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6 Ways to Boost the Appeal of your Benefits Package

Written by Kimberley Startup | May 29, 2014 | 0 Comments
Employment agreementFixed fee recruitment packages like that of Webrecruit can do many things to bring the dream employee closer to you. However, there are still certain things that you have to do yourself to get them to sign on the dotted line. These including offering your prospective recruit the right benefits package.
Just imagine – you’ve offered the candidate a market-competitive basic salary, but they’re still wavering. Below, we’ve suggested some of the other perks and incentives that you can throw in without breaking the bank.

1. Flexible working

Candidates place a great emphasis on work/life balance these days – so offer them more flexibility in how they work. They might appreciate more time working from home, or flexi-time around a set of core hours. Your recruit will probably be more motivated and productive as a result.

2. Additional leave

Many candidates also choose employers offering a greater annual leave entitlement. They may be given extra holidays due to long service, or presented with the option to ‘buy’ extra days.

3. Extension of medical insurance 

Standard benefit packages frequently include healthcare. Ideally, you would offer your potential employee full family cover, but if your company can’t stretch to this financially, consider giving them the choice to have their membership extended to their family at a competitive rate.

4. Transport 

Affording the commute to and from work each day can be tough, certainly for those dependent on public transport, so why not offer your candidate a loan equal to the price of a train ticket for the year? Of course, you could also just offer a vehicle rather than cash.

5. Workplace perks

Just the small gestures on an everyday basis can make all of the difference. Why not offer the candidate the opportunity for beer and socialising in the office on Friday afternoon, or even give them their birthday off?

6. Childcare 

In an ideal world, you’d be able to relieve the burden for working parents in your employ with onsite childcare facilities. However, this is beyond financial possibility for most UK employers. You could always offer a childcare voucher scheme instead, though.
It’s becoming increasingly common these days for flexible benefits packages to be offered, whereby potential recruits can pick and choose the benefits to suit them. For the sake of fairness, you may offer a cash equivalent to those employees with no need for any of the benefits that you offer.

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