Thinking Out of the Box With Benefits
With the new year approaching, many companies are evaluating their benefit strategies to determine what they might do differently in 2008 to attract the best and brightest talent to their organizations. Rex D. Ledo, Director of Client Development at Sterling Management Resources, recognizes that “some things don’t change” in the hiring process like discussions of salaries and healthcare benefits. But, according to Ledo, smart employers are going beyond the traditional and successfully wooing new talent by thinking out of the box.
Offer accessible childcare: As families struggle to balance work and family, Ledo sees providing childcare facilities in the workplace or nearby as a big opportunity for employers who want to attract top talent. “This is a huge benefit for families,” says Ledo, “and one that’s not going to go away.”
Expand relocation packages: Providing a good relocation package allows long-distance prospects to accept offers they might not otherwise consider due to the cost of moving. But Ledo suggests going a step further to ensure a smooth transition. For example, reduce financial stress by offering to pay either the mortgage of a house that hasn’t sold yet in the old location or the rent/mortgage for a new residence for a few months. Ledo also recommends finding ways for the family to return home for a visit or have other family members come to visit on the company’s dime.
Pay for parking: According to Ledo, the cost of parking can take a sizeable chunk out of an employee take-home pay—in some cases hundreds of dollars each month. Offering complimentary parking, or parking subsidies, is an often-overlooked perk that can make a big difference to staff members.
Provide healthy, onsite meals: Many larger companies have cafeterias that offer discounted staff meals, a perk that helps employees stay motivated, productive and onsite. However, the quality of food at many of these cafete |
