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Why Perks Matter when Attracting Top Talent in the New Age Soundlines Group HR consultancy


No longer are employee perks an afterthought. In the past, employees put a greater emphasis on their pay than their perks. In the past, it was generally seen as a cog of a functioning machine, but in recent years this perception has started to shift a lot. The majority of employees nowadays put a high value on benefits. Many workers increasingly consider perks when considering a job offer, with 80% preferring a position with benefits over one with a 30% higher pay but no benefits.


Yet, with recent developments in the labor force and a new generation of workers valuing different sets of demands, there has been a change in the sorts of perks that are in increasing demand. These advantages may have a somewhat different appearance, but they remain strongly connected to our fundamental need to maintain a decent work-life balance and ensure a financially secure future.


These often include demands such as well-being, mental health, flexibility, education, and even pet care, and have nothing to do with money, bonuses, or vacation time. This has enabled businesses to be inventive when providing competitive reward packages to attract fresh talent and retain existing employees.


Which are the most prevalent advantages?


For top personnel, a rich benefits package may be a determining factor in accepting an employment offer and staying with a firm for the long run. Finally, businesses must recognize that monetary compensation is no longer the only factor in recruiting and maintaining talent. It is about providing workers with a feeling of safety and well-being when entering and leaving the workplace. 


Traditionally, the most prevalent employee perks have included:


  • Coverage for health, dental, and other health-related expenditures.


  • Plans provided by employers, such as 401(k)s and pensions, help workers save for retirement.


  • Included in paid time off are days of vacation, sick days, and personal days.


  • Coverage in the case of a worker’s death or incapacity.


  • Bonuses and profit-sharing programs: Extra payment in the form of cash or shares


  • Opportunities for professional development: Companies may provide employees with instruction, tuition reimbursement, and other chances to better their careers.


Typically, benefits packages may vary based on the firm, region, industry, and other considerations; nevertheless, the list above contains some of the most frequent perks we’ve seen offered.


So why are benefits important?


In the current employment market, possibilities for great people are almost limitless, so it seems logical that they would be picky as to where they work. According to statistics from the U.S. Chamber of Commerce, 4 million individuals have changed employment each month since July 2021, and 32 percent of them did so for better income and benefits. In order to attract top talent, incentives are crucial for the following reasons:


When proposing a new job to a candidate, a robust compensation package is a significant component of the attraction. According to a poll conducted by Glassdoor, applicants prefer to place a 60% premium on a career with decent perks when assessing their possibilities.

By giving employees the stability and support they need, benefits like medical insurance, retirement programs, and paid time off may contribute to retaining and boosting morale. While contemplating a career change, long-term advantages remain an important consideration. According to a satisfaction study done by Willis Tower Watson, up to 78% of employees are more inclined to remain in their positions if they believe their compensation package is competitive.


Employee engagement and happiness: Perks such as flexible hours, chances for professional development, and other perks may increase employee engagement and contentment, which can contribute to improved efficiency and improved overall performance. According to research performed by Rogers Gray, more than forty percent of workers believe that customized benefits packages make organizations more desirable.


Cost-effective: Investing in perks may be cost-effective in the long term since it can help businesses avoid employee turnover. Considering the expense of replacing departing staff, which varies based on their level, this is a significant victory for organizations.

The cost to replace an entry-level employee might range from 30 to 50 percent of their yearly compensation. It may cost 150% of their yearly income to replace a middle-level employee.


High-level: Replacement may cost up to 400% of their yearly pay

In addition to this, the time required to initiate the recruiting process and onboard young employees may be a significant expenditure for HR staff and hiring managers.


How to recruit and retain workers after a pandemic:


The COVID-19 epidemic has profoundly altered our methods of labor and the employment market. Thus, businesses will need to modify their recruiting and retention tactics for post-pandemic employees.  Modern workers highly value flexible work hours and the option to work remotely. 61% of workers work from home due to their desire to, even if their companies maintain a physical office, according to Research.


Companies may effectively recruit and retain post-pandemic personnel by providing a mix of mobility, health and safety precautions, mental health assistance, digitalization, career development possibilities, and complete benefits packages.




Undoubtedly, a business cannot function without human capital. The era of intense market competition has necessitated the adoption of effective policies to distinguish oneself from competitors. This has indeed led to an increase in labor demand. Therefore, you must select the best candidate for your organization. 


By employing Soundlines intelligently, you can easily meet your manpower needs. We are the ideal partner for your human resource needs, and we can help you ensure that your company will not experience any personnel shortages in the future. Due to the vast experience and exceptionally high qualifications of the team of human resource professionals that we employ, we are exceptionally good at what we do and have been able to sustain long-term relationships with our clientele.



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