Great talent is hard to find because the demand outweighs the supply. Especially for tech companies, business is good and they need more software engineers to drive the production they have the demand for.

But they just can’t seem to fill their positions because jobs are being created much faster than they can even meet candidates (let alone interview and hire them!).

So, what’s a company to do? Expand your search for great candidates worldwide, and bring in talent from every corner of the earth.

Here's how:

1. Build a World-Class Employer Brand and Culture, and Make it Known

Focus on your employer brand so you can pride yourself on being a great place to work. You can do this with a team-oriented structure and flat hierarchy that allows each person to contribute in a meaningful way, and use an open office space (no cubicles) to foster teamwork and innovation. Plan fun team-building events, and celebrate birthdays and holidays together.

These things will help you retain your talent, but it’s also important to share this information in order to attract top talent. Use word of mouth (hello, referrals!) and social media, and add information about your employer brand to your website and job postings. That way, whether you're reaching out to a candidate, or they found you, your employer brand and company culture are front and center for a candidate to review and evaluate against their professional interests and goals.

For a top candidate that’s willing to make a long distance move and has endless opportunities around the world, this information can be a deciding factor in whether or not to consider, or accept, an opportunity with your company.

2. Be flexible with interviewing.

Allow relocation candidates to do a phone interview and take any preliminary tests (like a coding challenge) remotely – so they don't have to spend time and money flying out to your office before you get to know each other a little better. This can give candidates a sense of who everyone is so, when they came out to visit in person, they aren't completely in the dark.

3. Foot the Bill/Take Money out of the Equation

Cover the interviewing and relocation expenses, removing finances as an obstacle so the candidate can focus on the opportunity and fit. This includes interview traveling expenses, relocation and moving expenses, work visas for eligible foreign workers, and even assistance with temporary housing if an employee has not had time to find a place on their own.

By taking money out of the equation, candidates don’t have to worry about costs associated with interviewing for a job that may not pan out, or moving across the country when they could probably find a job closer to home. Remember, top candidates are in demand everywhere, so if you want them to relocate to work for your company, you need to make it an easy decision.

4. Implement a Flexible Vacation Policy

Consider an unlimited vacation policy, which allows employees to take time off and recharge as needed - and also allows relocated employees to return home on a regular basis. Especially for an employee that’s moved across the country (or across the world!) with few personal contacts in a new place, it’s important that they don’t feel stuck within the constraints of company vacation days.

What do you do to attract relocation candidates?