In today’s competitive job market, attracting top talent requires more than just listing a job title and responsibilities. One of the most effective ways to make your job posts stand out is by sharing benefits details. While it might be tempting to simply link to a separate benefits page, doing so can limit your reach and potentially hinder your ability to attract qualified candidates.
By institutionalizing the inclusion of benefits details, you can ensure that you put your best foot forward to target talent. Further, the standard inclusion of increasingly mandated pay-related details future-proofs your hiring compliance. As we explore below, the stronger appeal to candidates and strengthened regulatory standards make including benefits details a win-win.
Benefits details are a marketing tool
Job posts serve as a critical marketing tool to draw in the most qualified, diverse candidates. To do this effectively, it’s essential to include elements that candidates care about the most—one of which is benefits. Benefits, alongside salary, are key components of a candidate’s decision-making process. According to studies, job posts that include detailed benefits are significantly more attractive to candidates. For example, LinkedIn found that benefits alongside salary receive the majority of applicant focus. In another study by HRMorning, 81% of candidates are more likely to apply when a job’s benefits are clearly outlined.
When candidates see benefits listed in a job post, they get an immediate sense of what your company values and how it supports its employees. This can be a deciding factor, especially for candidates who are comparing multiple job offers. By detailing benefits, you’re not just providing information—you’re also showcasing the positive culture and employee experience that your company offers.
Linking out to a benefits website is not enough
Not all job boards process links effectively, and in some cases, having too many links can cause your job post to be flagged or even hidden, a phenomenon we refer to as “Job Post Jail.” This means that if you rely on a link to a benefits page, there’s a risk that candidates won’t see any benefits at all. This could diminish their interest and deter their application.
By including benefits directly in the job post, you ensure that all candidates, regardless of the platform they’re using, have access to the same information.
Pay transparency may require benefits
Beyond attracting talent, including benefits details in your job posts is increasingly becoming a compliance requirement, particularly in certain jurisdictions like Washington state.
Pay transparency legislation is on the rise, and it may no longer be enough to just list salary. To be fully compliant, regulators are considering your inclusion of benefits details. As more regions adopt similar legislation, talent acquisition teams must prioritize not just salary transparency but also the clear communication of benefits details.
Eliminate the guesswork for internal talent
At Datapeople, we also encourage including benefits and diversity statements in internal job posts. Even though the candidates may already be part of your organization, they might not be fully aware of all the perks and benefits available, or they might simply need a reminder. For example, contractors applying for internal positions might be interested in learning more about the benefits they would qualify for if hired. Another example we come across frequently is role or location-specific benefits. While your standard benefits may broadly apply, for talent considering a move precision and clarity are important. Transparency will go a long way in securing retention.
Benefits details strengthen your employer brand
Brands are defined by their consistency. For talent, the job post is often the first and most influential way they relate to your employer brand. Put your best foot forward, and demonstrate your Employer Value Proposition (EVP)’s commitment to talent by including benefits details. As we break down in our blog post The Keys To Crafting a Winning Employer Brand, benefits details are an important part of your winning EVP.
Inspiration for your benefits section
A job post is a marketing document that speaks to your target talent. It is meant to attract as many qualified applicants as possible. The benefits section is arguably the easiest place to sell job seekers on your company and open role. As we show in Good Job! Breaking Down a Best-in-Class Benefits Section, Datapeople customer Electric Hydrogen takes every advantage of this precious opportunity to woo qualified candidates and jumpstart the rest of the hiring process.
Institutionalizing the inclusion of benefits details
Candidates, regulators, and even your employer brand benefit from benefits details in your job posts. So why do so many companies overlook this important element of their EVP? Well, it’s because there is what amounts to a small army involved with writing, approving, and publishing a job post. These various individuals and the hand-offs between them add complexity causing many to take shortcuts, like including an external link.
The good news is that there is a more seamless way. With Datapeople, you can make the inclusion of benefits details in your job posts second nature. Here’s how our platform helps you achieve consistent, authentic, and measurable inclusion.
- Style and Policy Guides: Tailoring your Policy Guide and Style Guide will lock in your company and regulatory standards. Standards will be systematically applied in the Datapeople Smart Editor.
- Pre-built templates: Save time and resources with pre-approved templates that lock in your core EVP elements. Craft instructions and lock down sections, to maximize brand consistency and flexibility. Ensure templates are available everywhere your team works, including your ATS, with Datapeople Anywhere.
- Real-time reporting: Illuminate gaps and optimization opportunities with real-time reporting across all your job postings. Datapeople Insights offers one-click access to robust reporting and insights that will ensure your benefits language is included in every job post.
Ready to delight candidates, regulators, and your employer brand team? A Datapeople specialist is standing by to share your personalized onboarding plan.
