For recruiters seeking to attract talent in what has been a historically tight labor market, the old adage “money talks” holds true. Compensation is consistently cited as one of the top factors employees consider when they decide whether to take a job, and offering competitive wages is one way HR teams seek to attract or retain employees with rising salary expectations. Even as the labor market cools overall, employers that are continuing to hire may lean on wages to snap up talent.

But money isn’t the only thing that talks, according to a recent analysis of job postings from Indeed’s Hiring Lab. In some industries, benefits can send a powerful message, too.

Some 59% of US job postings advertised at least one employer-provided benefit as of May, according to the analysis, up from less than 40% in early 2020. Employers in sectors with lower wages and lower rates of remote work were the most likely to advertise benefits, suggesting they see them as a particularly strong recruitment tool, Allison Shrivastava, associate economist with Hiring Lab, told HR Brew.

The sectors where benefits stand out. The most common benefits mentioned in Indeed job postings as of May were medical and insurance (45%), followed by retirement (37%), and paid time-off (34%). Employers in industries where benefits like healthcare and retirement are the norm were less likely to advertise these perks in their job postings, Shrivastava said.

Keep reading here.—CV

Let’s talk numbers: Depression and anxiety cost the global economy an estimated $1t every year. What’s driving that $$$ amount? Loss of productivity.

If your business is struggling, it might mean your people are struggling too. That’s where BetterHelp comes in. Their new service makes it easy for employers to offer online therapy as a workplace benefit.

BetterHelp Business gives organizations access to the largest network of professional, licensed, vetted therapists. The platform is built specifically for HR professionals, so you can count on a functional, straightforward interface that’s easy to manage.

Amplify access to mental healthcare for your employees. Request a demo to learn more about BetterHelp Business.

When OneRange’s co-founders, Steve Gilman and Houtan Fanisalek, were ideating their next project, corporate learning came to mind. Gilman, the startup’s CEO, told HR Brew that upskilling is an area ripe for improvement in the HR function. “Why don’t we concentrate on something like professional development that everybody needs?” Gilman said.

Gilman and Fanisalek both had challenging experiences accessing employer dollars for continuing education, according to Gilman. The platform the duo designed would focus on easing access to upskilling for employees, and relieving some of the burden on HR and learning and development (L&D) teams.

HR and L&D pros are good at designing onboarding programs and managing compliance trainings, he said, but employees are craving more strategic, individualized, and continuous learning as a way to constantly be growing in their careers.

Founded in 2021, OneRange is “basically a marketplace that allows people to discover, get approval from their manager, and purchase any resource they want” as they upskill for their current role or even their next one. Since then, the company has raised $3 million in funding from SHRM, Hivers & Strivers, Evergreen Mountain Equity Partners, and Textbook Ventures.

Keep reading here.—AD

US companies spent almost $8 billion on bias training in 2020, but bias still negatively impacts the recruitment and advancement of employees from underrepresented groups. A specific type of bias training can help, according to a recent report from the Equality Action Center (EAC) and the Conference Board.

The organizations examined 11 employers over two years to determine the impact of introducing “bias interrupters,” or strategies and trainings developed to help reduce unconscious bias. Bias interrupters rely on data that can help employers and employees identify biases so changes can be made.

Fixing the hiring process. While employers have made some progress towards reducing bias in the screening, interview, and hiring processes, research indicates that people of color still face unconscious bias.

One employer in the study, a manufacturing firm, introduced a 90-minute workshop on fair and effective hiring, coupled with some related policy changes, the report found. As a result, it saw an increase in job applications from workers from underrepresented groups.

Keep reading here.—KP

It’s all about balance. Creating a culture of accountability aaand innovation can be a tough task. That’s why Teamraderie is hosting a free chat with three CPOs from game-changing companies (we’re talkin’ about titans like Walmart, Workday, and Mastercard) and Harvard’s Amy Edmondson to show you how to balance accountability and risk-taking. Save your spot.