Aren’t tempted by higher salaries? Employers have come up with special benefit packages – it can work

In the fourth quarter, 80% of the world’s organizations plan to increase the number of employees. Manufacturing (72%), financial insurance, real estate and services (71%), transport, storage, communications and personal services (69%), agriculture, forestry, fishing and construction (68%) and trade are the most affected. (60%) sectors, according to a press release.

© Photo by the organizers

As many as 15 countries report a record number of recruits, the highest number since the survey began in 1962. Austria, Belgium, France, Germany, Ireland, Italy, Spain, the Netherlands, Norway, Sweden, England, Finland, Canada, Mexico and the United States.

“In the second quarter, active job creation, high staff turnover and challenges in attracting the required employees continue in Lithuania. When discussing with our customers, the companies for which we are looking for employees, we hear more and more about the fluctuating hands of managers, because no matter what they do, there are no employees. Many companies choose as a solution salary but it is a relatively short-term measure, as another employer offers an extra hundred euros, employees moves on. I think that there is no single solution in this situation, but the application of a combination of several measures can yield results, ”says Božena Petikonis-Šabanienė, Director of UAB Manpower Lit.


Aren't tempted by higher salaries?  Employers have come up with special benefit packages - it can work

Employers give priority to training

When looking for ways to retain existing and attract new employees, employers are working to discover and tailor special benefit packages. According to the study, employers looking for financiers will offer more and more training, refresher courses and flexible jobs. Attracting workers in the manufacturing sector will look for ways to introduce more flexible work schedules, although most workers need to be in the workplace. There is a severe shortage of workers in the construction sector, so employers will have to increase wages in search of motivated workers.

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So organizations with more vacancies will have to do more. Those looking to attract more employees will need to offer additional benefit packages. And organizations that do not plan to increase the number of employees will have the luxury of not changing anything.

The results of the global survey reveal that of the 80% of organizations planning to employ, 41% will offer training, counseling and refresher courses, 39% will offer more flexible work schedules, 31% will increase salaries, 23% will create a performance bonus system, 20% will seek additional benefits (e.g. .: holidays), ready to reduce skills and experience requirements by 20%.


Aren't tempted by higher salaries?  Employers have come up with special benefit packages - it can work

© Photo by the organizers

Accelerated programs to improve both technical and soft skills are becoming increasingly popular. They are used by as many as 7 out of 10 employers. 69% of the surveyed companies have implemented in-service training programs lasting 6 weeks or less: 56% choose accelerated in-service training programs, 55% choose in-service training programs with soft skills (up to 6 weeks). Meanwhile, longer training, requiring 6 weeks or more, is less common but also important for employers: 52% use technical skills programs (more than 6 weeks), 50% choose career counseling and 50% implement in-service training programs (more than 6 weeks). ).


Aren't you attracted to higher salaries?  Employers have come up with special benefit packages - it can work

“According to our international research, many employers will take action in the areas of professional development and flexibility, so it is becoming a norm to improve these areas. I would even say that without flexibility and training for employees and managers, companies will not only not attract new, but will also lose some of their existing talent. A new phenomenon is that almost a fifth of employers are willing to lower their expectations of candidates. I think that we have also reached the limit in Lithuania when we need to self-assess whether we are not looking for what was not there, ”concludes B. Petikonis-Šabanienė.

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