With unemployment at an all-time high in the United States, there’s probably never been a larger pool of potential jobseekers for a company looking to hire. Even so, that larger number of applicants could make it more difficult to find the appropriate fit for your company. If you want to attract top talent, here’s the ultimate checklist to ensure that each new employee you hire is an excellent fit.

Write a comprehensive job description

In order to ensure that you attract high-quality applicants, it’s crucial to write a job description that accurately reflects the qualifications and skills necessary to perform the job. If you don’t have a clear and comprehensive job description, you may find yourself with a higher number of unqualified applicants. At the same time, your job description is your chance to express what your company is all about and what values you look for in your staff. Craft your job posting seriously and you’re bound to get an excellent selection of talented applicants to choose from.

Get the word out online

Nowadays, job seekers are turning to the internet in order to find a job that meets their needs. As such, it’s important that you can meet job applicants where they’re searching. A website like Zip Recruiter is a great way to get your job listing posted on multiple websites with the click of a button. Plus, Zip Recruiter has other useful features such as artificial intelligence to help screen out unqualified applicants and invite potentially good fits to apply for your role. Especially at a time when many people are applying for jobs in record numbers, being able to leverage AI to help weed out unqualified applicants can be a major boon for businesses of all sizes.

Make the most of each interview you schedule

In order to maximize the time you’ve devoted to your hiring process, you need to make sure that your interviews are set up properly. Interview scheduling software can actually make this task much easier, while also introducing powerful features that allow your business to avoid unconscious bias and even help candidates more comfortable with the pre-interview process through automated scheduling. Although some bias is inherent to any job search, any tool that can help you reduce bias could be the tool that finds you the perfect candidate.

Interview software such as the platform developed by Goodtime.io also helps you train your interviewers so that they’re capable of conducting consistent and fair interviews whether they’re speaking with their first applicant or their fiftieth candidate interview. Your hiring managers will thank you for helping them stay productive by decreasing the repetitious aspects of the scheduling process. At the same time, you’re offering a better candidate experience by letting candidates schedule their own interviews so that you’re sure the time they’ve chosen works for all parties involved. Best of all, all events sync across calendars, so your interviewers and interviewee all know when they’re expected to be available for a real time interview or the first round of phone calls.

Offer the job — and be prepared to negotiate

Once you’ve had a good swath of interviews and feel confident in the candidate you’re interested in hiring, it’s time to extend an offer. Keep in mind that nowadays more candidates are likely to try and negotiate with you than in years past. Part of this comes from increasing evidence that many applicants leave money on the table and a wealth of articles on how job seekers can get a new job.

As a result, it’s crucial that you’re prepared to come to the table ready to negotiate everything from salary to how many days your employee will need to come into the office. Remember that even if your applicant is interested in working for you, how you conduct yourself in the negotiation phase can ultimately be a major factor in whether or not they choose to take the job.