The hospitality industry is booming, and finding the right people to fill open positions is essential for success. Today’s technology makes recruiting easier than years past, but doing it well takes a combination of diligence and creativity.

Here are five strategies to help you find the right candidates.

1 . Job descriptions

Getting talent in the door starts with writing a keyword-focused job description. It’s critical to include keywords related to the position so candidates can find it online. People looking for jobs search for them using specific words and phrases.

If you’re advertising to hire a line cook, for example, some keywords to include in the job description might be line cook, cooking, hospitality, food prep, high volume, and casual dining. To attract the attention of someone looking for a front office manager position, your job description should include keywords like front office, receptionist, hospitality, guest service, customer service, and communication skills.

As a general rule, including three to five keywords is a best practice. To get started, Google AdWords has a free tool that can help narrow down effective keywords. There are also plenty of paid tool options.

2. Job postings

A job posting may be the first interaction a job seeker has with your company. You’ll need an impressive post that grabs their attention and convinces them to apply for the job. The most effective job postings include most of the following:

• Company name and logo
• Job title
• Job location
• Company overview
• Education, experience, and skills needed to apply
• A keyword-focused job description (see above)
• Compensation
• “Apply now” button

Pro tip: Make the job application process frictionless. Invite them to apply through Indeed.com for a quick and easy submission process.

3. Social media

Use social media platforms like Facebook and Instagram to share job postings with your entire network. Even if the people who see your posts aren’t in the market for a job, they might know someone who’d be a perfect fit.

4. Employee referrals

A strong employee referral program can encourage your current staff to refer qualified candidates. Employers generally offer an incentive to current employees who recommend people for open positions—something easily offset by saving hiring resources. A survey conducted by Indeed.com revealed that nearly three quarters (74%) of candidates hired through an employee referral were extremely qualified for the position.

5. Previous employees

Take time to revisit resumes of previous employees. These potential job candidates are already familiar with your company and culture and may have new skills they learned at a different job. Rehiring people who left your company on good terms can be a good business decision.