Unique benefits can increase recruiting success, build morale

An edge in recruiting quality candidates for hard-to-fill jobs often revolves around benefits offered. For existing staff, unique benefits provide a strong esprit de corps, which translates into in-creased customer service and decreased turnover and personnel problems.

Organizations desiring to maximize both recruiting efforts and staff morale need to consider these creative benefits:

Critical illness insurance is a new form of coverage being ushered into America. Nearly all plans cover cancer, stroke, heart attack, kidney failure and major organ transplant. Additional conditions also might be covered.

The insurance pays for additional, typically non-medical expenditures that arise during a major illness. Conse-quently, the plans help stabilize the financial situation of workers during a time of emotional shock. The payment usually is in a single lump sum and then the plan is discontinued. However, some plans pay in progressive stages, depending upon the original diagnosis, beginning treatment and further recurrences.

The insured is allowed to determine how to spend the money. Most individuals use the funds to compensate for lost salaries and to continue paying monthly personal bills.

Premiums average two-and-one-half-times the premiums for life insurance. The actual cost will depend upon the covered illnesses, the dollar amount of the plan and the employee's age and health choices, particularly smoking.

Personal insurance

Consider offering auto, home and personal property insurance to team members. Businesses invest zero dollars in this benefit. Paperwork and administration time is minimal. Corporations support the program through handbooks and regular communication year-round.

The insurance agent works directly with hourly and management staff. The premiums of the selected coverage are substantially reduced. Laborers remit the full cost through premiums deducted from paychecks. The insurance is port-able if the insured resigns, although the discount no longer applies.

Employees save time since they do not have to conduct research regarding rates and programs of various insurance agencies. Staff members do not have to worry about down payments, monthly bills and finance charges.

Prepaid legal plans

Wills, estate planning, home purchases, bankruptcy, divorce, adoption and consumer disputes all require the use of an attorney.

Prepaid legal plans enable enrolled members to use a network of attorneys, similar to the usage of approved pro-viders in a medical insurance plan. Employees select a lawyer from a directory of providers and do not incur any expenses for the services of the attorney. Associates pay court costs.

The premiums for these plans average between $12 and $20 per month. The majority of providers will customize plans to meet the unique needs of an organization.

The only time required by enterprises is to select a provider, design a plan and modify the payroll process, since monthly premiums are paid through payroll deductions.

A company should be placed to be-come an employer of choice by offering unique benefits not offered by other businesses competing for the same individuals in the work force.

(Lynne Haggerman is president/ owner of Haggerman & Associates, a retained search, outplacement, in-house management training, and human resources consulting firm.)