Benefits Competitiveness: What It Takes to Win Talent

In today's labor market, benefits competitiveness isn't optional—it's essential. Here's what our data shows about what it takes to win talent through benefits.

Defining Competitive

Competitive doesn't mean "best in market." It means:

• Meeting baseline expectations for your industry and size
• Excelling in areas that matter most to your target talent
• Communicating value effectively to candidates and employees

The goal is strategic competitiveness, not blanket generosity.

What Candidates Care About

Our data and industry research suggest candidates prioritize:

Tier 1 (Deal-breakers):
• Medical coverage availability
• Employer contribution levels
• Out-of-pocket exposure

Tier 2 (Strong differentiators):
• Mental health benefits
• PTO policies
• Parental leave
• Remote work flexibility

Tier 3 (Nice-to-haves):
• Wellness programs
• Professional development
• Ancillary benefits
• Perks

The priority order varies by role, age, and life stage—but medical coverage is universally important.

The Competitive Threshold

Based on our benchmarking data, competitive generally means:

Medical plan design:
• Individual deductible at or below median for your peer group
• Employer contribution at or above 75th percentile
• Mental health benefits meeting current expectations

Beyond medical:
• Dental and vision coverage (now nearly universal)
• Life and disability insurance
• Retirement plan with match

Falling below these thresholds creates recruiting vulnerability.

Industry Context Matters

What's competitive varies by industry:

• Tech: Expect richer benefits; below 75th percentile is a disadvantage
• Healthcare: Employees expect good medical; they work in healthcare
• Manufacturing: Benefits can differentiate when base pay is constrained
• Nonprofit: Mission can offset modest benefits, but there are limits

Benchmark against your actual competitors for talent, not just your industry.

The Communication Factor

Benefits only attract talent if candidates know about them:

• Highlight benefits in job postings
• Provide total compensation estimates in offers
• Train recruiters on benefits value proposition
• Make benefits information easily accessible

Great benefits poorly communicated are a missed opportunity.