Today’s skilled workers are in the driver’s seat and can be a bit pickier about who they work for and why. Small businesses compete with large corporations to attract top talent, and potential employees look at various factors before deciding on a company. Even startups can find brilliant new hires by offering unique benefits.
A Harris Poll commissioned by CareerBuilder and SilkRoad showed about 68% of job-seekers felt the way they were treated as a candidate reflected the way the company treated its workers. Make a bad first impression, and that brilliant designer may pick a different job offer.
Keep these benefits in mind if you want to attract and keep the best in your industry and get an edge over the competition.
1. Strong Company Values
More people are looking for companies that align with their personal values. The difference in pay may be minuscule, but if they feel they’re investing their time in something for a greater good, they’re more likely to choose that position.
Your business should embrace the causes you truly care about. For example, if you’ve made a commitment to be an eco-friendly company, you might allow your staff to clean up a local park while on the clock.
2. Flexible Work Schedules
The U.S. Bureau of Labor Statistics (BLS) reports 64.2% of American families have both parents employed. Juggling kids’ school schedules becomes quite a challenge for two career-minded individuals. However, if one or both parents have a more flexible work environment, stress is reduced and they become more productive.
Changes in 2020 in how children attend school also make it difficult for families to juggle everything. Even those without kids will appreciate more flexibility and the ability to work from home a few days a week or take time off to train a new puppy.
3. Insurance Benefits
Insurance has become a hot-button issue. Many millennials and Gen-Zers want the security of knowing their health needs are taken care of. You should also offer some form of life insurance, even if it’s just a very basic policy that covers funeral expenses. The last thing you want as an employer is for someone to pass away unexpectedly, but their family won’t be stressed figuring out how to pay for final arrangements if they do.
Most small businesses have a hard time paying the full cost of insurance. You’ll need to negotiate for the best package you can find. Pitch in as much as you can and allow employees to choose which level of coverage they want based on their individual needs.
Employers like Kroger cut insurance for family members, so if you extend your coverage to them with a fee, you’ll likely gain some advantage over bigger corporations.
4. Vacation Time
People seek a work/life balance. That includes plenty of vacation time to attend family events or simply unwind from the everyday stress of work. Many startups offer unlimited vacation time. If you’re choosing truly committed people, though, they may not take as much time as they should with this model. They may fear they’re taking advantage.
It’s much better to offer four or five weeks of vacation time upfront, paid holidays and sick leave. Crunch the numbers to see what you can afford and make sure you include the time-off benefits in your offer letter.
5. Volunteer Initiatives
Allow your employees to use some of their work hours to volunteer for causes they care about. This helps your local community and provides incentive for those on the fence about whether to take your offer or another. Rather than including details in your offer letter about volunteer initiatives, share the information in your candidate interviews. Be sure to let them know what other employees have done and how you’ve supported their passions.
6. Company Culture
Company culture is something a little hard to define for many small businesses. You know what you don’t want, such as backstabbing or everyone being out for themselves. It’s a little harder to explain what you are. Think of five words describing who you are as an employer. What are the emotional benefits of working there?
Once you have a list of five words, come up with examples showing how you embrace these values as a brand. If you choose “family,” explain how everyone pitched in when Ned’s baby was premature and co-workers started a meal train. For the word “helpful,” you might talk about a big project Erika was having trouble finishing and how several departments lent a hand.
Share your company culture in a second interview. Take the person around and introduce them to a few key people, so they can see the personalities and how those within your company work together for a common goal.
7. Training Programs
One Forrester study showed companies with the best customer service also focused on training their employees. Out of firms with great customer service, around 37% regularly trained workers on how to exceed customer expectations.
People want to work for a company willing to invest in them and bridge the skills gap. Such training helps them feel competent and needed.
Brands such as UPS and Amazon even offer training programs that allow the worker to gain a degree while learning important job skills.
8. 401(k) Matching
Another perk you can offer that benefits employees and makes you an attractive choice is 401(k) matching. You might not have a pension plan, as they’ve gone out of favor in recent years. However, you can encourage your workers to start a retirement fund and match what they put in up to a certain amount.
Another option is offering a 25% match, because people can only put so much in their funds each year based on what the government allows. Candidates see this as free money, because it helps them save for the future.
Get Creative
Think about what you can offer that is unique in the industry. You might not have the funds right now to provide the highest pay, but you can let employees work remotely. One candidate may have skills you need but not wish to be full time due to family commitments. You could develop a job-share program that allows them and another person to work part time while still building their career paths.
Put yourself in the shoes of the person you’re interviewing. What would entice you to want to work for your business over others? Make sure you treat people with respect, and be generous and fair to attract the top-notch candidates in your field.
Lexie is a digital nomad and graphic designer. If she’s not traveling to various parts of the country, you can find her at the local flea markets or hiking with her goldendoodle. Check out her design blog, Design Roast, and connect with her on Twitter @lexieludesigner.
