Today, defense organizations are struggling to secure and retain the exceptional talent they need to thrive. In part, this is due to a broader labor shortage, which is hindering companies in nearly every industry. However, shifts in worker sentiment are also playing a role in the equation.

Ultimately, the pandemic altered how the workforce views employers and how jobs fit into their overall lives. This is partially what spurred The Great Resignation, as employees began finding their employers lacking and, since it’s a candidate’s market, chose to head out in search of something better.

While labor shortages will remain an issue for the foreseeable future, organizations do have the ability to alter their offerings to position themselves as employers of choice. Increasing benefits is a straightforward way to start, as it can show that a company is willing to do more to support the needs of its workforce.

Additionally, certain benefits can effectively reduce risk. If you want to ensure you’re adding the right options, here’s a look at what you could do if you’re interested in increasing benefits while decreasing risk.

Health and Wellness Perks

When it comes to increasing benefits while decreasing risk, health and wellness perks are a logical place to begin. Caring for your workforce’s physical, mental, and emotional health can reduce burnout, leading to less turnover. Additionally, it can boost productivity, potentially offsetting any financial investment.

Which options are worth offering may depend on what’s currently available. However, having access to mental health benefits, personal finance coaching, on-site workout options, and company-provided nutritious food can be excellent places to begin. Together, they can reduce stress and improve health, which can boost retention and productivity simultaneously.

Education and Training Benefits

One of the biggest risks defense organizations face today is issues relating to skill gaps in their workforces. When a critical capability isn’t present, it may prevent specific projects from moving forward or might limit the abilities of departments to effectively cover their responsibilities. In some cases, it could lead to a reliance on cumbersome antiquated approaches, harming efficiency and productivity.

Additionally, a lack of ability to grow and advance can leave defense candidates or employees jaded. As a result, retention issues can develop, particularly among your best and brightest.

Fortunately, addressing these risks is reasonably simple. By offering education and training benefits, you can effectively upskill your workforce. Further, it shows that you’re willing to invest in their futures, which improves loyalty, often reducing turnover.

Expanded Paid Time Off

Taking time away from work to relax and destress is critical for mental health. Plus, it can lead to better work-life balance, which is something most defense professionals crave. Paid time off allows employees to manage their lives more effectively without having to worry about their paychecks, reducing stress significantly.

While most defense organizations have reasonable paid time off benefits, expanding them can be a wise choice. It gives employees more opportunities to handle their personal obligations or to take time off to relax, allowing them to return focused and rejuvenated. As a result, loyalty and productivity can rise, making it a win-win situation.

Do you need to fill vacant defense positions and want to access top talent as quickly as possible? Partner with the Staffing Resource Group to streamline your hiring process and connect with experienced defense candidates right away. Contact us to learn more about our services today.

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