It’s a tough time to hire, no matter what industry, no matter which state. As the economy fired back up in spring 2021, the unemployment rate improved both locally and nationally. Demand for labor is up, yet finding qualified employees to fill job openings remains a challenge. Amid such a tough hiring landscape, how do you stand out? Here are 5 tips for employers hoping to attract well-qualified new employees. When you are ready to get started, post your job on – Visit Anchorage is enhancing promotion of the site before likely job seekers to help meet the needs of the industry.

Sell the experience

Explain what sets the job apart first. You already make this pitch for your customers, why should it be any different when you’re trying to attract employees? Introduce your staff, the company culture, and what makes the business special, in addition to info about the day-to-day experience on the job. Show candidates the possible paths starting from this position inside the company, or in the context of one step along their career path.

Include starting pay

Think this is taboo? Job seekers don’t. According to analysis by LinkedIn, pay and benefits are the two top things job hunters are looking for, beating out even qualifications and other info. Other small studies suggest that postings that include pay information get as much as 25% more applicants than those that don’t, a big advantage in a labor market where potential employees have plenty of options.

It seems that there’s some momentum for transparency. California and Washington require employers to provide pay information to candidates when requested. In January 2021, Colorado became the first state to require employers to include compensation in job postings.

Still leery? Including starting pay can help you attract job seekers who might otherwise assume they won’t get paid enough – a common misconception about tourism jobs.

Think about the total benefits

A job is more than just the bottom line on a pay stub. Include as much detail as possible on your company’s compensation package. Info on medical coverage, retirement savings, educational or advancement opportunities, recognition programs, and other benefits can tip the scales. Again, studies suggest that benefits are one of the top considerations when choosing between jobs with a difference in pay.

Don't limit yourself to benefits in an HR sense either. Include more intangible benefits, particularly since this is Alaska tourism. Just a few hypothetical examples: Employees visit a glacier every day, you’ll learn a trade, one of your coworkers is a porcupine, you get lots of exercise, you are selling a product in high demand – Alaska!

Set expectations

Be upfront about minimum qualifications, job duties, and expected results in the position. Not only will this help them visualize what the job entails, it helps give them a better sense of the work, it also presents the full breadth of responsibilities, and sets them up for success on the first day.  

Be open to all walks

Demonstrate a commitment to equity, diversity, and inclusion. It is illegal to treat candidates differently because of race, color, sex, national origin, mental or physical disability, age, sexual orientation, marital status, parenthood, pregnancy, gender identity, military status, public assistance status or any other classification protected by applicable law. Encourage candidates to apply from typically underrepresented categories.

Many jobs require an onsite presence, especially when serving guests. But for jobs that could accommodate a flexible location, remote work is likely here to stay. If the position allows for flexible schedule or remote work, even part of the time, you may be able to tap into a pool of workers that otherwise wouldn’t consider applying.

Ready to get started? Post your job openings on