Benefits, benefits, benefits.
We’ve been in a candidate short market for what feels like a lifetime, so you’ve probably heard us chant about benefits, benefits, benefits to attract the best of the best to either apply for a role at your company or to retain staff.
After a pandemic, and a rise in inflation, it’s no wonder we’re all hungry for more money – the key word being ‘more’ whatever our current salary, but sometimes businesses are unable to keep up.
Since then you’ve been racking your brain on how to make vacancies in your team the most attractive on top of the now-normal offering of remote or hybrid working.
How visible are your benefits?
Unless you work in HR, or you’re a hiring manager who talks about your company benefits often, ask yourself whether your staff actually knows how to make the most out of your benefits? We often find that this is more of a ‘grey area’ than it should be. This is especially the case if you offer some benefits depending on the length of tenure because everyone gets the communication at different times and they might be missing out on some key support initiatives.
Where to signpost
Here is a small checklist you can use to make sure your current or potential staff know what you provide:
Your website, careers page, or intranet
Staff breakout rooms or notice boards
Social media posts
Internal newsletters or magazines
Emails from your HR, Learning and development or Internal Communications teams
Through managers during 121’s.
Have you considered these...?:
4 day working week or 4.5 day working week with half a day for learning and development
Parent or grandparent leave or flexible working
Learning and development programs
Mentoring or counselling
Hot shoes, shadowing other people
Diversity and Inclusion initiatives
The reason that your company offers benefits are for them to be used. Whether they help your staff progress, or help them manage their work/life balance, the overall effect is to encourage a happy, productive workforce. So if there’s anything that you take away, it’s to find ways to ask them how they really feel. Anonymous surveys and generally checking-in with your team is a great place to get feedback from current employees. You can also ask for feedback from applicants and new employees too – if you don’t ask, you simply can’t know.
For more help with how to attract employees:
How to: Maintain company culture while at home
In the Time of a Crisis Marketing Takes a More Human Approach
Why November is the best month to recruit
Six ways to nail your next job interview
It's not all gloom and doom if you listen
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