Human Resources

One Size Does(n’t) Fit All- An Inside Look from a Recruitment Specialist

Mar 15, 2017

The phrase “One Size Fits All” was always something that we laughed about in my house growing up.  Growing up as the youngest of a family of five children (all girls to be exact), you quickly understand that phrase is far from the truth.  There were definitely times when we put this phrase to the test, not only with clothing, but the competitive nature in all of us.  We all were involved in extracurricular activities, so we tested our parents on who could get by with what, sorry mom and dad! Needless to say, the “One Size Fits All” phrase is relative to more than just clothes; it also relates to how businesses operate.

Indy One Size Does(n’t) Fit All- An Inside Look from a Recruitment Specialist

When businesses look into their biggest expenses as a company they usually see payroll and benefits are on the top of that list.  So why would you want a one size fits all approach to one of your biggest expenses? The answer is you don’t.  You want to be able to step out of that approach to keep your employees engaged in these benefits, but want to make them feasible for your company.  Not every company has the ability to offer all the benefits their competitor does, nor would you want to.  You want to be unique so candidates what to work for you and employees want to stay working for you!

According to a Glassdoor survey “nearly 3 in 5 (57%) people report benefits and perks being among their top considerations before accepting a job, while 4 in 5 people also say they would prefer new perks over a pay raise”. As a recruitment specialist I speak to many current and passive job seekers. One question that comes up time and time again when I am interviewing candidates is, “What benefits does the company offer?” Understanding what motivates the candidate to accept your job offer is key to a successful hiring process.

Although there are cookie cutter benefits like health insurance, vacation/paid time off, and 401(k) plans, it can be the other benefits that make or break the deal.

Here are some examples of additional benefits and perks that can be included in your package:


  • Paid Maternity or Paternity Leave
  • Paid Volunteer Time Off
  • Flexible Work Schedules
  • Student Loan Reimbursement
  • Education Reimbursement
  • Employee Referral Programs

If you are not sure if your company should be extra dough outside of the cookie cutter, contact our certified recruitment specialists team for advice!  We are here to help with all of your workforce management needs.