Importance of a Strong Candidate Experience for IT Staffing Companies
In today’s scarce labor market, IT staffing companies are all trying to attract talent away from competitors while also retaining the best and brightest. There’s the obvious method of offering higher pay, but outside of that, what else can your staffing company do to gain an edge over the competition?
Is this a term you’re familiar with? Is it a phrase preached often within your staffing company’s operations? Is this something you’re consistently measuring, benchmarking and improving? Would working for your staffing organization differ from that of a competitor?
If you answered “no” to any of the above questions, your company may be at a disadvantage. Best-in-class IT staffing companies make their candidate experience a priority. In a time of record-low unemployment and record-high job growth and turnover rates, a candidate’s experience can be what separates one employer from the next. The demand for quality talent is high and candidates know this, which is why they’ll rarely settle for an underwhelming experience.
No matter if a candidate is applying, interviewing or has already accepted a specific assignment, their experience can be impacted by any of the following:
- Application process
- Onboarding process
- Benefits & perks
- Wellness programs
- Company culture
The areas we’ll spotlight are benefits and perks, as well as corporate wellness incentives.
Benefits & Perks Package
Candidates should not have a difficult time finding the benefits and perks offered through your staffing company. Benefits that differentiate your organization from the next should easily stick out on your website. Recruiters should also be well-trained on how to adequately explain and “sell” these to candidates in their overall compensation package.
Here are a few ideas IT staffing companies can use to stand out from the competition:
- First day coverage
- Greater employer premium contributions
- Personalized voluntary benefit options
- Pet insurance
- Student loan reimbursement
- Accident coverage
- Critical illness
- Legal insurance
- Identity theft protection
- Health Savings Accounts (HSA)
- Custom health reward programs
- Volunteer days and charitable matching
- Unlimited paid time off for internal staff
It can be challenging to develop a unified corporate wellness plan given many IT staffing companies have a dispersed workforce. Despite the challenge, there are ways to take advantage of the many benefits wellness programs provide. Here are some ideas to enhance a wellness plan both internally and externally:
- Provide onsite biometric screenings to detect potential health risks
- Or help employees access a local center
- Take advantage of carrier benefits like discounted gym membership fees for employees
- Send email campaigns and free webinars that promote fitness and healthy habits
- Implement an online points-based wellness portal to encourage a healthy lifestyle and offer rewards for accomplishing individual goals
Employee onboarding and open enrollment are great opportunities to effectively advocate the wellness programs available, which can also be easily “branded” as your own company benefits.
Why Invest in a “Best-In-Class” Candidate Experience?
A Glassdoor Confidence Survey found 80% of candidates choose having additional benefits over a pay raise. In an age when IT talent has more opportunities than ever before, staffing companies must get creative. One way to differentiate your organization is a strong candidate experience that incorporates messaging around benefits and perks and wellness program initiatives.
For more information on how to improve the candidate experience, view our Assurance University Replay on Attracting and Retaining Talent in the Staffing Industry.
- How Healthcare Staffing Companies Can Improve the Candidate Experience
- How a Wellness Program Can Help Employee Engagement
- How to Merge Safety and Wellness for More Meaningful Results
- Creative Employee Benefits Strategies to Attract & Retain Talent in the Staffing Industry (Webinar Replay)
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