-consuming, but it allows the hiring manager to decide if a candidate’s qualifications fit the bill. Look for resumes with key words and phrases that match the job description. This shows that the candidate is focused on details and has experience that aligns with the job duties. Also, keep an eye out for resumes that highlight both technical and soft skills and that include concrete ways the job seeker added value and helped meet company goals in previous roles.

Conduct consistent interviews. During each interview, pay attention to whether the candidate is well prepared by testing his or her knowledge of your company and industry. Zero in on both technical know-how and interpersonal abilities. Your job is not only to find the most qualified person, but also to build a well-functioning and cohesive creative team. While your conversations will naturally take different courses, be sure to ask all candidates the same questions to keep the playing field level. Don’t forget to sell yourself and your company — interviews are a two-way street.

Determine the right salary range. Offering an attractive salary package is a must, given the competition to attract talent today. According to a survey by The Creative Group, 57 percent of hiring managers polled say they are willing to negotiate salary with top candidates. Review salary surveys to make sure your starting pay ranges are on par with or better than what other companies in your area are offering.

Act fast when you find the right candidate. According to the aforementioned survey, it takes five weeks, on average, to fill an open staff-level position. Filling an open management-level role takes an average of seven weeks. Once you’ve identified your top candidate, extend an offer quickly. Candidates with strong portfolios and the right mix of skills frequently have multiple opportunities from which to choose. Expect the candidate to take a day or two to consider your offer, and plan for some back-and-forth negotiating. Finally, make it clear that the job offer is contingent upon any reference or background checks you need to complete.