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How can you create a positive candidate and employee experience with your benefits package?

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Benefits are more than just perks and incentives. They are a crucial part of your employer brand and value proposition, and can make a difference in attracting, engaging, and retaining top global talent. In this article, you will learn how to create a positive candidate and employee experience with your benefits package, and how to communicate it effectively throughout the talent acquisition process.

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1 Know your audience

Before you design or revise your benefits package, you need to understand the needs, preferences, and expectations of your target talent pool. This means conducting research, surveys, and feedback sessions to identify what benefits matter most to them, and how they compare to your competitors. You also need to consider the diversity and inclusion aspects of your benefits, and how they reflect your culture and values. For example, do you offer flexible work arrangements, parental leave, wellness programs, or learning opportunities that support different lifestyles and career stages?

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Tino Machimbidza

Compensation Analyst at Apple | Black@Apple Leadership Team | MSc Neuroscience
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I agree, determining a structure of desired values that complement the culture is key. As this ensures supported and reassured individuals within the company that feel comfortable in their place and environment.

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Shubam Tripathi

ll Talent Hiring & Campus Head || AI/ML/RPA || Leadership Hiring || HR Transformation || HR Process & Policies II TA PAI Young HR Leader 2021,23 || HRD Young HR Leader 2020 || HR 40 Under 40 ll Forbes 40 under 40 ll HBR
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Understand your employees' needs and preferences: Conduct regular surveys and focus groups to gather insights into your employees' current benefits needs and preferences. Offer a competitive and comprehensive benefits package: Benchmark your benefits offerings against industry standards and competitors to ensure they remain attractive. Communicate benefits clearly and effectively: Make sure employees have easy access to clear and concise information about their benefits package. Provide personalized benefits education and support: Offer personalized benefits counseling and education sessions to help employees

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2 Align your benefits with your strategy

Your benefits package should not be a random collection of perks, but a strategic tool to support your business goals and talent objectives. You need to align your benefits with your employer value proposition, your employee value proposition, and your candidate value proposition, and ensure that they are consistent and coherent across different regions, roles, and levels. You also need to evaluate the return on investment of your benefits, and how they contribute to your performance indicators, such as retention, engagement, productivity, and quality of hire.

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3 Communicate your benefits clearly and creatively

Your benefits package is only as good as your communication strategy. You need to showcase your benefits in a clear, compelling, and consistent way throughout the talent acquisition process, from your job ads and career site, to your interviews and offer letters, to your onboarding and orientation. You also need to use creative and engaging methods to highlight your benefits, such as testimonials, videos, infographics, or gamification. And you need to educate your candidates and employees on how to access and use your benefits, and how to provide feedback and suggestions.

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Tino Machimbidza

Compensation Analyst at Apple | Black@Apple Leadership Team | MSc Neuroscience
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Communication is key. This is the correct strategy in establishing a plan especially benefits. Establishing a clear concise structure of information and updating the usage and presence of the package is a key element in ensuring high uptake and utilization.

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4 Customize your benefits for different scenarios

One size does not fit all when it comes to benefits. You need to be flexible and adaptable to different situations and contexts, and offer options and choices that suit different needs and preferences. For example, you may need to adjust your benefits for different locations, depending on the legal, cultural, and market factors. You may also need to negotiate your benefits for different candidates, depending on their expectations, qualifications, and leverage. And you may need to update your benefits for different employees, depending on their performance, career stage, and life events.

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5 Monitor and improve your benefits regularly

Your benefits package is not a static or fixed entity, but a dynamic and evolving one. You need to monitor and measure the impact and satisfaction of your benefits, and collect feedback and data from your candidates and employees. You also need to benchmark and compare your benefits with your competitors and industry standards, and identify the gaps and opportunities. And you need to review and revise your benefits periodically, and implement changes and improvements that align with your strategy and audience.

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Tino Machimbidza

Compensation Analyst at Apple | Black@Apple Leadership Team | MSc Neuroscience
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I agree, monitoring and allowing flexibility or complete change of a benefit is key to adapt with the culture, company and more so the team.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a positive candidate and employee experience with your benefits package?

1

2

3

4

5

6

1 Know your audience

2 Align your benefits with your strategy

3 Communicate your benefits clearly and creatively

4 Customize your benefits for different scenarios

5 Monitor and improve your benefits regularly

6 Here’s what else to consider

Global Talent Acquisition

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How can you create a positive candidate and employee experience with your benefits package?

1

2

3

4

5

6

1 Know your audience

2 Align your benefits with your strategy

3 Communicate your benefits clearly and creatively

4 Customize your benefits for different scenarios

5 Monitor and improve your benefits regularly

6 Here’s what else to consider

Global Talent Acquisition

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