Many associations keep the hiring process on schedule–one to two months– and offer updated benefits and incentives that reflect significantly changed employee expectations.
Time is money, especially when it comes to the amount of time to fill vacant positions. Because when a role remains unfilled, organizations expend more resources on juggling the workload gap, and staff often bear the burden of additional responsibilities, which can lead to burnout. Efficiently filling positions makes all the difference in maintaining operational continuity, productivity–and the bottom line.
Associations recognize the need to keep the hiring process on track, according to a late May text poll conducted by ASAE and Avenue M.
Forty-eight percent of associations said it takes between 30 to 59-days to fill a vacant position. The median number of days to hire was 46 days for non-executives, according to the Society for Human Resource Management 2022 Talent Access Report for nonprofit organizations. For executives, the median number of days was 60.
Unfortunately for some organizations, it takes longer. One-third of participants said two to three months and 12 percent said more than three months.
Another key ingredient in the hiring process, particularly in a post-pandemic workplace, is enhanced workplace benefits and incentives. The number of job ads offering various perks for hiring doubled from 2020 to 2021, according to Indeed, and there was a 134 percent increase in job seekers looking for positions with incentives during the same period.
The benefits of yesteryear need to keep pace with a vastly changed workplace landscape. Our panelists share the incentives and benefits they are offering to attract the best talent.
One HR executive said perks include a “flexible hybrid schedule, unlimited PTO after one year, a very generous profit share program, a parental leave program, holidays, a generous bonus structure, and generous employer-paid benefits for employees and their families.”
Another HR leader referenced “competitive compensation, market-leading benefits, a strong culture, core values, and a dynamic, worthwhile mission,” while one HR executive credited “a vibrant and inclusive work environment.”
One CEO pointed to workplace incentives that include a “casual, flexible work environment that allows flextime schedules and is fully remote.”
The organization’s competitive benefits package includes health insurance, a retirement plan, membership dues, continuing education reimbursement, paid holidays, and paid time off. “We are big enough to work on lots of super interesting projects every day and small enough to ensure each team member is counted on to contribute from day one.”
Additional perks our panelists offer:
- Salary transparency
- Wellness benefits
- Referral bonuses
- Mental health days
- The Calm app
- Free health and dental insurance
Click HERE to participate in future polls.
Overall, keeping the hiring process on schedule has many advantages: It keeps organizations running smoothly, makes the most of resources, boosts employee morale, and helps attract and retain the best talent.
For more insights on hiring and benefits, read our quick summaries of the following resources and click the links below.
What’s in Store for Talent Acquisition in 2023?
Expect significant workplace evolution after years of unpredictable changes. Here are some top predicted trends for 2023.
Work-life integration. Remote work has heightened the need for work-life integration, with professionals seeking flexible schedules and output-based evaluation from companies.
Boomerang employees. Amid economic uncertainty and diminished retirement savings, professionals are returning to former employers who realize the advantages of their institutional knowledge and skills.
Workplace culture. In 2023, organizations will embrace hybrid workplaces, combining the productivity of remote work with the benefits of in-person collaboration, tailored to their specific needs and based on data, employee sentiment, and individual cases.
How to Encourage Staff to Take Advantage of Mental Health Benefits
Organizations need to ensure employees know about—and use—mental health benefits to prioritize well-being, especially since only 19 percent utilized these benefits despite 64 percent reporting mental or behavioral health struggles, according to The 2023 State of Workplace Health Report.
Associations can support mental health benefits by reminding, educating, and providing leadership support. Encouraging time off or mental health days helps employees relax and seek care, such as offering days off based on weekend work or office closures.
Talent Acquisition Leaders Say These 3 Areas Deserve Your Attention In 2023
Talent acquisition leaders’ main concerns for 2023 are centered around three key areas: data, tools, and culture.
- Use data-driven hiring to minimize biases and analyze candidate performance for better decision-making.
- Employ tools that directly measure candidate abilities, reducing reliance on resumes and focusing more on skills.
- Maintain a healthy workplace culture to improve employee retention, as unsatisfactory cultures can lead to early attrition.
Want to be the first to be notified about articles like this? You can learn more about Avenue M’s texting poll service HERE.
Contributors: Sheri Jacobs, FASAE, CAE & Lisa Boylan
(Image: Adobe Stock)