In today’s hiring industry, a generous benefits package is necessary for attracting and also retaining peak talent. According to Glassdoor’s 2015 Employment Confidence Survey, about 60% of civilization report that benefits and perks are a significant variable in considering whether to accept a task offer. The survey likewise uncovered that 80% of employees would select additional benefits over a pay raise.

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Google is famous for its over-the-peak perks, which encompass lunches made by a experienced chef, biweekly chair massperiods, yoga classes, and haircuts. Twitter employees reap 3 catered meals per day, on-site acupuncture, and also improv classes. SAS has a college scholarship regime for the youngsters of employees. And plenty of smaller suppliers have receivedattention for their inexplicable benefits, such as vacation cost reimbursement and also complimentary books.

But what need to a organization execute if it can’t afford Google-sized benefits? You don’t should break the bank to market attrenergetic extras. A new survey performed by my team at Fractl found that, after health and wellness insurance, employees area the greatest value on benefits that are reasonably low-cost to employers, such as flexible hrs, even more passist vacation time, and also work-from-residence choices. Additionally, we found that certain benefits have the right to win over some task seekers confronted with higher-paying provides that come through fewer extra benefits.

As part of our research, we provided 2,000 UNITED STATE employees, ranging in age from18 to81, a list of 17 benefits and asked them exactly how greatly they would certainly weigh thealternatives as soon as deciding in between a high-paying job and also a lower-paying task via more perks.


Better health, dental, and vision insurance topped the list, via 88% of respondents saying that they would give this advantage “some consideration” (34%) or “heavy consideration” (54%) as soon as picking a task. Health insurance is the most expensive benefit to provide, through an average expense of $6,435 per employee for individual coverage, or $18,142 for family coverage.

The next most-valued benefits were ones that sell versatility and also improve work-life balance. A majority of respondents reported that versatile hours, even more vacation time, even more work-from-home options, and also boundless vacation time could assist offer a lower-paying task an edge over a high-paying project through fewerbenefits. In addition, flexibility and work-life balance are of utmost prestige to a huge segment of the workforce: parents. They worth flexible hrs and also work-life balance over salary and health and wellness insurance in a potential project, according to a current survey by FlexJobs.

Eighty-eight percent of respondents said they’d give some or heavy consideration to a job giving versatile hours, while 80% would offer consideration to a job that allows them work-related from home. Both flexible hours and work-from-residence arrangements are affordable perks for carriers that desire to sell appealing benefits yet can’t afford an expensive benefits package. Both of these benefits typically price the employer nothing —and also frequently conserve money by lowering overhead costs.

More vacation time was an appealing perk for 80% of respondents. Passist vacation time is a facility expense, considering that it’s not sindicate the expense of an employee’s salary for the days they are out; liability also plays into the expense. Amerideserve to employees are notoriously negative at making use of up their vacation time. Eextremely year Americans leave $224 billion dollars in unprovided vacation timeon the table, which creates a substantial liability for employers bereason they regularly have to pay out this unprovided vacation time once employees leave the company. Offering an boundless time-off policy have the right to be a win-win for employer and also employee. (Over two-thirds of our respondents said they would certainly take into consideration a lower-paying job with boundless vacation.) For example, HR consulting firm Mammoth considers its limitless time-off policy a success not simply for what it does yet also for the message it sends about firm culture: Employees are treated as people who deserve to be trusted to responsibly regulate their workfill regardless of just how many kind of days they take off.

Switching to an infinite time-off plan deserve to resolve the liability issue; wiping amethod the average vacation licapacity saves suppliers $1,898 per employee, according to study from Project: Time Off. And with just 1%–2% of suppliers presently making use of an unlimited time-off plan, according to theSociety for Human Reresource Management (SHRM), it’s clearly a advantage that have the right to make carriers more attractive.

Contrary to what employers could intend, limitless time off doesn’t necessarily equal less productive employees and also even more time out of the office. A survey from The Creative Group found that just 9% of executives think efficiency would decrease substantially if employees provided even more vacation time. In some cases, under an limitless time-off policy, employees take the exact same amount of vacation time. We embraced an unlimited time-off plan at Fractl around a year ago and haven’t viewed an adverse influence on productivity. Our director of operations, Ryan McGonagill, claims tbelow hasn’t been a large spike in the amount of time employees spend out of the office, but the quality of job-related proceeds to enhance.

Student loan and tuition assistance also ranked extremely on the list of coveted benefits, via just under half of respondents reporting that these bonuses might nudge them toward a lower-paying task. A benefits survey from SHRM found that only 3% of carriers currently market student loan assistance, and 52% of carriers administer graduate educational assistance. Although education and learning assistance sounds costly, providers deserve to take advantage of a taxation break; employers deserve to provide up to $5,250 per employee per year for tuition taxes totally free.

Job benefits that don’t directly influence an individual’s lifestyle and finances were the least coveted by survey respondents, such as in-office freebies choose food and also coffee. Company-sponsored gatherings choose team-bonding tasks and also retreats were low on the list as well. This isn’t to say these benefits aren’t valued by employees, yet quite that these perks probably aren’t crucial sufficient on their own to convince a job candidate to select a firm.

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We noticed gender distinctions concerning certain benefits. Most significant, womales were even more most likely to prefer family benefits prefer passist parental leave and also cost-free day care solutions. Parental leave is of high value to female employees: 25% of women shelp they’d provide parental leave hefty consideration as soon as picking a task (only 14% of men sassist the same). Men were even more likely than woguys to worth team-bonding events, retreats, and also free food. Both genders worth fitness-associated perks, albeit various kinds. Womales are more likely to favor free fitness and yoga classes, while males are more likely to choose an on-site gym and also free gym memberships.