entioning compensation in a job description can often be a delicate and even complex task. And when you work with Coverflex, for example, where there are endless benefits, how can you highlight the most important ones? Or how can you quantify them? We also know that it's always a challenge having to communicate a concept that is still, for many, unknown, without dispersing. Also - and here we are on your side, HR recruiters - that is not the purpose of a job description.
The truth is that nowadays, especially when it comes to hiring qualified talent or attracting professionals from more competitive sectors, mentioning the benefits in a job description can make a huge difference. Therefore, knowing how to communicate them is as important as creating a good title or clearly defining the functions of a role.
But one step at a time: you've just written the job description. The title is clear. Roles are well defined. You even added a brief description about the company and the product/services in question, and explained the importance of this role within the company hierarchy. At the end, of course, you indicated the salary range.
How should you mention compensation, then?
More and more, employees are interested in other benefits that go far beyond the monthly salary.
“In my experience, most applicants frankly seem to enjoy a combination of financial and non-financial benefits”, says Ivan Almada, HR recruiter at Jobbex, adding: “For workers, benefits turn out to be an extra attraction, more focused on your happiness and your well-being. In my experience, it is important to bear in mind the profile of the person we want to hire. Basically what I do is present to the candidate the benefits that I think will interest them the most”.
“In my experience, most applicants frankly seem to enjoy a combination of financial and non-financial benefits”, says Ivan Almada, HR recruiter at Jobbex, adding: “For workers, benefits turn out to be an extra attraction, more focused on your happiness and your well-being. In my experience, it is important to bear in mind the profile of the person we want to hire. Basically what I do is present to the candidate the benefits that I think will interest them the most”.
In other words, possibly, for a junior position, the payment of gym expenses or the acquisition of tech equipment will be more attractive benefits. In contrast, for someone in a senior position (who will probably be an older candidate and more likely to already have a family), there will be a greater interest in family-focused benefits, such as paying for child care, for example.
Of course, then there are benefits whose interest is transversal, regardless of age group. Here are some examples:
- Payment of the public transport card;
- Access to a Savings and Retirement Plan;
For this reason, our advice is that you list these types of benefits along with the salary information in the job description. Treat this information as an asset and use it to attract a greater number of candidates.
On the candidate side, these benefits are often seen as something that adds real value to their salary as well as their work! It's important to keep in mind we are not just talking about monetary value. We're also talking about caring for the well-being and needs of the future employee, whether as a member of the company or as an individual. This is also a way to show them that the company cares, and that their effort and work are recognised and rewarded.
On the candidate side, these benefits are often seen as something that adds real value to their salary as well as their work! It's important to keep in mind we are not just talking about monetary value. We're also talking about caring for the well-being and needs of the future employee, whether as a member of the company or as an individual. This is also a way to show them that the company cares, and that their effort and work are recognised and rewarded.
Another possible approach is to quantify, indicating the percentage of benefits against salary. For example: “30K per year + 3% monthly benefits”. This way, the candidate will understand that, in addition to the salary, there is something else they can expect from their compensation. You will also see that presenting a number as a reference always ends up being more enlightening than just writing “others”, “many”, or “diverse”.
An alternative to the previous mentioned solutions is to inform which are the main benefits used by the company's employees. If you want, you can even work on a top 3 or a top 5 of the most popular compensations among other employees.
Let the compensation speak for the company
Keep in mind that those who are actively looking for work are used to reading various job descriptions. In this context, compensation is a way of differentiating your company from others.
Furthermore, it is also a good way to present the company. Better than saying that the company is very cool, that it is at the forefront and cares about its employees and their professional development, is actually proving that it is! Let the actions speak for themselves and let them be a mirror of the company's values and principles. After all, actions are always worth more than words, right?
If you choose to present benefits in the field of education/training, future employees know that they will be able to effectively grow as a professional and that there is room for them to learn.
Senior benefits, on the other hand, as those related to childcare, are a good way to convey the message that yours is a company where families are welcome and respected. Thanks to this type of benefits, it is possible to save on family expenses related to day care centres, nursing homes, social support establishments, among others, and also pay for health expenses, including medication.
Senior benefits, on the other hand, as those related to childcare, are a good way to convey the message that yours is a company where families are welcome and respected. Thanks to this type of benefits, it is possible to save on family expenses related to day care centres, nursing homes, social support establishments, among others, and also pay for health expenses, including medication.
Alongside medicine, the benefits also extend to wellness activities such as physiotherapy services, massages and gyms. And, of course, mental health! Anxiety, stress, and burnout are considered some of the main enemies of working people. To give you an idea, according to 2016 data from the Occupational Health Psychology Association, around 17% of working people in Portugal were burnout. This is a number that has been increasing (in 2008 it was 9% and in 2013, 15%). According to the same study, 86% say they experience stressful situations at work. And everything leads us to believe that, due to the pandemic, these numbers have increased even more in recent months. Therefore, the company is also responsible for supporting the employees, giving them access to tools that allow them to take care of themselves. The mere fact of openly mentioning such situations in the job description sends a strong message about what drives the company, its values. It even gives it a more human touch.
Keep this in mind!
Regardless of how you decide to communicate compensation, make it clear that the way it is used is entirely up to the employee. It is important that they realise that they can use their compensation on what really makes them happy.
Regardless of how you decide to communicate compensation, make it clear that the way it is used is entirely up to the employee. It is important that they realise that they can use their compensation on what really makes them happy.
The fact that this type of compensation is exempt from IRS or Social Security - or both - is equally important to mention. Yes, we know, it sounds too good to be true - but we assure you it is!
“I sincerely believe that, in the future, the benefits will be part of the Human Resources strategy of any company”, tells Ivan Almada. “For candidates, the future is now. Today, many expect not only more flexibility, but also greater recognition from the company. By offering benefits, this is what is also being done: adding value beyond the salary”.
