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After many months of holding onto our wallets, most economists agree that businesses will soon begin hiring again. The American Staffing Association recently reported the longest upward trend in temporary employment since 2007. (Temporary employment figures have long been considered a leading economic indicator.) Additionally, other major economic indicators consistently point to a recovery.

Now that the pendulum is swinging back in the other direction, it is a logical time to consider a few questions regarding how your company is perceived by top talent—the talent that your business needs to be successful in the future.

1. Does your hiring process mirror your best business practices? We tell candidates that they only have one chance to make a first impression. In a “candidate’s market” it is also important that your company makes the best first impression to the candidate.

Even the most complex, multi-step hiring process can be perceived as professional and efficient, whereas, an inefficient, unresponsive hiring manager is also the face of your company to top candidates who apply. Consider ways to improve your first impression to candidates.

2. Is your company’s brand, including your core values, communicated to your target candidates? Small businesses can take notes from larger ones—the same brand that supports sales of your product or service to your customers can also sell your company to top candidates. If you have a strong brand—even locally—use it. Everyone wants to work for the best, and the best may not be the biggest. How do your target candidates perceive your firm?

3. How do your employees feel about your company? Are they eager to tell others about the place they work? Top talent knows top talent, and they can also help you recruit top talent. With the advent of social media, word travels fast. Your current employees are the key to your reputation as an employer of choice!

4. How is your PR? Take advantage of every opportunity to toot your own horn! If your firm wins an award, sponsors an event, if an employee receives a certification, or you land a new contract, get the word out. Prospective employees want to work for a company that is experiencing exciting things.

Consider the impact of PR not only on prospective clients, but on prospective employees. Is your firm known as an expert in the field? Many opportunities exist to speak at community events and industry forums. Not only will your firm benefit from the goodwill you are providing to others, but your team will also be considered as the experts in your field—priceless! Remember: “A” players want to play on an “A” team!

5. Are you doing everything you can to ensure the success of your new hires once they sign on? Make sure that your goals for the new employee are clear. Do they understand what it takes to be successful in your company’s unique culture? Little things count: have their office space ready, order business cards ahead of time, pair them with a mentor for the first weeks or months, assign someone to take them to lunch the first day. Make sure that your company allows them every opportunity to be successful.

Top talent is hard to find and hard to keep regardless of economic conditions. Given the inevitable shift to a “candidate’s market,” prepare your company to be the employer of choice for top talent.