Human Resources Blog - Spark Hire
How to Make Your Organization Stand Out to Job Seekers

How to Make Your Organization Stand Out to Job Seekers

Despite widespread worker shortages, hiring in the United States accelerated in June as employers added 850,000 jobs amid declining COVID-19 cases, a reopening economy and increasing vaccinations.

This abundance of openings creates more competition for organizations recruiting from the same talent pool. Therefore, it is critical for your organization to develop strategies through which you can set your organization apart and increase the number of qualified applicants applying for your jobs. To do this, consider the following attention-grabbing methods you can employ to make your organization stand out.

Create a Positive Brand Image

Your organization’s brand image doesn’t just influence how your customers feel about your brand, it also influences the feelings of potential job candidates. Your brand image is made up of a collection of beliefs, ideas, impressions, and interactions a person has with your brand. Due to the variety of factors involved, it’s not always possible to control everything that someone feels about your brand. It is therefore important to make sure you positively influence the parts that you do control. 

To create a positive brand image, deliver a consistent message. Communicate a vision that coincides with your company’s culture and the products or services you provide. Clearly convey what working for your organization is like and the impact one can make by being employed at your company. The more favorably your organization is viewed, the more likely it is that job seekers will seek you out first in their job hunt.

Optimize Job Ads

Job descriptions exist to provide potential candidates with insight as to what they will be doing on a day-to-day basis. Each job description should feature a comprehensive overview of the position. Write a job description rich in relative keywords that will help make the page rank higher on search platforms. At the same time, descriptions shouldn’t be “stuffed” with key words or so vague that job seekers find them difficult to understand. Global employment website, Monster, reports that nearly 60 percent of job seekers won’t apply for a job if they notice company-specific jargon or acronyms in descriptions.

While job descriptions should provide an accurate account of responsibilities, they should also spark an interest. To avoid listing out a number of monotonous duties that aren’t particularly appealing to job seekers but are nonetheless important to the role, consider automating them within your organization first, to make the position more desirable. Certain technologies, like process automation software, are great for taking over time-consuming, repetitive duties that have traditionally bogged down employees’ schedules. This helps you position the job as one that requires more creative thinking and high-level decision making in place of less fulfilling responsibilities. This can separate you from other organizations with similar job openings and make the role more efficient at the same time.

Draw Attention to Benefits

If you’re looking to attract and retain top talent, you’ll want to take a serious look at what benefits your organization is offering.  According to a recent survey, about 74 percent of employees are concerned about at least one aspect of their well-being as a result of the virus. This doesn’t necessarily mean, however, your organization will have to shell out thousands in order to make it a more ideal place to work. New research suggests that, apart from better health insurance, most employees prefer low cost benefits, such as flexible hours, more paid time off, and remote working options. Integrating such benefits will end up costing your company relatively little but can work wonders in terms of making it stand out from the crowd.

Guest Post

Spark Hire is honored to host featured guest experts on our HR & Recruiting Blog. We're committed to bringing you the best tips and trends to streamline your hiring and recruiting processes. Thank you for your contributions and readership.

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