Most organisations have heard of the 'Google Office' model, where employees enjoy everything from on-site fitness classes and massage therapy sessions, to unlimited free food.
We're not saying Google's impressive work perks are the reason so many of the world's top candidates dream of working for the tech giant, but we're sure they don't hurt either.
That's because work perks – big or small – can make a significant difference in how candidates perceive a company's distinct culture.
— BI Tech (@SAI) January 16, 2018
The case for work perks
After kicking things off with Google's lavish offerings, you probably think only big budget companies can afford to treat employees to certain extras.
This is simply not the case. Some work perks cost very little – such as free coffee and tea in the kitchen – or even nothing at all, like an optional work from home day once a week.
These little services and privileges are just one part of company culture, which is as important as salary to 77 per cent of millennials, according to a survey by Virgin Pulse.
Company culture matters for a number of reasons, not the least of which is that people spend so much time at work. Your employees want their workplace to be a pleasant, enjoyable place to spend that time and perks are a great way to lift everyone's spirits.
In our extensive professional recruitment experience in Melbourne, we've found that a strong workplace culture is closely linked to an effective hiring strategy and staff retention.
3 work perks you can and should offer
As a business trying to recruit great staff, you need to be offering – and advertising – a unique, positive company culture with established employee perks.
Not sure where to begin? Here are three benefits that are easy and practical to implement:
1. Highly flexible working conditions
A staggering 84 per cent of Australian millennials report some degree of flexible working, according to Deloitte's 2017 Millennial Survey.
Flexibility, therefore, has become the norm, and if you aren't giving your employees a certain level of freedom, you risk losing them to an organisation who will.
Instead, retain employees and attract excellent candidates by offering flexible work perks, such as:
- Half days during extreme summer heat,
- Extended parental leave and flexible options upon return,
- Optional work from home days.
Some of these measures, of course, are not suitable for every business. If your employees can't feasibly work from home, tack a few days onto their annual leave allowance instead. Any little effort can make a big difference in the eyes of employees and candidates.
2. Tuition reimbursement and training
Helping your employees study and upskill is good for them and for you. Not only will staff stick around longer if you've funded their training, but they'll also be more valuable to your organisation.
If you can't afford to reimburse tuition, make sure you offer a certain level of training and professional development. When you're trying to fill entry-level positions, it's great to be able to tell potential hires about genuine opportunities for growth and progression within the company.
Make sure you offer a certain level of training and professional development.
3. Company outings and activities
As a general rule, you can't go wrong with good old fashioned fun.
This doesn't have to be a bar tab or meal on the company either. How about turning an otherwise dull meeting into a team building activity? Or organising a weekly games night after work?
Employees will appreciate the effort and also the opportunity to get closer with their coworkers. A tight-knit workplace is also something candidates will notice and be drawn to during the hiring process.
To find out more about what you can do to attract the right candidates, reach out to the team at KLC Recruitment today. We work closely with candidates and clients to find ideal employment solutions for everyone involved.