hen evaluating a new job opportunity, most candidates are not just looking for a job they like and identify with. Compensation should also meet their requirements. But, curiously enough, it still happens quite a lot to see job ads that are extremely detailed in what comes to the responsibilities inherent to the functions, requirements, necessary skills and company descriptions, and unclear in what comes to benefits. Even if the company offers them.
But to what extent would it not make sense to disclose, right in the job offer, the benefits that the company offers? “It makes perfect sense”, replies Laura Moreira, Senior People Specialist at Coverflex. “It's a matter of employer branding. The fact that you offer different things shows that you are flexible and that you have a suitable offer for the talent market”, she continues.
“At Coverflex we mention the perks we offer in the job ads, such as budgets, health insurance, flexible benefits, the fact that we are 100% remote, the fact that we give the employee the birthday and the children’s birthdays, among many others", exemplifies Laura Moreira.
The salary package encompasses all of this and, often, the benefits even mirror the company's culture. Publicising them can be a powerful weapon in the competition for top talent. “It's a good way to stand out from the competition”, argues the specialist in people management. Therefore, do not wait until the end of the selection process to reveal the benefits offered by the company. Make your disclosure a priority instead.
3 steps for benefit disclosure in the job ad
1. Make sure they're available
The first rule is simple: “treat people like people”, says Laura Moreira. It's critical that you start by making sure that the benefits you're advertising are available for the position you're recruiting for.
If you have already confirmed this, choose the ones you want to mention in the job ad. It could be, for example, the fact that your work is 100% remote at your company, having a yoga room in the office, offering a childcare voucher for your employees' children and extra vacation days, or that you usually take people on a team building trip once a year. Think about the benefits that most characterise your company or those that people value most.
2. Make sure they're adjusted
Once you identify the perks package make sure the benefits are adjusted to the labour and socio-economic reality of the talent market. It is necessary to know the context in order to offer benefits that are adequate to the reality in which the candidate lives.
On the other hand, if you are looking for a very specific skill, for instance, it might make sense to mention right away in the job ad that there is training in the workplace.
3. Communicate them in a clear and transparent way
Finally, communicate them clearly and transparently. We suggest starting the ad with a brief description of the company followed by the open position and, at the end, you can add a section with a subtitle such as "What's in it for you?".
This is where you should list, by topic, the benefits. Make sentences short, direct and sufficiently clear. If your company already offers the Coverflex solution, here are some ways of listing these benefits in your job offers in order to maximise their impact in attracting talent:
If you use Coverflex Wallet:
- Flexible benefits through Coverflex, including access to categories such as technology, Retirement and Investment, public transport, Education expenses, childcare vouchers, and many others;
- Meal allowance (up to €9.60/day exempt from IRS and Social Security) paid through Coverflex meal card;
- Discounts on several partners through the Coverflex platform.
If you use Coverflex Meal:
- Meal allowance (up to €9.60/day exempt from IRS and Social Security) paid through Coverflex meal card.
Last but not least, here are some examples of job ads from companies that mention the benefits they offer. Get inspired!
