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Why Choose Health Net?
✔ Lowest rates in the market – Affordable options without compromising quality.
✔ Robust PPO network – Competes with major carriers like Anthem and Blue Shield.
✔ Flexible HMO options – Networks to fit nearly every group statewide and every budget.
✔ Simplified underwriting – Only 25% participation required for groups with 5+ enrolling. No DE9C or prior carrier bill needed.
✔ Easy-to-sell benefits – $0 deductible HMO plans + four years of rate stability.
✔ Nationwide coverage – Cigna network access for out-of-state employees + state plurality rules for group qualification.
Start Including Health Net in Your Quotes Today!
Need guidance on networks, plan designs, or have questions? We’re here to help!
Call us at 800.696.4543 | Email us at info@claremontcompanies.com
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With today’s tight labor market and record-low unemployment numbers, job candidates have a lot of attractive work opportunities to choose from. This means employers of all sizes are often battling to attract the best talent, making it extremely challenging for small and medium-sized businesses (SMBs) to compete.
In a workers’ market, salaries rise and larger companies get creative in offering employee benefits most smaller companies can’t compete with, such as working remotely, office lunches and on-site chefs, reimbursed mobile devices and more. However, SMBs can also get creative by strategically adjusting their benefits to remain competitive.
To differentiate themselves and attract top talent, SMBs need to understand what candidates are looking for and rethink their benefits offerings. Instead of prioritizing lavish “fun” perks, they need to evaluate the needs of their staff to make sure they’re providing the benefits employees find most valuable.
According to data from the Society for Human Resource Management’s (SHRM’s) 2019 Employee Benefits survey, companies are conducting extensive research on their specific employee demographic to find a unique benefits package that resonates with the majority of their employees’ needs and life stages.
For most employees, healthcare and financial benefits such as medical and dental insurance, 401k contributions, vision care, life insurance, etc., are must-haves. However, only 49% of the US population receives employer-paid dental insurance, according to the Kaiser Family Foundation. That leaves roughly 155 million+ people to pay full price for their dental care.
Finding gaps in priority benefits, such as dental insurance, and diversifying benefits offerings present an opportunity for SMB employers to stand out and have the greatest appeal to candidates and employees with a variety of needs. And, with new technology providing alternative benefits offerings to employers of all sizes, SMBs now have tools available to them to start providing these benefits to fulfill the needs of their current employees and attract new talent in the process.
Questions?
Contact the small group experts at 800.696.4543 or info@claremontcompanies.com.