I used to work for an organization that wasn’t very widely known, and it wasn’t in a particularly sexy industry. What they did have, though, was absolutely extraordinary benefits. We’re talking more than six weeks PTO, 12 percent retirement contribution, tuition reimbursement, pre-tax transportation benefits, Cadillac health insurance and a gym onsite. While some job descriptions at my former employer referred to the “amazing benefits,” they never got into specifics. What a huge mistake! As a result, the time-to-fill for my old role was more than 60 days–over twice the national average
Of course candidates need to know how they’re going to serve your company–that’s what’s going to enable them to discover your opening in the first place. What’s going to make them take the next leap and apply, though, is emphasizing how you can serve them. Do you offer equity? Stock options? Flexible hours? Telecommuting Child care assistance? Paid parental leave? Don’t keep that stuff under wraps–shout it from the rooftops! Candidates need to know how a new job will benefit their lives, not just their work.
