How to Build an Education Benefit That Attracts and Retains Talent

The future of talent recruitment and retention lies in best-in-class career advancement opportunities – here's how to structure them.
education benefits that attract and retain talent
  • Why education benefits are so attractive
  • How to design your talent development programs to increase talent attraction and retention

Employees are seeking out career mobility opportunities

  • Almost 50% of workers nationally believe they need additional education to advance their careers
  • More than 90% of new jobs are being filled by people with a college degree, underscoring the economic mobility that comes with additional education
  • 97% of employees say education benefits are an important part of an overall employer benefits package
  • 4 out of 5 employees prefer more benefits over a pay raise

How to design education benefits that attract and retain talent

1. A variety of programming

2. Vetted by outcomes

3. Learning marketplace for working adults

4. Dedicated success coaching

“We knew we had to do something radically different to make Waste Management attractive when you have other companies looking for the same type of worker. There is such a war for talent that compensation isn’t a differentiator.”

Tamla Oates-Forney, Former Chief People Officer at Waste Management

The results for employers?

  • Attraction: 46% increase in job applicants attributed to a 2021 Chipotle campaign promoting the Guild benefit (2021)
  • Evangelism: 86% of employees are more likely to refer someone to work at their employer because of their education benefits¹
  • Retention: Learners in Guild's Learning Marketplace were 2.1x less likely to leave their employer in the last 12 months relative to non-engaged employees²
  • Halo Effect: For every one enrolled Guild learner, an average of 10 additional employees engage as Guild members in Year 1²
  1. Guild Membership Research Survey conducted in September of 2019.
  2. Guild’s internal data over the last 12 months as of 01.01.2023 from employers who have provided the required data for at least 13 months post launch.
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