4 Perks That Candidates Actually Want (and 5 Tools To Deliver Them)

We’ve all heard about a so-called ‘Great Resignation’ (where reportedly up to 40% of employees sought new employment. This was amidst shifting motivations and expectations, influenced by a global pandemic). But in 2022 and beyond there is hope of a ‘Great Rehire’—a mass onboarding of new talent that will help companies recover from the previously mentioned exodus.

But, in an age where candidates hold all the cards, and factors like remote and hybrid working have further altered the recruitment landscape, it’s become an increasing challenge for employers to entice, engage and retain new talent. You can offer all manner of benefits and incentives, but which perks really matter to prospective employees?

In this post, we’ll look at four key perks candidates actually want, and recommend five genuinely useful, affordable tools that can help you, as an employer, deliver what they want.

4 Perks That Candidates Actually Want

1. Flexible Working Arrangements

It’s fair to say the future of work, for the majority of all organisations, has shifted dramatically in recent years. Post-pandemic, employees and employers have continued to embrace remote and hybrid working models, recognising the multitude of benefits these more flexible approaches can afford—from reduced stress and fatigue to increased productivity.

Of course, there isn’t a one-size-fits-all approach to remote or hybrid working, since expectations and needs are likely to vary from person to person. Take this study by Microsoft: on one hand, 56% of the employees surveyed reported an increase in happiness levels when working from home, but on the other, 60% said they felt less connected to teams and colleagues. It’s why flexibility is the way forward; candidates will value the freedom of a fully flexible approach (allowing them to determine when and where they work), but it’s important to set clear boundaries and manage expectations.

2. Learning and Development Opportunities

Learning and development support is one of the most tangible and sought-after perks you can offer employees-in-waiting. It’s also a no-brainer for an employer, since (while it may come at an additional cost to you) the long-term benefits of having a highly-skilled and highly-motivated workforce will be ample. It may mean that standout employees outgrow your charity and look to develop their careers elsewhere, but that’s an unavoidable side-effect of fostering a culture of progression and professional advancement.

One way to prioritise this culture is to encourage your teams to take at least one day of each month to put aside their task lists and focus on their own personal development. That time could be spent taking an online course, brushing up on a particular subject or simply thinking about their goals and aspirations. It’s important to support this need or candidates may look for these opportunities elsewhere.

3. Employee Recognition

When we believe our achievements are being recognised in the workplace, we’re almost three times more likely to be highly engaged in our roles. That’s why it’s so important that employers remember to give recognition when it’s earned. Establishing a culture of recognition and reward is key to creating a highly motivated workforce and an environment where candidates feel they can flourish.

Of course, many jobs are incentivised (working towards commission or bonus targets, for example) but that’s rarely the case for charity workers, so employers may need to think of other ways to reward their high performers. To that end, there are plenty of employee recognition programs available (many of them are great at keeping employees engaged, though most come with a cost) but sometimes it’s just about ensuring your employees’ achievements are acknowledged. You can encourage peer-to-peer recognition, for instance, so teammates can call out their colleagues, or even offer non-cash rewards for the best performance.

4. Wellbeing Support

In the modern workplace, we’re more aware than ever of the impact on our mental health. Particularly in this strange new world of remote and hybrid working, the wellbeing of our employees isn’t something that should be taken for granted. Of course, we’ve covered the benefits of a fully flexible working pattern (which can certainly help to foster a healthier relationship between life and work) but that’s only part of the story.

Sometimes, it’s the little things that go a long way—something as simple as taking a colleague for coffee and a chat. But many companies are now offering additional ‘wellbeing days’ on top of their employees’ existing annual leave allowances. These aren’t to be taken on a whim; they’re specifically for those days when your head isn’t in the right space and you can’t face a day at your desk. It happens to all of us and sometimes we just need to put ourselves first.

5 Tools To Give Them What They Want

1. Zoom

It’s safe to assume that most of us became acutely more familiar with this video conferencing tool in 2020 and beyond. But of course, Zoom and other platforms like it, are vital to a flexible-working future, since it’s imperative that you have a means to connect and communicate seamlessly with remote workers.

2. Remote

Taking a step further in offering an entirely flexible working environment, there’s nothing stopping you from allowing your staff to work fully remotely from anywhere in the world. To make it logistically viable, though, you’ll need to use an ‘employer of record’ service like Remote. This operation routes all related admin through a business umbrella in the required location, taking care of all payroll and compliance requirements.

3. Slack

An all-in-one communication tool designed specifically for the workplace, a messaging platform like Slack is a must when it comes to employee engagement, particularly if you adopt a remote or hybrid working approach. From off-topic water cooler chat to important charity updates, it’s an easy way of keeping your teams connected and ensuring everyone stays in the loop.

4. Mind

The mental health charity Mind has a raft of resources to help employers prioritise the wellbeing of their employees. Their Wellness Action Plans provide easy, practical guides to supporting mental health in the workplace, whether your staff are office-based, remote or a mix of both.

5. Workbuzz

Covering many of the important factors already touched on in this list (not least flexible working and employee wellbeing), Workbuzz is a simple but comprehensive employee engagement platform, helping you to gather real-time feedback from your teams and understand key challenges around hybrid working, wellbeing, diversity and inclusion.

The platform itself can be pricey, but why not download Workbuzz’s State of Employee Engagement report? This is a free resource that reveals the biggest priorities for HR leaders and the challenges ahead for hybrid workforces.

As we (hopefully) move towards a promised ‘Great Rehire’ over the next few years, as an employer you need to be thinking about exactly which perks and benefits really matter to your potential new employees. With a sharper focus on employee wellbeing and a prioritisation of work/life balance, you’ll have a better chance of enticing, engaging and retaining top talent. And this varied suite of tools may help you do just that.