Employers offering generous benefits in “war for talent”

Experts reveal the perks on offer from employers and how jobseekers can go about asking for them.

Extra holidays, condensed work weeks, flexible locations and training funds are just some of the benefits up for grabs as employers get creative in their pursuit of Australia’s top talent.

Covid-19 border closures have created skill shortages in many sectors, forcing companies to up their employer value proposition to compete.

Drake International chief executive Christopher Ouizeman says select employers – such as in the tech sector – are offering salary increases of as much as 30 per cent, but most companies are attracting talent with flexible working options.

Drake International’s Christopher Ouizeman. Picture: Supplied

“In some cases it’s customised hours to suit the individual or if they can do their work in less than eight hours they are given flexibility,” he says.

“Working from home or a hybrid working model has become super prevalent as a consequence of Covid.

“There are also more wellness and wellbeing programs, where companies provide gym memberships and nutritional support and yoga and pilates, or they provide ‘me days’ off work to do whatever you want to do.”

Learning and development and mentoring programs are also in demand.

“The ultimate objective is to make people feel they are not just getting a salary for working hard, but their lives and future employability is being positively influenced by an organisation’s investment in them,” Ouizeman says.

Talentpath Recruitment’s Talent Guide reveals flexible hours and locations and professional development opportunities are the number one and two most-requested benefits among workers of all generations – from Gen Z to Baby Boomers.

When considering potential employers, it finds men typically value stability over anything else, followed by company culture and brand reputation.

Women, meanwhile, prioritise culture, followed by organisational purpose and a good senior leadership team.

Talentpath Recruitment’s Jody Fazldeen. Picture: Supplied

Talentpath director Jody Fazldeen says there is a whole new world of perks and benefits being offered by organisations in the current war for talent.

She shares tips for jobseekers who want to negotiate some for themselves.

DO YOUR RESEARCH

“The interview process is the perfect opportunity for you to ask what their perks, benefits and reward programs all currently involve,” she says.

“If their existing employee base isn’t currently receiving the benefits you’re looking for, it’s not likely going to be a realistic request.

She says to consider what makes sense for the business, not just what works for you.

DEFINE YOUR EXPECTATIONS

Fazldeen says flexibility, for example, means very different things to different people.

“(For you,) is it unlimited work from home, the ability to leave the office early for school pick up or appointments or … working your 38 hours however and whenever suits best?” she says.

JUSTIFY YOUR REQUEST

Help the employer understand why you are worth it

Fazldeen advises to consider how the benefit will it help you perform and deliver, why will it make your life easier while supporting your ability to work, and how it will help you feel recognised and fulfilled in your role.

TIME IT WELL

Fazldeen recommends being honest and upfront about expectations early in the process.

“Don’t wait until an employment offer comes your way,” she says.

“It’s a common misconception for candidates to think it’s best to wait to negotiate until you’ve landed the job.”

Lululemon’s Madeline De Souza completed a retail management course through Swinburne Online that was funded by her employer. Picture: Brad Fleet

EMPLOYER-FUNDED COURSES GIVE CLEAR PATH FORWARD

Lululemon’s Madeline De Souza is one of 12 employees who graduated from an employer-funded Diploma of Business last year.

The activewear brand partnered with Swinburne Online to upskill store managers, regional managers and training managers.

“I started at lululemon in 2012 with the goal to create a long term career with the company,” De Souza says.

“Along with my skills and experience I gained through the course, I successfully landed a new role as the programs manager in the training team.

“To know that I am working at a company where I can grow and evolve my career is incredibly important to me.

“I don’t feel the need or desire to ‘company hop’ in order to seek growth, I can remain at the one company.”

Swinburne Online director of vocational education and training Janine Harper says professional development opportunities in the form of award courses benefit both the employer and employee.

“Upskilling opportunities not only help to ensure that staff are set up for success in their roles, they also future-proof careers and promote workforce retention,” she says.

Originally published as Employers offering generous benefits in “war for talent”