Job Offers To Attract Long-Term Workers
Hiring the best recruit not only involves the time to sort through and meet with all the potential candidates — once you’ve settled on a specific person, you still need to make an attractive job offer that balances your company’s resources with the needs of the candidate.
Part of this involves listening to the cues that they give you during the selection process. You will need to learn what matters most to them as an individual, and frame your offer in a way that appeals to their hierarchy of needs. If you fail to connect your promises for a long-term future with the company to a person’s long-term needs, you may be facing turnover if the employee feels unsatisfied with the benefits of working with you.
While we can’t give you specific advice on a particular person’s interests, we can, however, lay out some valuable items that you should consider when you write out the details of what the potential employee can expect from joining your team. These are things you should include to go above and beyond when it comes to making your business seem like the best choice.
Any job offer needs to start with the facts.
Your chosen candidate will want to know the basics about the job benefits. This includes:
- Benefits packages
- Personal days
- Guaranteed hours
- Stock Options
There may be other easily quantifiable items that pertain to your industry, which you should be sure to include in your offer.
But it is not always enough to simply state the details by the numbers. When presenting the facts about your offer, you can phrase them in ways that add additional value. For instance, is your offer above industry standards, or at the high end? Are your benefits commensurate with market value for talent of their calibre? Is the salary negotiable?
You will also want to be clear about any long-term payoffs that require a committed worker. This can help weed out people with short-term intentions. Does your stock option plan only pay off after a few years? Do vacation bonuses grow over time? Letting them know makes them aware that the best value is intended for long-term employees. It also proves that you value company loyalty in an employee.
There will always be some things you cannot outright promise, but will still incentivize the right kind of candidate.
For instance, explaining the promotional track and what growth opportunities are available to people who start in their position, can give them a reason to accept. Again, this can also help with discouraging applicants who don’t feel ready for a long-term career.
Company values are another important way to promote your offer. Is there flexibility with scheduling? Is there a focus on healthy work-life balance, from the employer’s standpoint? What does the workplace culture look like, and does it align with what you know about the candidate? Bring up items like these, and always frame them in a way that implies value for them as an individual.
Your company’s success can also be a good talking point. If the company is hiring because it’s growing due to a high-yield in its industry, explain so. Job security and growth opportunities mean a lot to a new employee, and if your business is building, then they will feel like they can too.
Not every benefit or resource your company has to offer will appeal to every candidate. Taking what you know about them from the selection process, though, you can start to target your selected candidate with benefits that suit them specifically.
An example would be if they are a student, or recent graduate. Your company may offer student loan relief, which would probably not appeal to an older applicant. While you might highlight this for them, you would draw attention to something else if that was not an issue in their life.
Maybe they have outdated certification, though, and your company sponsors retraining programs. If that’s something that interests them, it’ll pay off for you as well.
There are numerous programs your company may have in place, such as travel perks, location reimbursement, sponsorship for courses, conferences and certifications. What you need to pare down is what developmental desires or pivotal issues can you solve for this person, and shape your job offer in a way that lets them know you care about what matters to them as an individual.
Some things may be attractive to the candidate you picked, but may not take precedence over pay, sponsorship programs, and more regular, tangible items.
These can be a great way to demonstrate your company culture, and how you value employees. Things like company barbecues, team-building events, retreats, break room resources, they all show that working with you has little rewards along the way.
You may find yourself needing to explain what has happened, instead of making promises for how your company offers these perks on an ongoing basis, but you can easily frame that in a way that makes the candidate feel things are always fresh and exciting, and that an extended stay with your business will continue to be worth their investment over a long period of time.
Finding the right employee is difficult. Getting and keeping them can be even harder. Hopefully now you understand a bit more about how to leverage your business’ offerings against what that perfect candidate needs from their next job. And if it lines up in just the right way, then you can rest assured that job will turn into a career with long-lasting results for everyone involved.