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Leveraging benefits-to-recruit

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  • 1. SHRM Survey Findings: State of Employee Benefits inthe Workplace—Leveraging Benefits to RecruitEmployees January 10, 2013
  • 2. Introduction• This is part five of a series of SHRM surveys examining the state of employee benefits in the workplace.• The following topics are included in this six-part series: Part 1: Wellness initiatives Part 2: Flexible work arrangements Part 3: Health care Part 4: Leveraging benefits to retain employees Part 5: Leveraging benefits to recruit employees Part 6: Communicating benefits State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 2
  • 3. Key FindingsLeveraging Benefits to Recruit Employees at All Levels of the Organization• Do organizations leverage their benefits program to recruit employees? Approximately one-third (29%) of organizations reported leveraging their benefits program to recruit employees.• What benefits offerings have been leveraged to recruit employees? Organizations reported health care (80%) and retirement savings and planning (63%) were the benefits most frequently leveraged to recruit employees.• What benefits offerings will increase in importance to help recruit employees in the next three to five years? Organizations indicated that health care benefits (79%) and retirement savings and planning benefits (76%) are the benefits that will increase in importance with respect to recruiting employees. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 3
  • 4. Key FindingsLeveraging Benefits to Recruit Highly Skilled Employees• Are organizations leveraging their benefits program to recruit highly skilled employees? Almost one-third (31%) of organizations reported leveraging their benefits program to recruit highly skilled employees.• What benefits offerings have been leveraged to recruit highly skilled employees? Health care (75%) and retirement savings and planning (58%) were the benefits most frequently leveraged to recruit these employees.• In the next three to five years, what benefits offerings will increase in importance to help organizations recruit highly skilled employees? Organizations indicated that health care benefits (75%), retirement savings and planning benefits (58%), and professional and career development benefits (41%) will increase in importance with respect to recruiting highly skilled employees. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 4
  • 5. Leveraging Benefits to Recruit Employees at All Levels of the Organization
  • 6. Over the past 12 months, has your organization had difficulty recruiting employees at all levels of the organization?Yes 23%No 77% Note: n = 394. Respondents who answered “not sure” were excluded for this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 6
  • 7. Over the past 12 months, has your organization leveraged your benefits program to recruit employees at all levels of the organization?Yes 29%No 71%Note: n = 377. Respondents who answered “not sure” were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 7
  • 8. Which of the following benefits has your organization leveraged to recruit employees at all levels within your organization? Health care 80%Retirement savings and planning 63% Leave benefits 36%Professional and career development benefits 31%Flexible working benefits 30% Preventive health and 29% wellness Family-friendly benefits 27%Housing and relocation 19% benefits Note: n = 108. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to recruit employees at all levels within the organization were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 8
  • 9. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organization’s efforts to recruit all levels of employees? Health care 79% 18% 3%Retirement savings and 76% 24% 0% planningFlexible working benefits 71% 26% 3% Preventive health and 1% 69% 30% wellnessProfessional and career 61% 37% 2% development benefits Family-friendly benefits 51% 47% 2% Leave benefits 44% 52% 4%Housing and relocation 13% 75% 12% benefits Increase in importance Remain the same Decrease in importance Note: n = 91-105. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to recruit employees at all levels within the organization were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 9
  • 10. Leveraging Benefits to Recruit Highly Skilled Employees
  • 11. Definition• For the purpose of this survey, a highly skilled employee is defined as any employee with skills that are critical to the short- and long-term success of his or her operating unit or the organization. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 11
  • 12. Over the past 12 months, has your organization had difficulty recruiting highly skilled employees?Yes 49%No 52% Note: n = 400. Respondents who answered “not sure” were excluded for this analysis. Percentages do not total 100% due to rounding. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 12
