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communicating benefits information to candidatesAs you move candidates through the interviewing and hiring process, at some point the topic of benefits comes up. Job candidates will be focused on the possible salary, but questions about benefits will be on their mind as well. Knowing how and when to talk about the benefits you offer can help you seal the deal in the hiring process as you try to attract top talent. Here are some tips for communicating benefits information to job candidates.

Start with basics

In your job postings, start with an overview of your benefits, especially if your company is looking to fill STEM positions, says Mike Deissig, HR business partner at TheLadders. “I recommend including this information in your job ads and on your careers page, as these are great selling points,” he says. But if you’re filling non-technical positions and your benefits are fairly standard for your industry, then don’t feel pressured to boast about your benefits at the beginning of the process, Deissig says: “Save this information for the interview process or when you’re ready to make a job offer.”

Add some details

During the first interview with job candidates, provide some more information about your benefits. Make sure the candidates know what’s possible when it comes to both core and voluntary benefits. Communicating details is especially important if your strong benefits package helps balance a smaller salary you may be offering for whatever reason. When potential employees see benefits as part of a total compensation package, they can make a better-informed decision about working at your company.

Make your case

When it’s time to close the deal and make a job offer, that’s the time to disclose any unique benefits to sweeten the deal, Deissig says. “I usually don’t talk about our company-issued iPads and iPhones and flexible work opportunities until I’ve vetted the candidate and want to make an offer,” he says.

In addition, you should communicate with the candidate about any fine print in benefits that you haven’t gone over already. Are there income limits or benefit caps on any of the policies you offer? Are their eligibility issues when it comes to family members? When do the benefits take effect? Make sure the candidate knows, so there aren’t any surprises if they accept the job offer. In addition, explore options with voluntary benefits that could make the difference for a candidate who is considering a higher salary elsewhere. Knowing what you’re able to offer makes it easier to recruit the talent your organization needs.

In the war for top talent, offering a strong benefits package can help you attract the job candidates you’re looking for. Word gets around about excellent benefits; don’t be afraid to let people know what you have. Assess what you offer and ensure it’s competitive in your area and industry, and know what you can offer people. Knowing what level of detail to share during the hiring process can help cement the deal for the candidates who are considering coming on board.

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Winston Benefits is an HR solutions company that helps businesses enhance and optimize employee benefit plans, enrich compesation and rewards programs, and save money on benefits communication, enrollment and administration. Contact us to learn more.
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