Recruiting and retaining top talent is essential for any business to succeed. Yet, recruiting is a competitive environment, and candidates are harder to convince. Indeed, 7 out of 10 SMEs struggle to fill roles. However, this doesn’t mean that there is not enough talent available. On the contrary, fewer candidates are applying for roles because they are looking for the right business for their skills and needs.
Salary remains a big point of difference. However, salary isn’t enough to attract the right talent. The first and most important thing small businesses need to do is to figure out where their point of difference is. What can they offer that candidates are unlikely to find elsewhere? This is where perks are crucial in attracting and retaining talent.
But how do you determine which perks are right and which are missing their targets? While this can be tricky, the most important perks must deliver value to the employees. Here are some considerations to keep in mind.
The Importance of Offering Perks
When it comes to recruiting and retaining top talent, offering perks is an important part of the process. Perks are not only attractive to potential employees, but they can also provide invaluable incentives for current staff.
Offering competitive benefits packages and other enticing perks can be a powerful tool in the recruitment process and can help to set your company apart from other employers. Moreover, by making sure that employees feel valued, appreciated, and supported, you can create a stronger sense of loyalty and commitment among your team.
When employees feel that their employer cares about their well-being and wants to provide them with a supportive and enjoyable work experience, they are more likely to be motivated and productive.
What perks are most effective in attracting top talent?
When it comes to attracting top talent, focusing on value for the employees and their loved ones can be a game-changer.
Flexible and remote work: Being able to offer flexible and remote work options to potential employees is a great way to attract top talent. This type of freedom appeals to many people who want to be able to balance their professional and personal lives more effectively.
Family-focused advantages: Offering family-focused advantages such as family health insurance and employee life insurance can be a great incentive for top talent to join your company. These types of benefits show that you are invested in your employees and their families.
Adding value with meaningful rewards & memberships: Providing meaningful reward systems or memberships that offer access to discounts or other resources can be an attractive perk for potential employees. These types of benefits can help potential employees save money and feel like they are part of something bigger than themselves.
How to implement perks at your company
You need to be sure the perks you offer align with your company’s mission and values. After all, these perks are meant to attract talent and help them feel valued and supported. So, your values and business decisions must also follow the same direction as the perks.
For example, offering flexible time but not trusting employees to work on their own time from home will be counterproductive.
Perks have become common in the recruiting sector. Many employees expect some perks, such as remote work or family health insurance, to be part of any employment package. As a result, it’s more and more a case of meeting candidates’ expectations through the “mandatory” addition of perks.