Finding and retaining quality talent in the workplace essentially helps the brand. The problem for some recruits or human resources personnel is finding the “cream of the crop”. There are so many companies vying for the same candidates and literally thousands of candidates filling out applications each day, that attracting, interviewing, hiring, and retaining the best candidates can be a challenge. For this reason, advertising the “perks” of working for a particular company is advantageous to businesses.
Benefits are a Perk
Today’s job seeker is not only looking for a job that is going to pay them top dollar for their skills and experience. They are looking to find an organization that they can see themselves working for a long time. They want stability and employee benefits that will ultimately help them with their personal lives. By showing giving benefits that really matter most to the ideal candidate, you increase your chances of attracting the right employees and keeping them satisfied for years to come.
Benefits Employees Seek Most
With technological tools like HCM software (Human Capital Management), human resources personnel and recruits have a platform from which to establish and manage employee benefits. But which benefits are job seekers looking for? Some of the most popular employee benefits include:
- Healthcare – At the top of the list is healthcare and related benefits. Medical expenses can go through the rough without the proper coverage, which dips into an employee’s pockets. By offering healthcare packages and other healthcare benefits like Flexible Spending Accounts (FSA), employees are able to receive medical services at a fraction of the cost it would be on their own. They also have a means to put away funds for things like copays, out of pocket expenses, and non-covered services through savings account using tax-free dollars.
- Paid Time Off – No matter how much an employee loves their job they need a break. Whether it’s a few sick days to recover from being ill or some vacation time to spend with their family, this much needed time off with pay can make a huge difference in attracting the right employees. Paid sick, vacation, and personal time are highly sought after and should not be overlooked as an incentive.
- Retirement Accounts – Employees are not just looking at the benefits that will help them today, but those that will help them down the road. When they reach retirement age, they want to know that they have a nest egg to live comfortably on. Many employers have a retirement plan which they will match their employees’ bi-weekly deposit into their retirement accounts.
- Continued Education – Employee development should be of the utmost importance to businesses. The more you invest in the skills and experience of your employees, the better work they can perform. Continued education benefits might include tuition reimbursement programs or company scholarships for employees looking to return to school.
HR faces a lot of challenges when it comes to the hiring, managing, and retention of quality employees, but there are ways to make these challenges easier. By offering competitive employee benefits packages you’re going to attract quality candidates that are ready and willing to commit to a company for years to come.
