Presentation given at the HR Show, April 2008

1. Linking benefits to recruitment
without breaking the budget
Tom Russell
Director of Strategic Resourcing & Reward

2. About us
We are the world’s leading charity dedicated to cancer
research and the largest funder of cancer in Europe
We spent £315 million of research in 2006/07
We support the work of more than 4,250 scientists, doctors
and nurses in over 35 towns and cities across the UK
Our work is funded almost entirely by donations from the
public

3. Recruitment & Retention Challenges
• Diverse reasons for joining and staying – science to retail
• Perceptions of sector in a competitive marketplace
• Size and complexity of organisation – proximity to “delivery”
• Experience versus reality – need for authenticity
• Benefits offering and engagement
• Access to information
• Rewards and benefits as a contributory factor

4. Retention in Sector (Voluntary Leavers)
Voluntary Sector
Turnover 2007*
14.2% Cancer Research UK
Turnover 2007/08
14.5%
* CIPD Recruitment, Retention & Turnover Survey 2007
(Category ‘Other Voluntary’)

5. “Candidate Experience” Feedback
Views of benefits engagement
Why join us
1
Electronic Communication
The Role
1
Engaging and Inspiring 2
The Sector
2
3
More promotion
The Cause
3
Personal Development
4

6. Key Drivers
• Supporting employees in their role
• Menu of choices
• Personally relevant
• Holistic - “It all adds up”
• Engaging and recognisable
• E-enabled

7. Rewards & Benefits Categories
Finances
Work/life balance Discounts & Savings
Communication &
Learning
Involvement
Travel &
Health Transport

8. Engagement
The “Swatch”
Starter Pack

9. Engagement

10. Rewards & Benefits Micro-site (Candidates)
http://benefits.cancerresearchuk.org

11. Rewards & Benefits Hub (Employees)

12. Reward & Benefits Preferences*
Work/life Balance
Learning
14%
22%
Health
18%
Finances
Comms & Involvement
11%
Travel & Transport
5%
17%
13% Discount & Savings
Employees can choose up to three
category preferences, and change at any time
*@ April 2008
March 2008

13. Learning & Development

14. Recruitment & Retention Insights
• What attracts and retains our staff varies hugely
• An holistic approach is more likely to engage in our
environment
• Measuring benefit interest by category provides valuable
information within context of limited resources
• Internet delivery has proven to be cost effective over time –
beyond year one, cost is 50p per employee

15. “Communicating the Deal” People & Organisational
Development (POD)

16. Fostering non-financial recognition
Work in
Progress