Time & Attendance
By Roger Lee
Oct. 24, 2018
Four in five employees indicate they want benefits and perks more than a pay raise, and a 401(k) ranks in the top five requested benefits, according to a recent Glassdoor survey. On top of that, when it comes to millennials, benefits are particularly appealing – 90 percent of employees 18 to 34 years old say they would prefer benefits over pay.
While offering “fun” perks such as ping pong tables, happy hours, and stocked snack corners can be gratifying in the short-term, top candidates are focused on long-term benefits. Many are evaluating a company’s 401(k) offering when choosing which companies to apply to or deciding between multiple job offers.
With a tight labor market and recent trends surrounding retirement concerns, offering a high-quality 401(k) plan is an essential tool to add to your HR toolbox.
Attracting, recruiting and retaining employees is a costly and time-consuming process. That’s why it’s imperative to bring in top candidates and hire them with the intent of keeping them at your company as long as possible.
Here are three ways a high-quality 401(k) can help your recruiting and retention efforts:
1. Attract top talent and build high-performing teams
Fifty-one percent of employees joined their current employer largely because it offered a retirement plan, according to a survey by Willis Towers Watson. Offering a 401(k) shows potential candidates that you care about your employees’ financial well-being – even into retirement.
Companies can appeal to job seekers by demonstrating they are committed for the long-term with meaningful benefits like a 401(k) plan, which enforce a level of seriousness and credibility on the part of the employer.
2. Tip the balance in your company’s favor
Top candidates will have multiple offers with fairly equivalent salaries. A top-notch 401(k) benefit can be a “tie-breaker” for these candidates and will enforce a strong company culture around taking care of employees.
Competing on salary is a battle that is hard to win – there will always be another company that’s willing to pay more. However, thoughtful, long-term benefits that are financially beneficial, like an employer-sponsored 401(k), can really set you apart.
3. Increase employee retention
As top employees get recruited by other firms, 401(k)s are a great safeguard – if your company’s 401(k) or 401(k) match program is strong, it will be something they would lose out on if they switch jobs. In fact, 75 percent of new hires at a company offering a 401(k) say the retirement plan provides a compelling reason to stay, according to Willis Tower Watson’s survey.
While individual raises, bonuses, and promotions may benefit some, a 401(k) plan may be easier and more equitable to apply to your whole company. Employees who feel their employer is invested in them are more likely to be engaged in their workplace and stay with the company longer, reducing the high cost of employee turnover.
Top 401(k)s for Top Talent: How to Ensure You’re Providing the Best 401(k)
Not all 401(k) plans are created equally, and plans can vary drastically. To help you find the best 401(k) plan for candidates and current employees, these are the options your 401(k) plan should offer:
What is considered a good 401(k) match? According to the National Compensation Survey, 41 percent of employers match a percentage of employee contributions between 0 to 6 percent, while 10 percent match a percentage of employee contributions at 6 percent or more. According to the Bureau of Labor Statistics, the average 401(k) match is 3.5 percent of compensation.
The bottom line is that your company’s success is tied directly to the quality of its workforce. Giving your employees top-notch, thoughtful benefits, like a 401(k), is a great way to ensure they’re happy, remain loyal to your company, and are engaged in the company’s success.
Now is a great time to reevaluate your 401(k) as we approach business planning and budgeting for next year. Connect with your teams and 401(k) vendor to explore improvements to your plan or start a conversation about getting a new plan launched at the beginning of the next year.
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