4 types of benefits candidates are looking for right now
Let's talk about company benefits.
In this candidate-driven market, it’s so important to showcase all benefits that your company offers before people even apply for the job.
We recently spoke to HainesAttract who process hundreds of job ads a day, and they’ve found that often an organisation will discuss in detail what experience the candidate needs to have without showing what the candidate will receive in return. It’s a two-way street, and this needs to be at the front of your mind if you want to be successful hiring the right talent when candidates have the upper hand.
With unemployment being at an all-time low, it’s getting harder and harder to find the right people suitable for your opportunities. If candidates feel like they’re not going to get any benefits from the role or the company, they won’t take a second look at your vacancies and will instead apply for the roles that offer extensive company perks.
After the pandemic, flexible working should be a given and we want to talk about more than just that. Commercial construction company, Naylor Love, know the importance of offering a comprehensive benefits package and supporting staff in this current market where pressures are continuing to mount.
Pam McGarry from Naylor Love says, “Benefits allow staff to get ahead of problems or concerns early on before they create unnecessary stress on their lives. Relieving this pressure ensures our people can come to work and concentrate on performing well and being the best version of themselves for their families every day.”
After discussing all things benefits with HainesAttract and Naylor Love, we’ve collated a list of benefits that candidates could be looking for when applying for roles:
1. An inclusive team culture
Belonging is a foundation. It’s an essential function, we feel like we belong to a family, tribe, or team we are far less likely to feel isolated and alone. We are social creatures after all. It’s important to find ways that positively boost team connections to create a healthy workplace.
HainesAttract offers wine and cheese every Friday, they celebrate success with fun company outings, regularly do team coffee runs at the local cafe, fresh fruit for an afternoon pick me up, company activities such as cooking nights, and their favourite - doughnut day! These small wins contribute to staff being rewarded for their hard work while also creating excitement and something to look forward to each week. We also know that sometimes, for some it’s just a chat at the coffee machine, or lunch time walk.
2. Mental wellbeing
This can be as little as checking in on your colleagues and encouraging sick leave to also be taken for Mental health days. There is a great service to utilise called EAP where employees can anonymously organise appointments with a qualified therapist and have 3 sessions free of charge.
Another way to support wellbeing is the encourage a healthy work/life balance. Many workplaces have upweighted the amount of annual leave an employee can take, whether this be for recharging at home or catching up on the travel they’ve missed during the pandemic.
3. Physical wellbeing
Fitness is such a great way to clear your head and unwind after a busy day at work. Many people use exercise as an effective way to increase productivity and motivation for the day. Everyone has a different idea of what fitness means to them so as an organisation it's important to support your staff however they wish to get their daily dose of endorphins. This could be through fitness subsidies or discounted gym memberships to ensure staff are supported with their favourite fitness activity.
Pam says “We also operate a sick leave bank which provides additional leave to staff suffering serious illnesses or injury. The bank is contributed to by both Naylor Love and our staff and is a true reflection of the care our employees show each other in times of need.”
4. Learning and development opportunities
Candidates want the ability to upskill and progress in their careers. Offering training and support, through courses or online classes can be a great way to ensure your staff feel like they’re growing within the role and that they have a clear development pathway. This can also be a clear incentive to stay within an organisation as the candidate feels like they’re still developing and aren’t stagnant within the company.
We hope these tips and tricks are beneficial to help you attract and retain staff and help you to stay relevant within this candidate-driven market.
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