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How Telemedicine Benefits Set You Apart From Competing Recruiters

November 10, 2015

First Stop Health

Employers around the US are feeling the pressure of rising healthcare costs. While medical benefits become more and more expensive, there is pressure to pass these costs onto your employees. In fact, the prevalence of high deductible health plans (HDHPs) is exactly that.

But employees are getting smarter. They have an understanding of the real cost of benefits they receive from their employer. Your ability to attract and retain top talent can be hamstrung if you simply pass on costs to your employees. After all, if finance-focused candidates are choosing between your offer (including an HDHP) and a competitor with a low deductible plan, whom would they choose?

With medical costs continuing to skyrocket, you need to find a way to offer quality healthcare benefits to candidates without bowing to financial pressure of rising employer costs. You need to get your recruiting edge back with “good news.”

This good news is buried between a rock and a hard place! Telemedicine benefits can do more than save you money and raise your bottom line: It’s an attractive, innovative perk that employees will value more than those your competition is offering. It’s becoming a benefit that doesn’t just look good on paper, but keeps you a step ahead of other employers in your industry.

It Comes Down to Numbers

Medical costs for a family of 4 have doubledover the past 10 years. Currently, it totals more than $10,000 a year for an employer to provide health insurance for an employee with dependants. That is more than 20% of the average family’s total income!

With HDHPs, more deductible dollars are coming out of your employees’ pockets. Whereas they used to have a deductible of $500, they now have to reach $5,000 before the carrier contributes. Those dollars add up fast.

For example, a typical employee's healthcare needs with a family of four are:

-2 routine infections (i.e. cold, flu, sore throat or pink eye) per person

-4 annual physicals

-At least 1 minor injury per person

That’s a total average of 16 doctor’s visits per year, per family. A traditional physician visit costs $105. And this doesn’t account for prescription medications, emergency visits (a possible $1,000 co-pay), specialty care, or out-of-network costs.

Attracting Those Employees

By working in human resources, you’re focused on finding employees who support your company’s mission and daily work. Whether you are recruiting top executives or a large, part-time workforce, it is more competitive than ever to find and retain the best talent.

By adding telemedicine benefits, you could be having a totally different conversation with prospective employees than your competing recruiters:

The conversation you're having:

“Our health plan includes telemedicine benefits. These allow you to get many of your medical needs covered at zero cost to your family, as you can speak to physicians quickly over the phone for diagnosis, treatment, and prescriptions. You won’t need to avoid seeing a doctor because you can’t afford to meet your deductible. Telemedicine care won’t cost you a penny, and it will also save you from having to make doctor’s appointments or go to emergency rooms 60 to 70% of the time. Even when you travel, you’ll have 24/7 access to medical care. We care about your health, even with healthcare industry costs skyrocketing.”

The one your competitor is having:

”Healthcare costs are skyrocketing and we are doing our best to be competitive. We have kept premiums low by offering HDHPs. Yes, the deductibles are high, but you only need to pay out-of-pocket if you get sick. Our employees are usually pretty healthy.”


Telemedicine benefits will do more than save you money. They will put you a step above competing recruiters when you’re trying to engage top talent and experts in your industry. When potential employees weigh the pros and cons of working with you both, they’ll see telemedicine’s money- and time-saving assets as a huge check mark in the “pro” column. It’s more than a “perk” –– it’s truly caring for your employees and their families.

Originally published Nov 10, 2015 2:00:00 PM.