Leigh Anne has over 15 years of Human Resources experience in both the private and public sectors. She has extensive hands-on experience leading HR initiatives including policy design, compensation, performance management, recruiting, compliance reporting, HR workflow development, training and development, and benefits administration.
This really has many different answers that can be given. The process really boils down to what is most important to each company/client. For instance, Company A may value turnover as the most important metric, while Company B really wants to know the cost-per-hire amount. Everything in r metrics vary.
Easy... set up demonstrations of these amazing benefits. Call your vendors that you use and create a Presentation that all can see what it is you offer. Make sure you put this presentation into a synopsis for interviewing candidates so that they too can see what you have to offer.