Leveraging benefits-to-recruit
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SHRM Survey Findings: State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees January 10, 2013
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SHRM Survey Findings: State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees
January 10, 2013
• 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
Introduction
2State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012
Leveraging 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.
Key Findings
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Leveraging 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.
Key Findings
4State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012
Leveraging Benefits to Recruit Employees at All Levels of the Organization
Yes
No
23%
77%
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Over the past 12 months, has your organization had difficulty recruiting employees at all levels of the organization?
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
Yes
No
29%
71%
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Over the past 12 months, has your organization leveraged your benefits program to recruit employees at all levels of the organization?
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
Health care
Retirement savings and planning
Leave benefits
Professional and career development benefits
Flexible working benefits
Preventive health and wellness
Family-friendly benefits
Housing and relocation benefits
80%
63%
36%
31%
30%
29%
27%
19%
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Which of the following benefits has your organization leveraged to recruit employees at all levels within your organization?
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
Health care
Retirement savings and planning
Flexible working benefits
Preventive health and wellness
Professional and career development benefits
Family-friendly benefits
Leave benefits
Housing and relocation benefits
79%
76%
71%
69%
61%
51%
44%
13%
18%
24%
26%
30%
37%
47%
52%
75%
3%
0%
3%
1%
2%
2%
4%
12%
Increase in importance Remain the same Decrease in importance
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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?
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
Leveraging Benefits to Recruit Highly Skilled Employees
• 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.
Definition
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Yes
No
49%
52%
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Over the past 12 months, has your organization had difficulty recruiting highly skilled employees?
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
Yes
No
31%
69%
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Over the past 12 months, has your organization leveraged your benefits program to recruit highly skilled employees?
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
Health care
Retirement savings and planning
Professional and career development benefits
Leave benefits
Flexible working benefits
Family-friendly benefits
Preventive health and wellness
Housing and relocation benefits
75%
58%
41%
34%
33%
28%
24%
23%
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Which of the following benefits has your organization leveraged to recruit highly skilled employees?
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
Health care
Retirement savings and planning
Flexible working benefits
Professional and career development benefits
Preventive health and wellness
Family-friendly benefits
Leave benefits
Housing and relocation benefits
75%
69%
69%
66%
60%
57%
44%
23%
23%
31%
29%
33%
39%
41%
54%
74%
2%
2%
1%
1%
2%
2%
3%
Increase in importance Remain the same Decrease in importance
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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?
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
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Organization Demographics
1 to 99 employees
100 to 499 employees
500 to 2,499 employees
2,500 to 24,999 employees
25,000 or more employees
23%
39%
22%
13%
3%
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Demographics: Organization Staff Size
n = 447
State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012
Privately owned for-profit
Nonprofit organization
Publicly owned for-profit
Government sector
51%
22%
19%
8%
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Demographics: Organization Sector
n = 440
State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012
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%
Demographics: Organization Industry
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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
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Demographics: Other
U.S.-based operations only 77%
Multinational operations 23%
Single-unit organization: An organization in which the location and the organization are one and the same.
39%
Multi-unit organization: An organization that has more than one location.
61%
Multi-unit headquarters determines HR policies and practices
62%
Each work location determines HR policies and practices
5%
A combination of both the work location and the multi-unit headquarters determines HR policies and practices
34%
Is your organization a single-unit organization or a multi-unit organization?
For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?
Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?
n = 447 n = 447
Note: n = 286. Percentages do not equal 100% due to rounding.
Corporate (company-wide) 75%
Business unit/division 13%
Facility/location 12%
n = 286
What is the HR department/function for which you responded throughout this survey?
State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees ©SHRM 2012
SHRM Survey Findings: State of Employee Benefits in the Workplace—Leveraging Benefits to Recruit Employees
• 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
Survey Methodology
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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_Research
Project leaders:Shawn Fegley, SPHR, survey research analyst, SHRM ResearchChristina Lee, intern, SHRM Research
Project contributors:Mark Schmit, Ph.D., SPHR, vice president, SHRM ResearchEvren Esen, manager, Survey Research Center, SHRM Research
Copy editor:Katya Scanlan, SHRM Knowledge Center
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