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Improving Employee Recruitment and Retention with Innovative Health Benefits Plan Design

Jan 24, 2022

As an employer, adopting and advertising competitive health benefits is an effective tool for employee recruitment and retention. Companies that approach health and other benefits in a strategic way have above-average recruitment and retention rates, SHRM reports. With this in mind, innovative health benefits plan design can become a differentiator for employers looking to attract and retain top talent.

But too often, employers share health benefits details only after new hires have accepted a job. Countless recruiters and hiring managers fail to promote employee benefits during recruitment (e.g., in advertisements), and many don’t mention employee benefits at all before a new employee begins work.

Employers cannot risk overlooking these recruitment and retention opportunities. Roughly 4 million U.S. workers—nearly 3% of the nation’s entire workforce—left their jobs in October 2021 as part of the “great resignation,” where most simply transitioned to new roles. Meanwhile, 62% of U.S. workers recently claimed they would accept a reduced salary if it meant better benefits from their employer.

Both potential hires and existing employees need the confidence and reassurance that an employer is committed to investing in the long-term health of its employees in order to counter and reverse the impact and continuation of these current workforce trends.

Introducing a Competitive, First-Dollar Coverage Approach

Nonstop Administration and Insurance Services, Inc. (Nonstop) works with employers with 50 or more employees who put their people first: improving their access to primary and preventative care while lowering premiums through its first-dollar coverage approach to health benefits. To see if your organization is a good fit for Nonstop’s solution, reach out to us at info@nonstophealth.com, or share Nonstop with your broker and compare your current plan design to Nonstop’s first-dollar coverage approach.

The information and materials herein are provided for general information purposes only and are not intended to constitute legal or other advice or opinions on any specific matters and are not intended to replace the advice of a qualified attorney, plan provider or other professional advisor. This information has been taken from sources believed to be reliable, but there is no guarantee as to its accuracy. This communication does not constitute a legal opinion and should not be relied upon for any purpose other than its intended educational purpose.

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