How we advise companies when formulating positions and their packages

In a changing and increasingly competitive business world, companies are faced with the need to constantly adapt their compensation packages to different industry sectors and the growing expectations of employees. This process is not simply a matter of balancing finances and benefits but requires a deep understanding of market trends and individual workforce needs.

From technology companies offering flexible working arrangements and innovative perks to financial institutions with a focus on financial incentives, the diversity in approaches is rich. To offer you a deeper insight into evaluating and adapting talent attraction and retention strategies, we invited Kaloyan Belichovsky, Operations Manager on our team, to provide expert commentary on the topic.

1. How do compensation packages adapt to different industries and market trends?

Kaloyan: This aspect requires not only maintaining competitive pay but also attention to innovative practices that match the needs and expectations of talent, which often vary from sector to sector.

Technology companies, for example, compete for programmers and IT professionals, who often prefer flexible working conditions and innovative perks. Meanwhile, the healthcare sector focuses on health insurance and benefits, while financial institutions may offer higher financial incentives.

Increasingly, we are also seeing a focus on various benefits during maternity leave, thereby encouraging companies to encourage fertility and long-term commitment of their people and addressing the demographic problem.

Current trends in Bulgaria reflect growth in flexible compensation models. More and more companies are providing floating hours, telecommuting options, and bonuses linked to employee performance. Startups are distinguished by their innovative approaches, such as equity, training, and development, which make them attractive to young professionals.

To attract and retain talent, companies are creating innovative talent management programs. These programs include not only financial incentives but also training, career development, and enhanced benefits tailored to the specific requirements of the industry concerned.‌

2. How do you assess and analyze the market value of different positions and skills?

Kaloyan: The actual market analysis is the first and most important step. This is where you examine the salaries and benefits provided for similar positions in the specific industry and region. The market analysis covers the compensation practices of competitors as well as general salary trends.

Positions and skills should be evaluated in the context of organizational strategy. The market value assessment should be integrated into the overall talent management strategy, including plans to develop, train, and retain key employees.

Collecting feedback from current and former employees is a valuable resource. Their experiences and opinions can provide valuable insights into what salary trends are occurring and what benefits are valued and desired by them.

Since market value is not constant, it is important to keep valuations and analyses updated on a regular basis to ensure that the company is keeping up with current market trends.

Following these steps helps companies understand what is valued in the external environment and how to create competitive and fair compensation packages that attract and retain qualified employees.

3. What are the most effective fringe benefits companies offer their employees, and how do they impact retention?

Kaloyan: Fringe benefits appear to be an essential tool for companies when it comes to attracting and retaining talented employees. Providing extensive and quality supplemental health insurance is often perceived as one of the most valuable fringe benefits. This type of benefit not only protects employees' health but also contributes to their financial security. Companies that provide childcare assistance, extra days for sick family members, and other family benefits show concern for the well-being of their employees and have an even higher percentage of loyal employees on their teams.

On the other hand, in light of current work-life balance trends, companies that offer flexible work arrangements and the ability to telecommute are more likely to retain their employees.

Performance bonuses, perks, and employee shares can significantly boost motivation and loyalty to the company. These forms of reward create a sense of contribution and appreciation alongside training and development programs.

On the other hand, organising social and cultural events, team activities and community initiatives helps to create a strong corporate culture and strengthens the bonds between people within companies.

It is important to take into account that the choice of fringe benefits depends on the specific needs and values of individuals, and successful companies seek a balance between a variety of benefits to create a stimulating and supportive work environment.