Using health cover to hire and keep great staff
Salary is not the only thing candidates compare. How to use health benefits in job offers, onboarding and retention, without spending more.
Good people have options. When two offers are close on salary, the benefits often decide. Health cover is one of the first things candidates ask about, and one of the reasons people give for staying.
Put it in the job advert
Do not hide your health cover until the offer stage. Mention it in the job advert: "HMO cover for you and your family" is a strong line. It attracts more applicants and signals that you look after people.
Explain it in the offer
Most candidates do not know what an HMO plan is worth. Help them see the value:
- State who is covered: the employee, spouse and children if included.
- List the key benefits in plain words: outpatient care, admission, maternity and so on.
- Show the yearly value of the cover per person. It is part of their total pay.
Start cover from day one
Waiting months before new staff are covered sends the wrong message. Ask your HMO how quickly new hires can be added, and make it part of onboarding.
Use it to keep people
- Improve the plan with seniority. Moving to a higher tier after a few years is a reward people value.
- Listen to feedback. If staff complain about the HMO, act on it. Ignoring complaints makes the benefit feel worthless.
- Remind people what they have, especially at renewal time.
Action plan
Your hiring and retention action plan
- 1
Add health cover to job adverts
One clear line about who is covered.
- 2
Explain the value in offers
Show what is covered and what it is worth each year.
- 3
Cover new staff from day one
Agree a fast process with your HMO for new hires.
- 4
Send a total reward statement
Once a year, show each person the full value of their package.
- 5
Review the plan yearly
Compare options on Yousure to keep your benefit competitive.
