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[Blog] Crafting the Perfect Pitch for Candidates: Part 1

Picture this . . .

You’re getting ready to interview a candidate. You have a list of questions ready, their resume on hand, and a set of expectations that you hope they can meet. But, have you given any thought to how YOU can sell THEM on your open position and your company? “Sell” can be a hard word to stomach in the interview process. It tends to give way to assumptions of deception and dishonesty, but there are certainly ways to sell your open position while being transparent and honest. The approach usually starts with understanding, and being able to explain, your company’s benefits package.
Your company’s benefits package can often significantly impact overall job satisfaction and financial well-being, and far too few employers provide candidates with a quick and easy way to digest the package. For instance, do you give your candidates a one-page, simple outline of their benefit options? Or, do you only provide them with the 50-page summary plan description once they are offered the job? While summary plan descriptions are thorough and detailed, hardly anyone is going to read them in their entirety, and even fewer people will understand what’s being offered to them. A one pager highlighting your most important offerings can be the difference between someone understanding and appreciating your benefits plan . . . and maybe even accepting or rejecting a job offer.

One-Pager Topics

1. Health and Wellness. More than just listing medical, dental, and vision insurance. Candidates should understand premiums and out-of-pocket expenses. You should also discuss perks like gym memberships, mental health support, and wellness programs.
2. Financial Security. Retirement plans, such as 401(k) matching or pensions, play a vital role in your candidate’s financial future. Explain your company’s commitment to helping employees build long-term financial stability.
3. Work-Life Balance. Flexible work arrangements, parental leave policies, and remote work options are increasingly valued. Demonstrate how your workplace respects and accommodates personal needs and commitments outside of work.
4. Professional Growth. Training programs, tuition reimbursement, and opportunities for advancement are essential for career development. Quality candidates may be ambitious and have a desire to grow within the company.
5. Company Culture and Values. The benefits offered by your company reflect its values and priorities. Give candidates insight into the company culture and how it may align with their preferences. A strong cultural fit contributes to job satisfaction and long-term engagement.

In Conclusion

Discussing benefits during the job interview is not only prudent but essential to helping secure quality candidates, quickly.
In part 2 and 3 of this blog series, I’ll discuss the questions you should ask yourself while building your benefits one pager, along with a sample finished product.
As always, we are here to help with your recruiting needs. Check out our pricing and services HERE

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