On hot employee benefits and virtual hiring as new gold standard
Episode thirty-five of The Tea on Recruiting will advise you on the “hot” employee benefits that you should take into account, and provide you with key takeaways from the State of Talent Acquisition for 2021. We hope you will enjoy this episode, and be able to make some useful notes for your recruiting journey!
Hey there! Are you ready? Today we’ll get up to date on the state of recruiting and explore the benefits you should consider offering.
Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! Here’s today’s first piece of content!
Employee Benefits You Should Consider Offering
Are you in the process of outlining which benefits to offer your employees and you don’t know where to start? We got you covered: we wrote an article about it! Let’s speed-date these potentially attractive benefits, shall we?
BACHELOR #1 – tuition reimbursement and employee training
94% of employees would work longer for you and you could make around 21% more profit.
BACHELOR #2 – paid vacation and sick leave or PTO (Paid Time Off)
Paid vacation days inspire your employees and help them recharge their batteries, and the pandemic has taught us just how vital paid sick leave is. Another option? Paid Time Off: a mixed solution that doesn’t discriminate between vacation or sick days.
BACHELOR #3 – maternity and paternity leave
We’d already talked about this in episode #23. Remember?
BACHELOR #4 – mental health support
COVID-19 brought us: social isolation, stress, anxiety, and emotional exhaustion… mental health is key!
BACHELOR #5 – adoption and fertility coverage
This one can be of wonderful support to your employees who are trying to start a family, but with practices like promoting employees’ egg freezing still being debated, you’ll want to make your intentions crystal clear.
BACHELOR #6 – pet insurance
Pets are such a wonderful addition to our lives! This benefit is the under-dog. It’s overlooked but it can truly bring peace to your workforce.
Naturally, these were just some quick notes – to find out more, you can read the full article.
And now, are you ready for our second article?
Virtual hiring is the future of recruitment
Don’t you ever wish you had a crystal ball to predict the future of Talent Acquisition? We’ve read a piece on the State of Talent Acquisition for 2021 – these are the major takeaways.
- Around half of the surveyed organizations said that virtual hiring is the future of recruitment because it’s: Quick, Cost effective, Lets you hire the best talent globally.
- There’s optimism in the air: 60% of companies are looking to hire talent for new positions
- DEI is changing the hiring landscape. That’s right, equal employment opportunities are moving to the foreground.
- Companies want to nurture a feeling of belonging and create a robust pipeline
- You need to work on your lengthy hiring cycle. Only 20% of organizations said they feel like they’re quick enough. 25% said their time to hire’s more than 3 months.
- Get your tech on! 35.92% of respondents reported a lack of data-driven and tech-enabled hiring processes as a significant Talent Acquisition challenge.
Now onto the…
The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page.
Shoutout to a company we won’t name. Get ready for surprises being thrown this candidate’s way, left and right.
“I was called during the middle of the day regarding this entry level position for what I thought was just an introduction. It turned out to be a full technical interview with questions I definitely would not consider to be screening level questions based on my other interviews. The interviewer didn’t even ask me if I had time to chat as it was the middle of the weekday, and I was still working at my current role and was not anticipating the call, let alone a technical interview. Needless to say, I completely blew it as I was caught so off guard. I’m pretty sure they blacklisted me, too, because I also applied for another less technical information security role and received word I wouldn’t even be given an interview, despite having experience working in global bank. Three industry certifications that the vast majority of candidates do not have and senior management references definitely was not a fair or professional way of interviewing or screening candidates and varied greatly from where I have interviewed the four.”
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If there is anything that you want us to explore further in terms of subjects that we should touch upon or dive deeper into, why don’t you reach out to me on LinkedIn under my name Elena Galli or via email at firstname.lastname@example.org.
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Now thank you for watching The Tea on Recruiting. Take care, and see you soon!