Insights into Modern Recruiting

When Perks Aren’t Enough to Attract Top Talent
Wednesday, April 15th, 2015 | Comments | Latest Posts

It’s not an April Fool’s joke, but an actual list of perks available at tech companies. Here’s just a small sampling:

  • Bowling alley
  • Nacho bar
  • Lego stations
  • Free massages
  • Pool and ping pong tables

There’s even a perks finder available where you can locate somewhat more substantive perks, such as gym discounts or telecommuting abilities. But while the existence of these perks may contribute to company culture, one thing that perks don’t help with is the actual nature of the work. It’s one thing to make working on Google Glass cool (that’s already pretty cool in itself) or attract people to update the Facebook News Feed their friends see every day.

If you really love your job, you don’t need perks to do it. And if the main thing differentiating your company from others is the perks, you might want to think harder about your product, service, or mission-because perks won’t cut it when it comes to top talent. Recruiters who push perks know that the job itself is lacking. It’s time to do something about that-not add more varieties of organic hemp milk to the company kitchen.

To write job descriptions that stand out, focus not on what the company can do for employees, but what employees can do for the company. It’s the opportunity to contribute something original and amazing-not to drink hemp milk-that typically motivates the best and brightest. Make it clear how people will be empowered to do amazing things at your company and you’ll reap amazing candidates as a result.

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