Pick and mix benefits
Let’s face it, attracting the best talent to your business can be really challenging; particularly if your industry isn’t the most glamourous!
I spoke to an Operational Excellence Coordinator a few weeks ago who said that working in the food industry wasn’t even discussed on his Mechanical Engineering degree and instead sectors such as automotive or aerospace were covered in great detail. (Thank you @JamieRimmer for your insight)
That is why I think that businesses could improve their candidate attraction (and retention!) if they tailored their benefits to an individual.
I’m talking about a pick and mix approach of benefits and the reason I think this would set one employer apart from the next is because pension plan is more important to one person, whilst flexible working is more important to another. Buying additional holiday is more important to one person, whilst private healthcare is more important to another person…
And this often changes at different stages of life for candidates.
Instead of a one size fits all approach, tailoring the benefits package opens up different types of candidate to the search and could provide an improved offering to diversity and inclusion within the business.
What do you think to pick and mix benefits? Have your benefit preferences changed across the course of your career?
For more information on how to revolutionize your recruitment process, DM me.
Did you know?
We had a training forum a couple of weeks ago at K.A.G. where we discussed best practice and some of the challenges each of us faced in different areas of the recruitment process.
Because my role is purely focused on business development, my understanding of job adverts and the way we now vet candidates needed updating from how it did it 8 years ago!
Some of the best practices that came up surprised me and just proved that we constantly need to keep our knowledge up to date in a changing recruitment landscape.
Some eye openers:
- You can’t write 2-3 years experience on a job advert anymore. Instead use language such as ‘previous experience desirable within a similar role in a similar field’
- Candidates not turning up to interviews at record rates! How can we mitigate the risk of flip flopping?
- Essentials only on a job advert – what could be taught and what do they need to know?
- Advertising over the weekend – far more candidate engagement
- Company content gets a 561% boost when reshared by employees
This week was all about top tips for candidate attraction and retention.
Which of these seasoned pieces of career advice would you give your younger self to save unnecessary disappointment or headaches in the long run?
Which top tip resonates most with career advice you would give your younger self?
- Don’t be afraid to ask questions
- Career paths aren’t always linear
- Don’t compare yourself to others
- Build your network
