Attracting and Retaining Top Talent in 2025

As 2025 begins, businesses across Georgia are striving to position themselves for success in a fiercely competitive job market. The ability to attract and retain top talent is more critical than ever, and the foundation of that strategy often lies in offering exceptional employee benefits.

At BIS Benefits, we’ve partnered with businesses throughout Alpharetta, Roswell, and the greater Atlanta metro area to develop customized benefits packages that meet the needs of both employers and employees. If you’re looking to refine your approach this year, this guide will provide actionable insights to help your business thrive.

Why Employee Benefits Are Essential in 2025

In an era where job seekers have more choices than ever, offering comprehensive employee benefits isn’t just about staying competitive—it’s about creating a workplace that attracts and retains the very best talent. For Georgia businesses, this means building a benefits package that:

1. Attracts Talent in a Tight Job Market: Talented professionals are evaluating more than just salary when considering offers. Benefits that support their health, well-being, and financial security are often the deciding factor.
2. Improves Retention: Losing skilled employees is expensive. A benefits plan that addresses the needs of your workforce can reduce turnover and build loyalty.

Research indicates that the majority of employees would choose a job with better benefits over a higher salary. In 2025, this trend continues to grow, especially among millennials and Gen Z workers.

What Today’s Employees Expect from Their Benefits

To create a benefits package that resonates with employees, businesses need to understand their priorities. Here’s what matters most to the modern workforce:

1. Affordability

Employees are laser-focused on what they pay out of pocket. While the gross cost of a health insurance plan matters to employers, employees evaluate what’s deducted from their paycheck. Offering affordable options—through a combination of cost-sharing and employer contributions—makes your benefits package more attractive.

Example: A small business with five employees can still compete with larger firms like Delta or Coca-Cola by subsidizing a significant portion of healthcare costs. Even if their gross premiums are lower due to a younger, healthier workforce, employers must cover enough to ensure affordability for employees.

2. Diverse Options

Employees value variety in benefits, including:

• Health Insurance
• Dental and Vision Insurance
• Life Insurance and Disability Coverage
• Supplemental options like long-term care or accident insurance

Providing a mix of benefits allows employees to choose the coverage that suits their unique needs.

3. Transparency and Communication

It’s not enough to offer great benefits; employees need to understand them. Clear communication—via benefit booklets, enrollment meetings, or even video guides—ensures that employees can take full advantage of what’s available.

Building the Right Benefits Package for 2025

Creating a benefits plan that attracts and retains talent starts with strategic planning. Here’s how you can approach it:

1. Evaluate Contribution Levels

According to data from the United Benefit Advisors, the average small business in 2023 contributed about $500 per employee per month for healthcare. In 2025, this figure is expected to increase as healthcare costs rise. Ensure you’re contributing enough to make at least one plan affordable for your employees.

2. Offer Tailored Plans

Rather than a one-size-fits-all approach, provide multiple plan options. For example:

• A high-deductible health plan (HDHP) for younger employees or those seeking lower premiums.
• A low-deductible plan for employees with families or greater healthcare needs.

Supplement these plans with benefits like flexible spending accounts (FSAs) or health savings accounts (HSAs) to help employees manage costs.

3. Leverage Technology

Use tools like online enrollment platforms to streamline the benefits selection process. This makes it easier for employees to understand their options and make informed decisions.

The Role of a Broker in 2025: Why BIS Benefits Stands Out

A knowledgeable broker is a critical partner in building and maintaining a competitive benefits package. At BIS Benefits, we:

• Shop Competitive Rates: We work with major carriers like Blue Cross, UnitedHealthcare, and Cigna to find the best value for your business.
• Explore Innovative Solutions: From self-insured plans to level-funded options, we help you navigate the full spectrum of benefits strategies.
• Provide Ongoing Support: Open enrollment can be stressful for HR teams. We handle employee communication, answer questions, and ensure a seamless process.

Learn more about what a broker does and how the right partner can transform your approach to employee benefits.

The Long-Term Benefits of a Strong Plan

Investing in employee benefits does more than attract talent—it enhances your company culture and builds a more productive workforce. A few benefits include:

• Increased Productivity: Healthy employees are more focused and effective at work.
• Improved Morale: Employees who feel valued are more engaged and motivated.
• Cost Savings: Retaining employees reduces turnover-related expenses, from hiring costs to lost productivity during transitions.

By aligning your benefits strategy with your business goals, you can set your company up for sustained growth and success in 2025.

Your 2025 Benefits Strategy Starts Here

The new year offers a fresh opportunity to refine your benefits approach. Whether you’re a small business exploring group health insurance for the first time or a growing company looking to revamp an existing plan, BIS Benefits is here to help.

Contact BIS Benefits today to schedule a consultation. Together, we can build a benefits package that sets your business apart in 2025.

Want to dive deeper? Download the full 2025 Employee Benefits Benchmarking Report to gain actionable insights and trends tailored for businesses like yours.