From shorter workweeks to high marks for employee happiness , many Scandinavian companies seem to have figured something out about work culture that others haven’t. Unfortunately, those successes haven’t always translated elsewhere around the world.

But as a Finnish company with 500 employees across four countries and three continents, we’ve been trying to change that–and so far, it seems to be working. Here at Reaktor, our current turnover rate is less than 1%, and that includes the more than 40 employees in our New York office, where we’re working within the city’s super-competitive talent pool. In reality, hiring and keeping great talent doesn’t require lavish benefits. Here are five things that we’ve found work just about everywhere.

1. Don’t Leave The Interview Process Just To HR

Don’t get me wrong; I think HR is great. But to hire the best people, you need candidates’ prospective colleagues to do the interviewing. No matter what, we always interview in teams, pulling in people who might not otherwise be involved in the hiring process. This means that everyone gets interviewing experience, and when we mix and match our interviewers, we can get fresh sets of eyes and perspective on our job applicants.

Related: Everyone Knows HR Is Broken: Here’s How To Fix It

And in our experience, it’s important to cross-pollinate. We have designers interviewing engineers and engineers interviewing designers. That way, we make sure that all of our new hires get along with people from across the company, not just the boss and HR. We’ve also found that this approach brings up more interesting questions. As a result, the whole interview experience better resembles what it’s really like to work at our company.

To be fair, this might not work for everyone. At Reaktor, we have a flat hierarchy and build digital products from start to finish, which means we hire generalists who can execute with precision. When it comes to hiring decisions, everyone gets an equal say in who gets hired. But even if your business isn’t set up this way, it’s worth considering what somebody in another department might have to say about candidates for a role that they’ll have to work with–even if not on the exact same team.

2. Treat Interviews Like Discussions

The best people don’t want or need to be interviewed. They want to have a genuine, interesting discussion with people they can respect as equals and would enjoy working for.