Clearly written job advertisements and relevant employee perks are key to attracting the best people to your organisation, says Christine Lawn, recruitment manager at Moneypenny.
The job advert
Keep it simple. It’s not a puzzle for applicants to solve. This means using plain language, of course, but also proper formatting so the advertisement is clear, concise and easy to navigate.
At the top of the advertisement, outline what the role entails followed by what is expected from the applicant. This tells job seekers that as an employer you know exactly what you want, you are a well-structured organisation and not in the business of wasting anyone’s time.
The next steps include clarity on:
- Perks; and
- Practical information such as office location and expected start date.
If you want to include a paragraph or two about your company, place this at the bottom. It’s important that your applicants know who you are and what you stand for, but this is something that’s better communicated in person, at the interview stage.
Background research on employee benefits
You need to know what employees in your sector want. When it comes to perks, FM employees may prefer free eye tests after focusing on screens for most of the day, compared to perhaps physio sessions for manual labourers, for example.
One-to-one meetings can be a good opportunity to ask these questions and receive a more detailed response.
You should also assess whether employees like the existing perks on offer. An anonymous survey is a great way to find out, giving your staff a chance to speak freely about how they feel in the workplace.
Take your research further too. Find the average salaries in your area and industry to see if what you’re offering is actually competitive or not.
Discuss this outside the office with friends and family to find real-world answers. Maybe they face the same issues as employees at your organisation and this can inform your offering.
Whatever you decide to offer – beyond the legal requirements of a pension scheme and SSP – go the extra mile for your staff. Offer perks with real value to improving their working and personal lives.
Be true to yourself
You’ve done the research and seen what employees want but make sure what you offer resonates with your business ideals. When perks reflect your values you'll attract people whose ideals match yours.
For example, if your company culture focuses heavily on openly praising staff members on their success, then an incentive program as a perk will bolster this culture. When a business’ processes line up with their perks, you will see increased engagement across the board.
Identify your company values such as focus, teamwork, quality standards and allocate relevant perks to each one.
Then approach your staff and ask which value resonates with them the most. The most common answer will reveal the newest perk you should offer.
Be clear about the role and the company culture. Whoever you hire will have a much stronger foundation to begin on, and a greater level of respect for you as an employer.
Always be positive and respectful, emphasising that honesty and integrity guide all you do. Highlight ways in which you live these ideals with your current staff.
This is also the time to highlight your policies and procedures in the event of a problem or concern. It shows you’re a fair and understanding employer.
Offering the best benefits doesn't just mean offering what you think applicants want – you need to find out what they actually want.