By Chris Hillman, Recruiting Professional
SearchPath of Chicago, Inc.
searchpathofchicago.com
We discussed the need to ensure the recruiting process is tied up nicely in part 1 (link to part 1) in order to ensure that candidates aren’t turned off by any red flags that they sense. Beyond just the process, is making that dream position more appealing with more tangible aspects and not just a professional process. Here are some “perks” that organizations could incorporate to entice candidates:
- Attractive Benefits – most companies offer health and dental, so the run-of-the-mill benefits packages do not have the same weight as they have in the past. Maybe all employer paid benefits, paternity leave, 401k matching, unlimited PTO are some options that could be baked into your benefits package that would help a candidate see a future with your company.
- Culture – what makes you stand out? Maybe that’s what a candidate is looking for, maybe they want that unique experience that they have get anywhere else. Example: New Belgium Brewing gives employees bikes, travel vouchers and paid sabbaticals on work anniversaries. That’s something they can’t find something else.
- Flexible Schedule – with COVID forcing almost all employees to work from home without a choice, now people don’t want to go back. Allowing employees the option to work from home or maybe a rotating schedule could entice someone to take a position that better fits their work/life balance.
- Sign on bonus – on top of the annual salary and any ongoing bonus opportunity that may come with a position, a single sign-on bonus could be added to the opportunity. That one-time bonus and “welcome” pay might be enough to make someone take a position over another position that they are considering.
- Bonus structure – annual salary is one key aspect of a position that is usually a top priority but the bonus structure that adds to the monetary value of the position is just as important. Maybe offer more of a bonus opportunity than originally planned and tie that extra back to company performance which gives a candidate more opportunity to earn and drives accountability in the role to contribute everything they can.
These extras along with a structured process might help you land the next top talent for your organization. Don’t let disorder or a lack of minor perks be the reason that someone doesn’t choose your role.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100
