Good news, we can assure you that there’s no shortage of candidates out there. The key issue: business owners are not presenting the right opportunities to those looking. When trying to engage candidates, a compelling well-structured benefits campaign can be a game-changer. It's about presenting candidates with a package that not only meets their basic needs but also speaks to their expectations. In this blog, we'll dive into the key elements of structuring a stellar benefits campaign that resonates with candidates, ensuring your organisation’s role stands out. 

First things first, let's debunk a common misconception: the scarcity of candidates. We never like to say that there are no candidates out there. Instead, it's about understanding that they may not be enticed by the roles presented to them. That's where the power of a well-crafted benefits campaign comes into play.

When considering what candidates truly desire in a job, it boils down to three fundamental aspects:

1. Competitive Compensation: Candidates want to be fairly compensated for their skills and experience.
2. Flexibility: The concept of flexibility is more than just a buzzword. It means different things to different people. It's essential to define what flexibility means within your organisation and how it aligns with candidate expectations.
3. REAL Benefits: Beyond the basics, candidates are increasingly looking for genuine benefits. These aren't just vague, generalised items,   but instead, they're specific offerings that truly enhance their quality of life and job satisfaction.

The Benefits Package

What to consider when crafting a compelling benefits package:

Health and Well-being: Insurance, gym memberships, mental health support, and wellness programs are all components of a robust health and well-being package.

Professional Development: Candidates often seek opportunities for growth and development. Offerings such as ongoing training, skill development programs, additional learning budget and clear career pathways can be enticing.

Work-Life Balance: Promote policies that foster a healthy work-life balance, such as flexible scheduling, remote work options, birthdays off, and additional holiday leave.

Remember that candidates are out there, and they're eager for the right opportunity. By offering competitive compensation, clearly defining flexibility, and providing genuine benefits, you can structure a benefits campaign that resonates with candidates and secures their interest. One Eighty understands the power of crafting such campaigns, ensuring that your organisation stands out as a top choice for prospective employees. Drop us a line if you’d like some guidance.