However, the organization still does “offer sign-on bonuses to attract a particular candidate for a hard-to-fill position.”Īrneson notes that Kaiser is open about such bonuses-the health care provider may advertise such a bonus in an ad or on its web site, although the specific amount should remain confidential between the candidate and the employer. Susan Arneson, employment manager with Kaiser Permanente in Aurora, Colo., says Kaiser rarely uses signing bonuses for non-medical positions because, in the current job market, there are enough candidates from which to select. On the other hand, she adds: “Given the current general employment and economic environment these days, they are used less frequently since labor is more available and unemployment is higher.” Signing bonuses “are very useful in attracting a particular candidate to your organization and may be used to offset the expenses of relocation or of long-term incentives or bonuses an applicant may lose by changing jobs,” Chapman notes. “Signing bonuses are not especially new, but, in the past 10 years, the market for certain types of talent has been more difficult,” says Jan Chapman, a senior manager for the Houston-based Human Capital Consulting Practice of Deloitte & Touche. However, many organizations still rely on such additional motivation, although they are increasingly careful about how they use signing bonuses, also known as reporting, cash, sign-on or hiring bonuses. With many people out of work and corporate America coping with a difficult economy, one would expect that a signing bonus-a financial incentive for an individual to join a particular organization-would have gone the way of the dinosaurs.
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