Money, vacation, chocolate chip cookies in the office coffee room; each of your candidates will likely have a very different idea about what constitutes a decent perk. But did you know that the desires and needs of the average candidate have changed in recent years? Yes, it’s true, while salary and bonuses are still important, they are no longer the be all and end all of a contract negotiation. So what exactly is it that your potential hires are on the lookout for? Besides cookies of course.
A brand to be proud of
According to the LinkedIn Employer Branding Playbook, 83% of talent acquisition leaders believe that employer branding has a significant impact on their ability to hire the best talent out there. So you could say it’s kind of a big deal.
You see, these days employees want to be proud of the company that they work for. They want to work in an inclusive environment with colleagues from a diverse range of backgrounds. They also want to work for a company that is socially responsible, and that makes efforts to improve the local community or protect the environment.
This creates a happy and healthy working environment and culture, and that’s just about the best perk you can offer.
No one likes to spend an entire day stuck behind the same desk and to be honest; there’s no real reason we should have to. If you think about it, the majority of your employees’ work can probably be done anywhere once they have a computer and an internet connection.
With this in mind, candidates are now looking for jobs that offer some form of flexibility whether that’s the ability to work remotely or the chance to arrange their hours to suit their family schedules. While full-time remote work is one of the best benefits you can offer, most candidates would be happy enough with a little flexibility.
Leave other than sick days or vacation
At times your employees may need time off work that doesn’t fall within the usual sick day or vacation time parameters. Perhaps they need time to care for a loved one that is ill, or maybe they are going through the adoption process. Whatever reasons may pop up in the future they want to know that the company is on their side.
By making it clear at the interview stage that taking time off for unforeseen circumstances is a possibility, not only will you attract more candidates but you will also build a positive brand image in the process.
Career and personal development
Most employees aren’t happy to sit and let the world pass them by. They want to be a success at work and challenge themselves in the process. Let your candidates know that there is a clear path to promotion within the company and that each employee will get the same chance to prove their worth.
You should also make sure they know that should they wish to improve their skills or learn new ones; the company will support them by offering training programs or allowing them to attend off-site courses.
Credit for a job well done
Did you know that a simple ‘well done’ or ‘good job’ can be enough to satisfy an employee? As far as perks go this is the one that costs the company so very little, but it has the most effect on employee retention and the general happiness and success of your team.
But how do you let your candidates know that this is a ‘perk’ on offer? The answer is simple, and it goes back to employer branding. You see when a candidate applies for a job one of the first things they will do is check out your social media profiles to see what your company culture is like and to learn a little more about the brand in general. You can probably see where we’re going with this one, right?
By making a big deal out of giving credit to your current employees on social media, you are telling your would-be hires that their efforts will be very much appreciated should they join your team.
|According to ebri, 83% of employees say that health benefits would be a major factor in their decision to stay in a job or seek a new role elsewhere.
So as you can imagine, this particular benefit is one that most candidates will be interested in. Whether it’s an extended dental plan, basic health cover, or cover against critical illness, whatever health benefits you offer your employees should be highlighted in your job posts and on your website.
No loss of the perks they already have
A candidate who is in a job and has three weeks of paid vacation every year is unlikely to want to swap that for one week. Likewise, if they have a solid health cover plan, they won’t fancy leaving it behind if they decide to switch roles.
Let your candidates know that you can be flexible when it comes to perks such as these and that if necessary you can match them. You can even consider taking a new hire’s time in their previous role into account when deciding what their vacation allocation should be as there really is no point in missing out on that superstar employee for the sake of a few days of vacation time.
Of course, this is not an exhaustive list. Be creative with your perks and offer the things that you feel will make your new hires happy and if that means giant chocolate chip muffins every Friday, then so be it. But above all else make sure that you offer a diverse range of benefits because as we mentioned earlier, not every candidate has the same desires and needs.
The search for candidates isn’t all about offering benefits though, is it? If you need help mapping out where the best talent in your industry can be found, then you’ve come to the right place. Get in touch today to see how we can help you kickstart your recruitment drive.