More than three-quarters of people seeking jobs recognize benefits as either “very” or “extremely” important. This is why it makes sense that smart employers try to expand on the subject and flaunt the perks of their job offer as much as possible to attract talented candidates.Telling your job candidates about all core and voluntary benefits available in your company is not only a great method of recruiting ideal candidates, but also strengthening employee relations beforehand.
This is why we have compiled some guidelines for communicating benefits information with job candidates:
Provide basic, relevant details upfront
Medical, vision, dental, short and long-term insurance—you need to let prospective candidates know about details such as these when discussing a job offer.
In the beginning, you can provide basic details of healthcare, vacations, any gym/spa memberships, and more. But as a candidate passes the interview stage, they will want more information, such as premiums and monthly costs.
The level of information differs according to which stage of recruitment a candidate is at. Don’t deliver specific details until the candidate is serious about taking up on your job offer.
Don’t hesitate to boast about it
Today’s competitive job market is highly candidate-driven. When you are competing for great talent in your industry, a strong benefits package can prove to be an incredible characteristic candidates look for in a company.
Even if your company is operating on a small-scale basis, with limited options for employee benefits, highlight these as much as you can on your job descriptions.
Provide additional insight on what makes your company unique from its competitors to give them a better understanding of your benefits culture. A company with a limited benefits coverage capacity has a better chance of gaining top talent with good advertising than a company with stronger benefits but minimum attention to flaunting them.
Step outside recruiting pages
In this digital age, candidates and employees expect businesses to share information on social media. It’s all well and good to keep your site’s recruitment pages updated with necessary benefits information, but your candidates are more likely to find you on social media, and that is where they will look for highlights regarding job benefits.
Plus, the thing about social media is that it enables a two-way conversation. The more information you have on your social media channel, the more you will encourage candidates to communicate with you via this channel, and the better you will be able to figure out whether or not a candidate will fit in your workforce.
JS Benefits Group can help you get the work about your benefits packages out to potential candidates with comprehensive employee benefits services. We offer online quotes for group health plans and other information to help you seek out that top-level talent you need.
