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In today’s competitive job market, the roles have shifted — it’s no longer just candidates trying to impress employers, it’s also employers competing to attract top talent. With more job opportunities than ever across multiple industries, job seekers are evaluating companies just as closely as companies are evaluating them.

So how do you stand out as an employer? How do you write a job posting that doesn’t get lost in a sea of similar listings? And once someone applies, how do you keep them engaged instead of losing them to a company with allegedly better candidate experience? The answer lies in building a thoughtful, responsive, and candidate-friendly hiring process — and leveraging the right tools to make that easy. In a competitive job market, standing out as an employer isn’t just about offering great pay or flashy perks. It’s about how you treat candidates, from the first click on your job post to the final interview follow-up.

When you use tools like ZipRecruiter, you can simplify and elevate every stage of the hiring process. You get access to 1-Click applying, automated scheduling with ZipIntro, a robust candidate tracking system and more that help you stay engaged with top talent. Whether you’re a small business or a fast-growing startup, these five tips will help you become the kind of employer people are excited to work for. So if your goal is to find workers quickly and stand out in a crowded hiring landscape, start by investing in how you show up to candidates — and let ZipRecruiter do the heavy lifting.

1. Write Job Descriptions That Speak to People, Not Just Positions

One of the first (and most overlooked) ways to stand out is with a compelling and human-centered job description. Too many job posts read like a wall of text with a laundry list of demands. But what candidates are really looking for is clarity, opportunity, and a good culture fit.

Make your job post feel like a conversation, not a contract. Use clear job titles (not vague ones like “Sales Ninja” or “Team Member”), and explain what success actually looks like in the role. And yes — list benefits, salary range (nearly 3 in 4 employers, or 74%, include pay in all job postings according to ZipRecruiter data), and growth opportunities. Transparency attracts serious applicants, with pay consistently listed as the top consideration factor for job seekers. When it comes to evaluating available roles, job seekers are also prioritizing job satisfaction/enjoyment, a work-life balance, benefits, and commute time as other important characteristics. Reportedly, job listings that clearly display pay information get 5.4x more applicants, with remote work getting 3.1x more applicants, and benefits getting a whopping 7x more applicants.

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When posting a role on ZipRecruiter, one important feature at your disposal is a salary estimator based on the job title and location compared to our internal data. This predictor allows you as the employer to compare what they are offering for the position to what job seekers might expect. ZipRecruiter also automatically distributes your job across 100+ job boards and gives you guidance to optimize your listing. That visibility makes a big difference when you’re trying to find workers with the right experience.

2. Use Your Employer Brand to Set Yourself Apart

Your employer brand is everything when you’re trying to stand out in a crowded market. It’s the reputation your company has as a place to work, and it starts long before the first interview. Candidates are checking out your website, your social media, your company reviews, and even your tone in job listings, so you need to make it count.

Show who you are and what you stand for. Are you collaborative? Fast-paced? Mission-driven? Let that tone carry through your communications. You want job seekers to feel like they already know what it’s like to work for you before they even apply. Your company profile on ZipRecruiter can showcase your brand directly on your job listings by adding a logo, mission statement, and a custom “About Us” section. This builds trust and interest right away, giving your listing a polished, professional feel that sets it apart.

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Optimizing your employer profile and job post descriptions also helps your listings rank higher when people search for jobs using phrases like “best companies hiring in [industry]” or “top-rated employers.” ZipRecruiter also offers dedicated account managers to help optimize your posts and stand out against your competition.

3. Make Applying (and Communicating) Simple and Fast

Here’s a stat that should grab your attention: 70% of job seekers say they’ve abandoned a job application because it took too long. If your application process is clunky or your response time is slow, you’re going to lose qualified candidates.

The best employers make the application process seamless — no long forms, no uploading a resume and then needing to re-type it all out, and most importantly, no black holes. Even a quick acknowledgment message goes a long way in keeping candidates engaged. Thankfully, ZipRecruiter offers 1-Click Apply, which allows job seekers to apply with a single click, so there are no complicated forms required. For you, this means more applications from quality candidates who otherwise might skip your listing if the process was too complex.

You also get in-platform messaging tools, so you can respond directly, schedule interviews, and answer quick questions. According to ZipRecruiter data, a majority of employers respond to candidates’ applications within 24-48 hours, which is what you should be aiming for. This kind of responsiveness signals that your company is organized and values its applicants, which is a big plus in the eyes of job seekers.

4. Prioritize a Smooth Interview Scheduling Experience

Once you’ve hooked a great candidate, the last thing you want is to lose them over scheduling frustration. Between multiple emails, time zone confusion, and calendar conflicts, interview logistics can quickly become a hiring bottleneck — and a major turnoff for candidates.

A smooth interview process reflects positively on your entire organization. It says you’re respectful of people’s time and serious about hiring. And with ZipIntro from ZipRecruiter, you can automate the interview scheduling process even further. Simply choose your availability, and let candidates select the time that works best for them. It integrates with your calendar and sends automatic confirmations and reminders, so no one gets lost in the shuffle.

Plus, ZipIntro allows you to set up different types of meetings (like intro calls, panel interviews, or virtual meetings) which gives your process structure and consistency. Employers who use ZipIntro reduce interview drop-offs and no-shows, which helps them fill roles faster and build a reputation for being candidate-friendly.

5. Keep Candidates in the Loop (and Close the Loop with Feedback)

One of the biggest complaints job seekers have? Being “ghosted” by employers. Not hearing back after an interview (or even after you apply!) leaves a bad impression that travels fast (especially online). You don’t want your company to become known as one that doesn’t communicate.

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Even a brief update goes a long way. A quick “we’re moving forward with other candidates” message is infinitely better than silence, especially if the candidate is waiting to hear back from multiple applications. If someone made it to a final round, consider offering a bit of constructive feedback, too. It builds goodwill and shows your company cares about the professionalism of its candidates.

ZipRecruiter‘s Candidate Dashboard helps you keep track of where every applicant is in the process. Use labels like “Interview Scheduled,” “Offer Extended,” or “Not Moving Forward” to stay organized. You can also send pre-written or customized messages to keep applicants updated throughout the journey. This not only improves your candidate experience, but it ultimately makes you stand out as an attentive, organized employer.