How do you present your company's value to potential employees?

Trial days can help a lot in addition to interviews. For applicants to see the work environment is a huge benefit to help them make the right decision. Often, companies oversell or overpromise, and candidates are disappointed when they find out it isn't what they imagined. Equally, it is very positive that team members, even if they are not involved in the formal interview process, feel included when adding new staff members. At the end of the trial day, you can do a round table and gather everyone's feedback. It's usually a fun exercise.

If you’re unsure where to start, consider what you hope employees say about your company while at the dinner table with friends or family. You can ask this question to tenured employees and new hires, and you’ll find the answers can be quite different. People make a choice to show up every day to YOUR company and move the mission forward. The EVP captures why. It’s better not to do one than to get it wrong. A good EVP inspires and attracts talent. A bad EVP is a broken promise that erodes trust.

The term "EVP" has become less a "value proposition" (what you'll get when you work here) and more a means of hiding the less attractive aspects of working at a company, pretty words that provide a veneer of positivity. Instead, think of focusing on how your company is different, either in terms of your mission/goal, the day-to-day work experience, or the reward. You don't have to be "different" or unique in every way, but you need to define and prove a core difference before quality talent will choose you.

In addition to the previous good points, I would add that to build a strong and authentic EVP, it's important to understand your employees both as individuals and as a group. Not everyone works at the same place for the same reasons, as needs and desires vary. It's worthwhile to aim for flexibility both at the individual and team level. There are factors that are generally considered reasons to choose a specific employer, but there are also many subjective perspectives involved in the decision.

Defining your EVP (Employee Value Proposition) is like crafting a promise between your company and its employees. Think of it as a unique fingerprint that sets your business apart. Begin with a clear understanding of your company's core values and culture. What makes you stand out? Then, directly engage with employees through simple tools like surveys or casual conversations. Listen to their expectations, needs, and what they value most in a workplace. Align these insights with your business goals, and voila! You have an EVP that's not only authentic but resonates with both current and potential team members. It's about building a bridge between what you offer and what your employees seek, creating a harmonious, productive environment.

Communicating your Employee Value Proposition (EVP) is an art that goes beyond listing benefits. Think of it as presenting a story where potential employees are the heroes. Showcase real-life examples and testimonials to make it relatable. A short video with current employees sharing their growth journeys can resonate well. Customize your message for different platforms but maintain authenticity. A creative infographic on your website might illustrate the growth path, while engaging posts on social media could highlight team achievements. Remember, it's about the 'why' behind the 'what'.

Communicating your EVP is something that yields results which can be unimaginable. You can encourage employee-led podcasts where you ask employees to create their own podcasts about their roles and the company. Secondly, showcase your promise of DEI by showing efforts on your social media pages and website. Moreover, Alumni network can work for you in promoting your EVP in such a way that you maintain connections with them so that they can regularly share their experiences. Lastly, you can implement cross-functional immersion day where employees from different functions spend a day with your potential candidates working with each other.

Leveraging employee ambassadors is a smart move. They provide a firsthand, relatable perspective that potential hires can connect with, making the company's value proposition more tangible and credible. Authenticity builds trust.

EVP needs to be part of the overall People Strategy and is best communicated by the leadership team, first to the internal employees and then, on website, career's page, social media platforms like LI, Insta, FB etc. Our employees are our Brand Ambassadors who passionately talk about the culture, leaders, company to their friends & family. As People professional, we should be able to facilitate and channelize our employees to be the Company's Voices and Branding Agents.

EVP forms a solid foundation for all employer brand communication and marketing. It provides core messages for both external and internal communication. Here are a few EVP communication tips in addition to the good ones mentioned above: ?? Engage with stories: Share real examples of EVP impact using visuals. ?? Build trust with social proof: Use testimonials and reviews. ?? Connect personally: Address needs and aspirations. ?? Stay consistent & authentic: Reflect company values.

Couldn't agree more. When the EVP aligns with the actual experiences of employees, it's not just about attracting talent but also retaining them. If what's promised is consistently delivered, employees feel valued and understood. This alignment can significantly boost retention rates.

Long-term trust can only be earned through genuine actions and upheld promises. Sustainable strategic business necessitates the consistent realization of EVP throughout an employee's entire tenure. Cultivating enduring trust entails a commitment to authentic actions and promises kept over time. In the context of forward-looking strategic endeavors, embracing EVP as a dynamic force, evolving with each phase of an employee's journey, becomes a key factor in fostering loyalty and success.

EVP must align with the Company's vision and values and be an integral part of People Strategy. EVP stands on 4 pillars - Compensation & Benefits, Learning & Growth opportunities, Work culture and Health & Wellness. EVP defines the employee life span and experience at your company.

In my view we need to use different platforms to communicate the EVP to potential employees as well as existing. Eg - social media, websites, videos, events, blogs, etc. This has to be an ongoing process and communication is the key. Using different approaches ensure that message reaches the target audience and is received well.

