Recruiting good candidates to your company can be incredibly difficult. The very best prospective employees often have a lot of options. That means that to get them to join your team, you’ll have to make a compelling case for why your company is a better place to work than your competitors. You’ll also have to get creative when it comes to your recruitment strategies.

So, what can you do to stand out from the crowd when it comes to recruitment?

1. Use Social Networking Sites

These days, many companies don’t just put up job postings and hire one of the candidates that apply. Many companies looking to hire in key positions also spend time browsing profiles on LinkedIn or other social networking sites, and contact people they think might make good candidates for the position to invite them to apply. You can rarely go wrong in reaching out to someone and telling them you would love them to work for your company. If you decide to do so, be sure to flatter the candidate and explain why you think it is a good fit for your company and for them. Even if they’re not interested, you can ask them to refer candidates.

2. Host an Open House or Talk

One great recruitment strategy is to have potential employees come to you. By hosting an open house or a talk on an important industry related topic, you can attract a wide variety of potential candidates to your offices. Use this opportunity to give them a tour and educate them about what your company culture. You can observe potential candidates in a more casual setting than in an interview, which might give you a better idea about who could be a good fit with your team.

3. Make the Interview Fun

Interviews can be very stressful for potential job candidates who are often worried about impressing potential employers. It doesn’t help that, traditionally, job interviews are quite boring and impersonal. You should see a job interview as a chance, not just to determine if candidates are qualified, but also to sell them on your company. You should start by trying to engage, excited, and recruit a candidate as soon as they enter your office. Train your staff members to be open and welcoming. Move the interviews out of a boardroom and into a more personable office. Have snacks and give them swag when they leave. Start the interview by getting to know them as a person, and telling them what impressed you about their resume and experience.

4. Make Your Current Employees Happy

Making your current employees happy doesn’t just cut down on turnover, it can also help with recruitment. If your employees love working for your company, they are far more likely to be positive ambassadors within their networks and communities. If your company is not a great place to work, it won’t matter how large of a referral bonus you offer, your people will be less likely to recommend that a friend apply for job at your company. Here are some tips!

5. Provide Student Loan Repayment as a Benefit

When it comes to recruiting millennials, design your benefits package with their concerns in mind. That means offering things like student loan repayment assistance as a benefit. Perhaps the hottest benefit of 2016, a number of large companies, like PWC, have started offering this benefit. Since many older workers also still have student loans, this will be helpful to other employee demographics as well. Increasingly, companies have started to use the benefit as a recruiting tool. If budget concerns are keeping you from adding student loan repayment assistant as a benefit, you may consider allowing employees to choose between student loan assistance and retirement contributions as benefits.

6. Spice Up Your Job Descriptions

There’s nothing more boring than reading a standard job description. Spice up your job descriptions by giving a more vivid idea of what the job requirements are and what it’s like working for your company. Make it sound funny and fun. This will likely attract more candidates to apply.

7. Create a Mentorship Network

Creating an in-house mentorship network is a great way for your company to distinguish itself. Whether employees are hired in an entry-level position, mid-career position, or as part of the executive team, most workers are conscious of the need to continue to grow professionally in order to move ahead. Mentorship programs are very attractive to ambitious employees who will appreciate being matched with a mentor who can help them better fit into the company culture, be successful, and progress to their next career milestone.