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Contact: Mark M. Anderson, President & Chief Economist Mark.Anderson@ExecuNet.com
203-750-1030, ext. 126
Recruiters: Cash-Strapped Employers Engage Deferred Compensation, Perks to Retain Top Executive Talent
Executive recruiters reveal to ExecuNet the non-cash compensation
levers their corporate clients are engaging to retain top executive
talent when they are unable to pay the most competitive salaries.
www.execunet.com — May 09, 2012 — Cash-strapped employers are engaging
a variety of deferred compensation levers and perks to retain top
management talent as some business leaders explore the potential of a
career move, according to a survey of executive recruiters by
ExecuNet, the leading executive network solely for senior-level
executives. The results of ExecuNet's 20th annual Executive Job Market
Intelligence Report revealed that 79 percent of employers are expected
to work harder to retain top management talent in 2012.
"Executive recruiters see many smaller companies and those with far
smaller cash reserves opting to focus their retention efforts on
deferred compensation and perks to buy them some time with high-
performers who may already be networking or exploring the market for
their next career move," Anderson added.
In April, ExecuNet polled 167 executive recruiters about the non-cash
compensation levers their corporate clients are engaging to retain top
executive talent when they are unable to pay the most competitive
salaries.
"In today's business environment, if you're not Apple or Google or a
corporate giant with lots of cash to go around, you're probably left
to retain top management talent through non-cash means," said
President and Chief Economist of ExecuNet Mark M. Anderson.
The leading survey results are as follows: Top Non-Cash Compensation Levers Used to Retain Top Executive
Talent
1. Stock options
2. Profit sharing or pension
3. Company car and vehicle allowance
4. Additional vacation time
5. Early review/promotion opportunity (tie)
5. Higher title (tie) Source: http://www.ExecuNet.com
"Executives who were wise enough to negotiate deferred compensation
and perks in addition to their base salary and annual bonus potential
before they first joined an employer are likely the most common
beneficiaries of these corporate retention practices," said Don
Weintraub, who in his role as managing director of performance
improvement and career services with ExecuNet, advises executives on
how to negotiate their employment and pay packages.
"But those leaders who've grown up inside a company also have some
leverage. They might ask for non-cash benefits based on superior
performance, the successful completion of an important business
project, or as part of their annual review process," Weintraub added.
About ExecuNet
Since 1988, ExecuNet has helped business leaders shape positive change
to achieve what's next in their individual lives. From its beginnings
as a small gathering of executives in Connecticut, ExecuNet has
evolved into a private network of over 250,000 senior-level executive
members with a belief in the transformative potential of trusted
insight, real connections and personal introductions to help them find
meaningful new work, advance in their careers, better manage the
growth of their businesses, and become high-value leaders. A
recognized authority in executive employment, retention and
recruitment, as well as human capital trends, ExecuNet keeps its
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careers.
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