Many established companies receive a multitude of job seekers; for example, Google receives more than 100,000 job applications each month. If your company is not a recognized brand or just starting up, you’ll need to work hard to attract top talent. Here are five things to do that will help.

Get in the news
Build your awareness with interactive marketers by writing for publications like this one. If you’re too busy, make the time anyway or hire someone to write the material for you. Retain a PR specialist if possible so they can place news about your company from new product and service offerings to recent business wins to significant hires. The more consistently your brand is talked about in the news (positively, of course), the greater its credibility builds– ultimately becoming that much more attractive to potential candidates.

Speak up
There are many people who give speeches at conferences and it would shock you to hear how small their companies are. They impress the crowd by sitting on panels with other, much larger or better known companies. This encourages attendees to engage them and begin exploring their company.

It’s not very difficult to attain a speaking opportunity or participate on a panel. Simply reach out to trade associations that are relevant to your business and attract the type of talent you’d like to meet.

Strut your stuff
You might have an easier time luring potential candidates if you have an impressive client roster. Keep an updated account list and, if possible, provide some case studies on your website. Once someone hears about your company, the first thing they’ll do is visit your website. Be sure it portrays your company to its highest potential and show off as much as possible. Having some stellar clients can boost your company’s credibility and its perception to choosey candidates.

Offer fun and learning
Happy and successful candidates only explore a new position if it offers an opportunity to learn more and have fun. If you want to recruit from specific companies, do some research to identity the factors that might make their employees vulnerable to leaving. Since our executive search firm focuses on professionals who are not typically looking, we ask about what makes them happy and what would make them happier. Do the same in your interview process and then be able to explain why your opportunity can fill what’s missing or offer more.

Show the money
Be competitive when it comes to compensation. Happy and successful candidates are looking for fun and learning but they need to be paid appropriately. Have a clear understanding of salary requirements in your industry for specific positions and don’t forget the talent you want is already making it and then some. If your company is unable to top or even match the person’s current salary, perhaps you can offer a more aggressive bonus structure or equity if possible.