Veteran global recruiter, content writer, and consultant exclusively in the advertising/marketing niche.
As a veteran third-party advertising/marketing recruiter, it's my responsibility to bring out the best attributes in candidates. I also ask my clients for their unique selling proposition. "Why should someone want to work for you?". When I ask candidates to describe the best job they've ever had, the majority tell me about a new product launch, the awards they won, or something that garnered them personal recognition. Indeed, those should be touted. I also encourage them to talk about a supervisor who mentored them to expand their repertoire or hone a new skill that has provided career growth. Companies also need to be able to articulate what makes them stand out. I probe for examples of how they help employees grow. If a company boasts about their "happy hour" on Fridays rather than classes offered to younger associates taught by the senior management I suggest they re-think their stance. Studies have shown that people leave their current roles due to poor management or lack of recognition. Candidates want opportunities that provide growth. Why apply for jobs that match your current skills...if you're looking for a higher salary, stay at your current company and ask for a raise. Share your contributions, if you truly have mastered your role, they may give you a raise. If they don't, well, you know where you stand. It's far easier for companies to acknowledge a proven employee than hire and on-board someone hoping they will "fit in". However, if a company allows you to expand your skills--as well as give you a bump in salary--that's ideal. This last point may sound self-defeating, but I encourage my clients to look internally before they turn to me to fill a job. If there is someone they already employ who has the experience or the aptitude for the vacant position, offer them the job. Doing so will serve two-fold. One, it sends the message to the team that if they do the job well, they will be recognized. And two, it's a selling point that I use when seeking new talent. I explain that internal promotions are made first--before they call me to identify "fresh fish".
Interesting approach. Encouraging internal growth benefits both employees and recruits.