Supercharging Recruitment Efforts with Health Benefits that Serve Everyone

Following the pandemic-era trend known as the “Great Resignation”, many employers today are still struggling with recruiting new talent. It’s not only difficult to find enough qualified candidates and ensure they have matching skill sets for the role – but then the offer itself might not be enticing enough to seal the deal.

Health benefits are a major factor influencing retention. According to a Pew Research Center Study, roughly half (43%) of U.S. workers who recently quit their job cited “not having good benefits such as health insurance and paid time off.” With most candidates and employees understandably looking for quality coverage that’s also affordable, employers are revitalizing their recruitment and retention efforts by turning their focus toward strengthening their health benefits offerings.

Health benefits that work for all employees, not just the sickest 10%

Employees aren’t shy about the value they place on health benefits from their employer. Research shows that nearly all (96%) of Americans believe it’s important that their employer offers health benefits, and most prefer employer-sponsored healthcare compared to other plans.

Yet, we typically see that 90% of employers’ healthcare expenditures end up benefiting less than 10% of all employees. This is because many health plans are designed only to be a safety net for the very sick, rather than offering a true benefit for all employees at any point on their wellness journey. With the rise in demand for alternative and digital healthcare solutions, employers have an opportunity to breathe new life into their benefits packages to better appeal to everyone. Here’s what to consider when weighing new options:

1. The obstacles to care: First and foremost, consider the costs associated with receiving quality care today. A Kaiser Family Foundation analysis estimated that nearly 23 million people owe medical debt, with 11 million people owing more than $2,000. Financial barriers often result in people delaying getting the exams, treatment, or procedures they need, which can result in higher costs for members and employers later down the road.

A solution like Gravie’s Comfort® plan removes the fine print, helping employees to prioritize their health and receive adequate care when they need it, without breaking the bank. Removing barriers like deductibles and most copays, and empowering people to tap into lower-cost services like urgent care or preventive care, means better engagement with the healthcare system – and savings for everyone involved.

2. The types of care: Employers offering solutions that value holistic wellness and a variety of options that fit different individual and family needs are winning the recruitment and retention game. We’re talking benefits coverage for more specialized or often overlooked areas, such as mental health and chiropractic care.

It comes as no surprise that there’s a growing need for affordable access to quality mental health care. The workforce today is still reeling from sky-high stress that spiked at the beginning of the pandemic. Stress and burnout are known to impact worker productivity and can even cause people to quit their jobs. In fact, a Deloitte survey found that burnout was one of the top three reasons for younger workers leaving their jobs in recent years.

With Gravie’s comprehensive mental health care coverage, employers can provide better and more affordable access to counselors and therapists. Employers can rest assured their employees are easily getting the mental health support they need without out-of-pocket barriers.  

3. The delivery of care: Everyone’s health journey and healthcare preferences are unique to them and their circumstances. While one person may prefer telehealth visits for check-ups, another will prefer an in-person appointment. Regardless of preference, one major perk of telehealth platforms – like our virtual services through Teladoc Health – is that it makes healthcare accessible to more people, especially those in rural communities.

Revamping health benefits offerings is one of the best recruitment and retention strategies in an employer’s toolbox. With new competitive offerings, employers can get even bolder in their job descriptions and culture conversations – rather than approaching health benefits as just a box to tick, they can be leveraged as a true differentiator.