In today’s hiring market, a generous benefits package is vital for attracting and retaining peak talent. Follow to Glassdoor’s 2015 employed staff Confidence Survey, about 60% of human being report the benefits and perks room a significant factor in considering whether to expropriate a project offer. The survey also found the 80% the employees would certainly choose additional benefits end a salary raise.

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Google is well known for its over-the-top perks, which include lunches made by a expert chef, biweekly chair massages, yoga classes, and also haircuts. Twitter employees reap three catered meals every day, on-site acupuncture, and also improv classes. SAS has a university scholarship regime for the children of employees. And plenty of smaller companies have receivedattention for their unexplained benefits, such as vacation expense reimbursement and totally free books.

But what need to a company do if it can not afford Google-sized benefits? friend don’t must break the financial institution to market attractive extras. A new survey conducted by mine team at Fractl uncovered that, after wellness insurance, employees ar the highest value top top benefits the are relatively low-cost to employers, together as functional hours, an ext paid vacation time, and work-from-home options. Furthermore, we discovered that particular benefits have the right to win end some project seekers challenged with higher-paying offers that come v fewer extr advantages.

As part of ours study, we provided 2,000 U.S. Workers, varying in age from18 to81, a list of 17 benefits and asked castle how greatly they would weigh theoptions once deciding in between a high-paying job and a lower-paying project with an ext perks.


Better health, dental, and also vision insurance topped the list, v 88% of respondent saying the they would provide this advantage “some consideration” (34%) or “heavy consideration” (54%) when selecting a job. Health insurance is the most expensive advantage to provide, through an average expense of $6,435 every employee for individual coverage, or $18,142 for household coverage.

The following most-valued services were people that sell flexibility and also improve work-life balance. A bulk of respondents report that flexible hours, much more vacation time, an ext work-from-home options, and also unlimited vacation time could aid give a lower-paying job an edge over a high-paying project with fewerbenefits. Furthermore, flexibility and work-life balance are of utmost prominence to a huge segment of the workforce: parents. They value flexible hours and work-life balance above salary and also health insurance money in a potential job, according to a recent survey by FlexJobs.

Eighty-eight percent that respondents claimed they’d provide some or heavy consideration to a task offering flexible hours, while 80% would give consideration to a job that lets them work from home. Both flexible hours and also work-from-home arrangements space affordable perks for suppliers that desire to offer appealing benefits but can’t afford an expensive benefits package. Both of these benefits generally cost the employee nothing —and often save money by lowering overhead costs.

More holidays time was an appealing perk for 80% of respondents. Paid holidays time is a facility expense, because it’s not simply the price of an employee’s salary because that the days they space out; liability also plays right into the cost. American workers are notoriously negative at using up your vacation time. Yearly Americans leaving $224 billion dollars in unused holidays timeon the table, which create a huge liability for employers due to the fact that they frequently have to pay the end this unused vacation time once employees leave the company. Supplying an unlimited time-off policy have the right to be a win-win for employer and also employee. (Over two-thirds of our respondents claimed they would take into consideration a lower-paying job with countless vacation.) because that example, HR consulting firm Mammoth considers its unlimited time-off plan a success not just for what that does but additionally for the message it sends about company culture: Employees space treated as individuals who can be reliable to responsibly control their workload nevertheless of how plenty of days they take off.

Switching to an endless time-off policy deserve to solve the legal responsibility issue; wiping away the average vacation liability saves providers $1,898 every employee, follow to study from Project: Time Off. And also with just 1%–2% that companies at this time using an countless time-off policy, according to theSociety because that Human resource Management (SHRM), it’s clearly a advantage that can make companies more attractive.

Contrary to what employers could expect, countless time turn off doesn’t necessarily equal less abundant employees and much more time the end of the office. A inspection from The an innovative Group found that just 9% of executives think performance would decrease significantly if employee used much more vacation time. In some cases, under an limitless time-off policy, employees take it the exact same amount of vacation time. We embraced an endless time-off plan at Fractl around a year ago and haven’t checked out a negative impact ~ above productivity. Our manager of operations, Ryan McGonagill, claims there hasn’t been a huge spike in the amount of time employees invest out the the office, yet the high quality of work proceeds to improve.

Student loan and tuition assistance likewise ranked highly on the perform of coveted benefits, with just under half of respondent reporting the these bonuses could nudge them towards a lower-paying job. A benefits inspection from SHRM uncovered that just 3% the companies at this time offer college student loan assistance, and 52% the companies carry out graduate education assistance. Although education assistance sound costly, companies deserve to take advantage of a taxation break; labor can carry out up come $5,250 per employee every year for tuition taxes free.

Job benefits the don’t directly affect an individual’s lifestyle and finances to be the least coveted by inspection respondents, such together in-office freebies choose food and coffee. Company-sponsored gatherings choose team-bonding activities and retreats were short on the list as well. This no to speak these benefits aren’t valued by employees, but rather that these perks most likely aren’t important enough on their very own to convince a task candidate to select a company.

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We noticed gender distinctions regarding details benefits. Many notable, ladies were an ext likely to prefer family members benefits favor paid parental leaving and free day treatment services. Parental leave is of high value to mrs employees: 25% of women claimed they’d provide parental leave heavy factor to consider when picking a task (only 14% of men said the same). Males were much more likely than ladies to value team-bonding events, retreats, and complimentary food. Both genders value fitness-related perks, albeit various types. Women are more likely come prefer complimentary fitness and yoga classes, while guys are more likely to prefer an on-site gym and totally free gym memberships.