How to Attract the Best Talent for your Company

We may be past the Great Resignation, but recruitment continues to be a challenge for employers—with 64% of recruiters observing heightened competition amongst candidates. So how can businesses stand out?

The answer’s complex. With a past where money, perks, and job titles may have been enough, today’s market demands more—requiring companies to further create environments where employees feel valued, supported, and motivated. We’ve even heard of employees requesting to interview existing staff before starting: to do their own research on culture, with first-hand testimonials. 

Money does count for something, however—in the tech and IT sector, 34% of employers say they would increase salaries to stay competitive in the hiring market and attract the best talent.

But where do you go from there?

Part of the picture is the idea of ‘cultural intelligence’. Companies need to know what is important to potential and existing employees by keeping up with employment laws and reflecting a workplace culture that is open, diverse, and operating from a base of integrity.

Lucy Rivers, Co-CEO of Talent Masters, says on LinkedIn: “80% of our placements stay three years or more, because we use research-backed culture surveys to hire for culture-fit first.”

Crafting an Employee Value Proposition (EVP)

At the heart of this culture-first tactic is a strong Employee Value Proposition (EVP)—a clear statement of what makes your workplace unique. A compelling EVP reflects your company’s mission, culture, and the aspirations of its employees.

For example, YuLife’s EVP emphasises wellbeing on an employee’s own terms: holistic wellbeing, encouraging healthy habits while fostering purpose in the workplace. 

How do you go about creating your own EVP? Here are some steps to consider: 

• Understand employee needs: Regular surveys, focus groups, or pulse check-ins can help identify what employees truly value—be it flexibility, professional development, or other benefits.
• Highlight unique benefits: Showcase offerings that distinguish your organisation, such as wellness programmes, growth opportunities, or community impact initiatives.
• Communicate clearly: Ensure your EVP is visible and consistent, from job postings to onboarding materials and internal communications.

Cerian Morris, HR at XMR, extolled the real-life, tangible benefits her employees experience by incorporating YuLife: “Candidates in the marketplace are looking at businesses that focus on employee wellbeing.” She continues: “It’s one of the top drivers when top talent candidates are looking to move jobs.”

Going beyond standard benefits

Group Life Insurance remains a foundational benefit, offering financial security for employees and their families. For younger employees, Life Insurance may not feel immediately relevant, but as their financial responsibilities grow—through milestones like purchasing homes or starting families—its importance becomes clearer. And what matters to younger generations should matter to you—by 2025, Gen Z may comprise more than a quarter of the global workforce.

YuLife’s Group Insurance integrates wellness incentives, making it both a practical and engaging option. For employees across generations, this combination of security and health-focused benefits can foster loyalty and trust.

“YuLife helped us to solve problems that have persisted for a long time, and the big one was the disconnected colleague experience,” said Paul Caudwell, experienced Health and Wellbeing Manager.

Employee benefits today extend beyond traditional offerings. Like YuLife’s approach, which integrates wellness incentives and gamified rewards, many companies are capitalising on the link between wellbeing and increased employee satisfaction and reduced absenteeism.

Flexible working arrangements are another key consideration, with many employees now valuing the ability to balance personal and professional lives. Being transparent about hybrid or flexible working options can signal to candidates that your organisation values work-life balance.

Appealing to diverse demographics

We already know that building a culture of care is an integral step in fostering positive relationships with existing employees. Prioritising mental health, promoting open communication, and recognising achievements at every level are key, but the response to how these things are implemented is different depending on the generation of your employee—and the pandemic has reshaped workplace norms and employee priorities.

So, how are younger people approaching the world of work?

Younger generations are often drawn to roles that offer purpose, development, and wellbeing, while older employees may prioritise stability and flexibility. Digital tools like gamified rewards systems are another way to engage employees across demographics, but especially for emerging talent as it shows a company’s active engagement in understanding the importance of wellbeing as a part of work life.

YuLife's app encourages healthy habits through interactive challenges, appealing to both younger tech-savvy workers and others seeking motivation.

“It’s easy and accessible to use. The team is using it to build their steps and get their YuCoin—and redeeming them on things that are important to them,” said Gemma McCall, Co-founder and CEO of Culture Shift about its experience of YuLife. 

Incentivising the best talent 

The people you really want at your company are the ones who don’t want to stop learning. Offering opportunities for growth that go beyond the traditional ‘stepladder’ of promotion can be a personal and unique way to attract the right person for the job.

Creating learning and development that provide funds for employees to pursue courses or certifications in areas of interest keeps your existing workforce engaged and appeals to newcomers looking for a job where they won’t stagnate.

Part of this career development could include concepts like mentoring— tailoring the employee experience to the individual and making the most of the knowledge inside your own business by sharing and growing colleague relationships.

Using gamification to enhance benefit engagement

Gamification has emerged as a creative way to make employee benefits more engaging. Turning everyday activities into rewarding challenges fosters a sense of achievement and camaraderie.

• It motivates: Gamified rewards systems tap into intrinsic motivation, encouraging participation.
• It builds team spirit: Challenges and leaderboards promote healthy competition.
• It’s adaptable: Gamification can be tailored to diverse employee interests and needs.

“From the quarterly reports that we receive, I can see that people really engage with the rewards side of the app to either treat themselves or do good in the world,” says Sophie Pohling, People Manager at what3words, about the YuLife employee app. 

Evolving for the future

Attracting and retaining top talent requires more than competitive pay—it demands a thoughtful, holistic approach to workplace wellbeing. By offering flexibility, leveraging technology, and prioritising employee care, businesses can create environments where employees thrive.

About YuLife

YuLife is working to reimagine the insurance industry by protecting lives, rewarding living and inspiring life. We’re on a mission to transform traditional insurance into a life-enhancing experience each employee will value and use daily. 

How does it work?

Our award-winning app uses behavioural science and game mechanics to reward your people for living well while offering protection in case of crisis. And with our top-rated employee assistance programme, your team gets access to mental, financial and social support, virtual GPs, nutritionists, life coaches and more to help them live their best lives.

Because we believe that your employees should benefit from their insurance from day one — and that wellbeing should be accessible every day, for everyone.

Request a demo for your team today.