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There has been a shift in recruiting in the last few years. Twenty-eight percent of Americans are currently searching for jobs in 2025, the highest percentage in almost a decade, based on a survey from ResumeGenius. But, despite a market full of candidates, finding people who want to stay and grow with an organization is harder than ever.
The challenge for companies has transitioned from finding applicants to finding the right applicants for your role. Attracting long-term candidates now requires a different approach, one that not only says your company values commitment but shows how commitment is rewarded.
One powerful way to stand out is by investing in retirement programs that go beyond standard 401(k) plans, which are based on an individual’s ability to save, to plans that deliver guaranteed income in retirement. In fact, according to data from Indeed’s Hiring Lab, only 37% of U.S. job postings mention a retirement benefit, and only about 5% highlight anything beyond a 401(k) or IRA.
If your posting featured something like a Cash Balance plan, and you described it clearly and prominently, you would stand out from 95% of your competitors and attract candidates who are thinking beyond their next role.
A Cash Balance plan combines the security of a defined benefit plan with the portability of a 401(k). Employees get an annual contribution with a guaranteed rate of growth until retirement.
As employees remain with the organization, their benefit grows more substantially over time, improving the sense of financial security and delivering a greater incentive to stay, all without increasing risk to the organization. This structure signals that the organization has a genuine interest in its employees’ futures by providing tangible and significant benefits to long-term employees.
HR teams know that benefits communication is often buried in onboarding packets or annual enrollment materials. To make this kind of plan work as both a recruiting and retention tool, it needs to be positioned up front.
When candidates see a “cash balance pension plan” clearly listed, it offers a shift in mindset. It tells them that this company invests in people who plan to grow and stay, which can attract candidates looking for stability, reduce turnover, and help your listing stand out from competitors.
Unfortunately, many candidates are skeptical of messaging about culture or retention promises. But they do trust the numbers. A benefit that grows over time, with concrete financial rewards for loyalty, speaks loudest.
That’s why it’s essential not only to implement a strong benefit but also to make sure employees and candidates understand its value. Partnering with experts like October Three can help HR teams both design a competitive cash balance plan and craft a clear, engaging communication strategy. When the plan is explained in clear language, with real examples, it becomes something employees can truly value.
Signing bonuses and additional perks can be beneficial. But commitment is often a two-way street. Organizations need to communicate a real, long-term reason to stay.
A well-designed Cash Balance plan does exactly that. It’s flexible, portable, and builds real value over time. When you place it front and center in your job descriptions, you’re signaling to candidates that you're committed to their future, which incentivizes them to provide the same in return.
October Three specializes in crafting Cash Balance plans tailored to meet the diverse needs of businesses and their employees. We offer a powerful alternative to traditional pension plans and take pride in demystifying complex financial concepts. Click here to learn more about our process and schedule time to speak with our team.