Group Benefits as a Recruiting Superpower

May 01, 20252 min read

Group Benefits as a Recruiting Superpower

Attract top talent without blowing up your payroll.
“People don’t leave jobs—they leave employers who don’t invest in them.” — Simon Sinek


Recruiting top talent isn’t just about offering the highest salary anymore. It’s about value, culture, and meaningful benefits that show your company truly supports its people.

In a world where small businesses compete with corporate giants for skilled workers, Group Life and Health benefits can be the competitive edge that sets you apart—without breaking the bank.

Let’s explore how these often-overlooked tools can turn your business into a recruiting magnet.


🧲 Today’s Candidates Want More Than a Paycheck

According to a Glassdoor survey:

  • 80% of workers prefer better benefits over a pay raise

  • 4 out of 5 say health and life insurance are the most important benefits

  • Companies with strong benefit offerings enjoy up to 50% more qualified applicants

In other words—if you're not offering benefits, you’re already behind.


💼 Group Life Insurance: Small Cost, Big Impact

For just $5–$15 per employee per month, Group Life Insurance:

✅ Shows you care about their family and future
✅ Creates emotional loyalty on Day One
✅ Provides a benefit most small businesses don’t offer
✅ Enhances your job postings, offers, and employer brand

Add voluntary benefits like spouse coverage, child coverage, or disability insurance, and you become even more attractive.


🩺 Group Health Coverage: A Recruiting Game-Changer

Offering Group Health Insurance—even just a portion of the premium—can:

✅ Attract top-tier candidates from larger firms
✅ Encourage employees to leave jobs they feel stuck in
✅ Make your business more competitive in industries with high turnover
✅ Strengthen your reputation as an employer of choice in your community

It’s not just a perk—it’s leverage.


🏆 Real-World Recruiting Win

A 12-person marketing agency partnered with KEyO to launch Group Life and basic Health coverage. Within 90 days:

  • They hired a top-tier web designer who turned down a larger firm

  • Referral applicants increased by 35%

  • Their job postings stood out in a competitive local market

They didn’t raise base salaries. They added benefits that mattered.


📣 How to Market Your Benefits to Candidates

KEyO helps you highlight benefits that attract talent:

✅ Professionally designed benefit highlight sheets
✅ Language for job listings, offer letters, and onboarding
✅ Tools to compare your offering to corporate packages
✅ Strategic guidance for adding benefits over time without strain

With Trusted Care. Tailored for You., we make your benefits clear, compelling, and competitive.


Final Thought:
Want to attract better candidates and fill roles faster?
You don’t need to raise salaries—you need to raise value.

Group benefits give you the superpower of protection, purpose, and competitive advantage.

Kevin Rolack is a seasoned insurance professional with a passion for helping families protect what matters most. With years of experience in life insurance and financial planning, Kevin brings clarity, compassion, and expertise to every conversation. His mission is to educate and empower readers to make smart, confident decisions about their financial future.

Kevin Rolack

Kevin Rolack is a seasoned insurance professional with a passion for helping families protect what matters most. With years of experience in life insurance and financial planning, Kevin brings clarity, compassion, and expertise to every conversation. His mission is to educate and empower readers to make smart, confident decisions about their financial future.

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