I cringe every time I see it.
We offer a competitive benefits package.
Rhetorical question: what does that even mean?
I know it's intended to mean that the benefits are competitive for that market, industry, role, etc. The problem, though, is that it probably isn't. Or, the employer has no idea whether it's competitive or not, but is just including since everyone else does the same thing.
Why not be different?
Be different and actually promote the benefits that you offer to employees instead of hiding them behind fluffy language. The benefits should be in place to attract new employees to your company or organization. I can assure you that "competitive benefits package" does not have anyone rushing to apply for your opening.
I recently came across a job posting on LinkedIn for a non-profit organization that I follow. The opening was for a Project Director. The role paid $90,000 plus benefits. That was the only reference to benefits. Just that there were benefits. I reached out to the Human Resources Director and sent them a template they could use to elaborate.
Below is what I recommended:
Compensation: $90,000 plus benefits (that currently include):
Medical (Anthem): Starting at $20/week for a Gold-level plan
Vision (Anthem): Starting at $2/week for a $200 hardware allowance
Dental (Delta Dental): Starting at $5/week for a $2,000 maximum benefit; ortho included!
Life (Mutual of Omaha): 1 X Salary to $100K; paid by the Foundation
Disability (Mutual of Omaha): 60% of earnings; paid by the Foundation
Retirement: The Foundation will match up to 3%
You'll become eligible on the 1st of the month after 30 days. If you have additional questions about our benefits, we can send you a copy of our Benefits Guide and/or put you in touch with our insurance brokers.
Now, your candidates get a head start on the decision-making process.
Is the total compensation better or worse than my current role?
Oh, they have orthodontia? My son needs braces soon.
Wow, up to $100,000 in life insurance? My current job doesn't provide any!
I could actually use a new pair of glasses.
You don't want to waste days and weeks interviewing folks who might not take the job given what your benefits are. I've done many benefit orientations where folks had no idea what the medical insurance cost was until they were sitting in front of me, weeks into their new role. You want to avoid buyer's remorse.
Promote your benefits as early as possible. Start with the job posting.