Make it Easy for Candidates
Candidates should be able to find out about career opportunities in your company effortlessly. It will help if you provide enough information on your website and make it more accessible.
You should also include this information in your employee handbook. Haven’t created one yet? Don’t worry. We created an employee handbook checklist to help you make sure you don’t forget anything.
Adding internal candidates to your recruitment funnel will also ensure they work harder and feel noticed by their managers for their hard work. If you have an ambitious team, why not reward them.
Let your employees know about other benefits they can access, such as 401k plans, training programs, seminars, product discounts, and other attractive benefits.
These are the things you should be bragging about, so don’t be afraid to be bold when talking about your benefits. Plus, you don’t want to leave employees guessing. Try to make it easy for them to get the information they need.
Be Specific and Transparent
Employees need to know how their performance will affect their compensation, insurance, and career path. Adding a list of benefits is essential, but don’t just stop there. You need to explain the benefits to them.
It’s vital that you don’t leave employees benefits, compensation, or what they can expect from their managers and leaders. Spell it out for them clearly and concretely.
Creating a comprehensive employee handbook is the first step to creating clear internal communications for new and veteran employees. Once this is created, you need to ensure it is regularly updated as benefits and policies change.
Let employees know what they should expect by clearly defining the conditions for each benefit mentioned. This way, you'll build trust and improve the employee experience.
Be Consistent
Consistency builds trust, which in turn leads to higher retention rates and lower turnover costs for your company. Your employees will look forward to working with you every day if they know that their benefits would not change frequently.
Create a robust employee engagement and offer competitive growth opportunities. Then, make sure that doesn’t go downhill as you grow and expand.
Consistency within the organization should be a part of your company's values and culture. It translates to higher job satisfaction and a positive work environment.
You don’t want employees to feel like they signed up for one thing and are getting another.
Keep it Simple
You should offer as many benefits as is appropriate and sustainable for your organization, but don’t go too overboard with it.
Don't try to offer too many things or too much detail in one place as it may overwhelm the candidates or confuse them. Remember, your primary aim is to attract talent.
These candidates don’t want to read through a 10-page essay on what they can except for benefits. These benefits should be simple enough to be narrowed down to a bullet point list.
Be straightforward without overwhelming them with information. Use simple words that clearly define the benefits, link further details, and allow online applications.
What are the Benefits of Having an EVP?
Having an EVP is not only about attracting the best talent but also helps with employee retention. If you can provide a unique and valuable employer value proposition, your employees will stay longer and work harder for you.
It establishes trust, and trust is a crucial component of an employee’s relationship with their employer. All your employees will know that they're working for a company that cares about them.
Benefits of improving your EVP include:
Better Retention Rate
Employees will feel valued in your organization, and job satisfaction will be high. If they're happy at work, it will be easier for you to retain them.
And it isn’t always easy to retain talented employees these days. Young people, in particular, are not likely to stay at a company for a long time.