Let’s say your organization has just completed an overhaul of your employee benefits plan. It’s fairly priced for singles and families. It offers extended leave for new parents or to take care of aging parents. It even provides voluntary benefits, a 401(k) program, and more. How will you use it to win the battle for top talent during the Great Reshuffle?

Or perhaps you’ve reduced injuries (and claims) across the company as a result of moving to short training podcasts. You could add these statistics to your recruiting materials, but today that’s not enough.

How do you use insurance to turn a job seeker into a candidate in the first place?

The simple answer is social media. In a world where people rarely choose a new restaurant without checking its Yelp page, or buy exercise equipment on Amazon without first reading the reviews, GlassDoor and other job sites reign supreme* with potential job candidates.

Encouraging new hires to post their positive impressions of your company is a free and exceptionally effective way to get the attention of high-quality candidates. Millennials in particular place a high value on third-party endorsements.

Now, let’s consider the opposite scenario.

Maybe your “pros” are good, but the “cons” always seem to include negative comments about the expense of your employee benefit plans. Worse yet, there are even a few comments that your benefits aren’t inclusive and appropriate for diverse team members.

Perhaps job seekers find a series of reviews – mostly by former employees – that tell stories in vivid detail about recurring accidents on job sites, antiquated office configurations that result in constant back injuries and carpal tunnel claims, concerns about workplace violence, and the list goes on.

These negative reviews might even highlight how coworkers on a leave of absence recovering from job-related injuries cause additional strain on the remaining members of the department, which causes them to take stress leaves, which in turn creates even more stress on the team while management doesn’t intervene. Obviously, this is a company to avoid.

Let EPIC make your online reviews, well, EPIC!

Our talented employee benefits professionals by building a relationship with you. We want to understand your culture, your goals for the business, and your financial objectives. Next, we’ll conduct an audit to see where you can close gaps, streamline processes, and optimize your total compensation plans. Then, we’ll come back to you with recommendations on ways you can enhance your employee benefits program…often without adding cost to your bottom line.

Implementing training and awareness programs, in combination with smart enterprise risk management strategies, are some of the most obvious and measurable ways to increase employee satisfaction and loyalty. Not only do team members recognize that your company is financially committed to a “people first” culture of safety and health, but they see it every day in your compassionate approach to claims management. When a claim does occur, you can bet that employee will comment on it one way or another on social media, and EPIC can help ensure those reviews are as positive as possible.

How can EPIC improve programs without adding expenses?

  • With an innovative approach to pharmaceutical plans, we can often save you enough to cover additional expenses elsewhere. Or, you can just enjoy a reduced total drug spend.
  • The investment you make to identify and remediate risk is far less than the cost of repetitive, related claims and long-term open positions. When you eliminate areas of risk, you reduce injuries – both in volume and severity. Fewer claims and fewer lawsuits improve your profitability.
  • Transitioning to digital communications offers immediate cost savings and your message is more effective when accessible by video or on a mobile device.

Want to learn more about how EPIC can help you attract and retain the best talent available?


*EPIC is not responsible for the content of external links and it is not an endorsement.