Employees Are People

Working in recruitment gives you a little insight into the inner workings of companies of all different sizes. Sometimes you sit across the table from a hiring manager who is having retention issues and within 15 minutes of hearing him describe his employees, you can kind of tell why they’re having these issues. Just because someone offers you perks like gym memberships or extra vacation days, doesn’t mean they’re a great employer. Good leaders have a “tell” when they talk about their employees. They have a different mindset when it comes to employee benefits. They don’t implement things to increase retention or help with recruitment, they do it because they realize you’re a person and they have a genuine interest in making your life better.

Human Resource



Some Leaders

Good Leaders

Sick Leave

Required to provide 5 days per year. An increase to 10 has positive results for employee retention.

Encourages employees to stay home and get well before they come back to work.


10 days per year with an increase after 8 years of service.

Employees take time to enjoy life and do something for themselves. They relax and come back to work rejuvenated.

Maternity Leave

Government requires a certain number of weeks depending on the province. Toping up wages during this period increases recruitment and retention rates.

Encourages both mothers and fathers to participate in the taking leave.  Topping up wages empowers employees to maintain the same quality of life they enjoyed while they were working, reducing some of the stress of having a newborn.

Wellness Plan

Fit employees are more productive according to some studies.

Empowers employees to live a healthy and active lifestyle to increase their quality of life. 

Health Benefits

Good benefits are positively correlated with retention and recruitment rates.

Encourages employees to seek preventative medical attention before major issues arise.

Volunteer Days

Increases employee engagement and moral.

Empowers employees to give back to their community.

Career Development

Excellent tool for succession planning.

Helps employees to grow professionally and supports their long term goals.

If you’re an employer, think about why you do the things you do. Are you in it for the statistics or do you have a genuine interest in making sure the employees are happy at home as well as at work. If you’re a job seeker, ask about some of these benefits when you’re speaking with the employer and see if you can recognize some of these statements and get to the root of how they view these policies. Not having these answers does not mean they’re a bad employer by any stretch of the imagination, but if they do you can feel comfortable knowing you’re working for someone who is interested in your personal well-being and doesn’t consider you JUST an employee. 

About the Author 

ProfileScott Keenan is a Recruiter for Priority Personnel Inc., with several years’ experience recruiting in both the public and private sectors in addition to marketing and social media roles. As a self-described professional cynic, he provides unique insight into modern recruiting from both the recruiter and candidate’s perspective. You can follow him on Twitter or connect with him on LinkedIn