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Differentiate your job offer in the war for talent: A candidate view of total rewards

By Michael Tyukodi | September 20, 2021

Leading-edge employers are extending the employee experience into the candidate space.
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The Great Hire is upon us. Currently, there are millions of job openings in the United States, and 73% of U.S. employers are having a hard time attracting talent, according to the Willis Towers Watson 2021 Talent Attraction and Retention Survey. Employees are demanding higher pay, workplace flexibility, and an organization that fits their values — which have been redefined during the pandemic.

Many organizations are making moves to improve their job offers with short-term enhancements like increased levels of cash, sign-on bonuses and allowing new hires to significantly delay their relocation and continue to work remotely, according to the survey results.

Forward-thinking organizations will set themselves apart, though, by making permanent changes, including:

  • Improving the overall employee experience (53% of employers are already focusing on this)
  • Making changes to their Total Rewards programs
  • Offering targeted training opportunities

And leading-edge employers plan to extend the employee experience into the candidate space. By creating a personalized candidate view for prized recruits, employers can extend Total Rewards messages to high-profile candidates, customize content and messaging to differentiate their job offer, and provide a glimpse into what their employee experience will be like.

A candidate-specific view can provide custom details on how the job offer will truly work combined with that extra level of personalization that career websites or applicant tracking systems don’t deliver.

Additionally, recruiters can provide individualized content and data for these prized recruits — giving them an edge in securing a job acceptance (before a competitor jumps in). Plus, the organization’s brand and voice come to life with video welcome messages, employee testimonials and educational overviews of the Total Rewards programs that candidates will have at their disposal after accepting the job offer.

Finally, candidates have access to valuable information that they need to make the best decision possible for their career — including details that allow them to compare competing offers. And, most importantly, candidates can see the true value of the Total Rewards program being offered rather than being swayed by a potentially higher cash offer on the table.

With this latest war for talent, the organizations that win will provide transparency into their culture, clarity over their Total Rewards value proposition, and a consistent employee experience through the entire employee lifecycle.


Senior Director, Employee Experience
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