  • 13. Over the past 12 months, has your organization leveraged your benefits program to recruit highly skilled employees?Yes 31%No 69% Note: n = 379. Respondents who answered “not sure” were excluded for this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 13
  • 14. Which of the following benefits has your organization leveraged to recruit highly skilled employees? Health care 75%Retirement savings and planning 58%Professional and career development benefits 41% Leave benefits 34%Flexible working benefits 33% Family-friendly benefits 28% Preventive health and 24% wellnessHousing and relocation 23% benefits Note: n = 116. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to recruit highly skilled employees were excluded from this analysis. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 14
  • 15. Within the next three to five years, what benefits offerings will increase or decrease in importance in your organization’s efforts to recruit highly skilled employees? Health care 75% 23% 2%Retirement savings and 69% 31% 0% planningFlexible working benefits 69% 29% 2%Professional and career 66% 33% 1% development benefits Preventive health and 60% 39% 1% wellness Family-friendly benefits 57% 41% 2% Leave benefits 44% 54% 2%Housing and relocation 23% 74% 3% benefits Increase in importance Remain the same Decrease in importance Note: n = 95-111. Respondents who answered “not sure” and whose organizations did not leverage their benefits program to recruit highly skilled employees were excluded from this analysis. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 15
  • 16. Organization Demographics State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 16
  • 17. Demographics: Organization Staff Size 1 to 99 23%employees100 to 499employees 39%500 to 2,499 22%employees 2,500 to 24,999 13%employees 25,000 or more 3%employees n = 447 State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 17
  • 18. Demographics: Organization Sector Privately owned for- 51% profit Nonprofitorganization 22% Publicly owned for- 19% profitGovernment sector 8% n = 440 State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 18
  • 19. Demographics: Organization Industry PercentageHealth care and social assistance 19%Manufacturing 19%Professional, scientific, and technical services 17%Finance and insurance 11%Government agencies 9%Educational services 7%Retail trade 5%Accommodation and food services 4%Construction 4%Information 4%Religious, grantmaking, civic, professional and similar organizations 4%Transportation and warehousing 4%Whole trade 4%Administrative and support and waste management and remediation services 3%Arts, entertainment and recreation 3%Repair and maintenance 3%Agriculture, forestry, fishing and hunting 2%Mining 2%Real estate and rental and leasing 2%Utilities 2%Personal and laundry services 1%Note: n = 447. Percentages do not equal 100% due to multiple response options. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 19
  • 20. Demographics: OtherDoes your organization have U.S.- Is your organization a single-unit organization orbased operations (business units) a multi-unit organization?only, or does it operate Single-unit organization: An organization inmultinationally? which the location and the organization are 39% U.S.-based operations only 77% one and the same. Multi-unit organization: An organization that Multinational operations 23% 61% has more than one location. n = 447 n = 447 For multi-unit organizations, are HR policies and practices What is the HR department/function for determined by the multi-unit headquarters, by each work which you responded throughout this location or by both? survey? Multi-unit headquarters determines HR policies 62% and practices Corporate (company-wide) 75% Each work location determines HR policies 5% Business unit/division 13% and practices A combination of both the work location and Facility/location 12% the multi-unit headquarters determines HR 34% policies and practices n = 286 Note: n = 286. Percentages do not equal 100% due to rounding. State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 20
  • 21. SHRM Survey Findings: State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit EmployeesSurvey Methodology• Response rate = 12%• 447 HR professional respondents from a randomly selected sample of SHRM’s membership participated in this survey• Margin of error +/- 4%• Survey fielded March 1-April 6, 2012 State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012 21
  • 22. About SHRM Research• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch• Follow us on Twitter @SHRM_ResearchProject leaders: Shawn Fegley, SPHR, survey research analyst, SHRM Research Christina Lee, intern, SHRM ResearchProject contributors: Mark Schmit, Ph.D., SPHR, vice president, SHRM Research Evren Esen, manager, Survey Research Center, SHRM ResearchCopy editor: Katya Scanlan, SHRM Knowledge Center 22 State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012

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