Absolutely, demonstrating your EVP is essential for building trust and credibility with your employees. Actions speak louder than words, and when employees experience the benefits and values promised in the EVP, it fosters a stronger sense of belonging and commitment. Consistently aligning your actions and policies with your EVP ensures that it's not just a slogan but a lived reality within your organization. This commitment to delivering on the EVP can significantly impact employee satisfaction and retention.

Before a candidate joins and becomes an employee, they research about the Organization and this has become part of the process in present times from a candidates perspective. If they are not aware of the Organization's name, they are less likely to understand the full potential of the EVP, as its built on the brand recall of the Organization. If its well know and reputed, half the job is already done. Thus branding goes along and I may say before the EVP. Also, the feedback & experience of current employees is of paramount importance. When they speak good of the Org and its EVP, it would be believed, always.

Additionally, consider integrating EVP into your marketing and communication strategies. Highlighting the unique aspects of company culture and the value you provide to employees can give you a competitive edge in the market. Furthermore, use EVP as a foundation for crafting authentic and compelling narratives that resonate with both potential hires and external audiences. By aligning EVP with your overall branding efforts, you can create a consistent and impactful message that reinforces company's identity and values.

EVP envisages your company's mission, values, rituals and beliefs. It is a commitment to your employees to have a fruitful association with the company. It is essential to seek feedback from your employees and hear them.

I completely agree with this perspective. The EVP is indeed more than just a recruitment tool; it's a commitment to the employees at every stage of their journey within the company. For me, delivering on that promise is just as crucial as making it. It involves constantly aligning company policies, culture, and benefits with the EVP to ensure employee satisfaction and retention. Regular feedback loops are essential to this process, not just to identify areas for improvement but also to acknowledge and replicate successes. Although it isn’t a culture that is regularly practiced in India and Gulf countries. This holistic approach ensures that the EVP remains a living, breathing aspect of the organization.

Indeed, your EVP can be a powerful tool for shaping your company's image and reputation beyond just attracting talent. When your EVP aligns with your actions and is reflected in the experiences of your employees, it becomes an authentic representation of your brand. Happy and engaged employees often become advocates for your company, naturally spreading the word about their positive experiences. Monitoring online reviews and actively engaging with feedback can help you maintain a positive external perception, reinforcing your brand as a great place to work.

Your EVP indeed needs to evolve with the times. It's essential to recognize that adapting it doesn't mean losing sight of your company's core values and identity. By continuously revisiting your EVP, you ensure it remains authentic and resonates with both employees and the market. While benchmarking against competitors is useful, remember that being overly focused on them might lead to imitation rather than innovation. Additionally, emphasizing diversity and inclusion is crucial, but make sure it's more than just a marketing tactic – genuine efforts towards a diverse and inclusive workplace are what truly matter. ???

I couldn't agree more. In my experience, the EVP is like the heartbeat of a company. It's alive, it's unique, and it has to adapt to the health of the organization and the market it operates in. I've always found it important to not just keep pace with competitors but to stay ahead, defining what makes us special. Highlighting our commitment to diversity and inclusion is not just a strategy; it's a personal belief that different perspectives enrich our collective experience and make us better. Staying dynamic and authentic is the key to long-term success in my view.

Absolutely, an EVP should evolve to remain relevant and appealing to your talent pool. Regularly assessing and adjusting your EVP ensures it aligns with the ever-changing landscape of the job market and your organization's goals. Emphasizing your commitment to diversity and inclusion can set you apart, as it reflects an openness to diverse backgrounds and ideas, which can foster innovation and adaptability within your company. This can be a unique selling point in itself, especially in today's diverse and globalized world.

EVP identifies with your company's vision and identity. It gives you a competitive edge over other employers. You must highlight the policies, processes, rituals, celebrations which are unique to your company. EVP should be able to feature what you stand for as an organization.

You might also want to consider organizing regular "EVP development workshops" where employees can actively participate in shaping the EVP. Additionally, you could create an online platform where employees can continuously share their thoughts on the EVP and engage in discussions. Transparency in reporting results is crucial: openly communicate how you've utilized employee feedback and the changes you've made to the EVP based on their suggestions. Tools like surveys, exit interviews, and metrics validate the EVP. Regular checks maintain its relevance and competitiveness for attracting talent and nurturing a thriving work culture.

The organization must seek feedback and be available to hear from the employees. People team may organize training workshops and feedback sessions to understand the needs/ motivations of the employees. EVP is a product for the people and should be by the people as this helps bring more buy in and commitment at all levels.

Validating your EVP both (!) internally and externally is key. Internally, it checks the alignment between promises and employee experience. Externally, it helps you to maintain and develop a genuine reputation in the job market. Regular checks ensure the EVP stays relevant and competitive. Tools to validate your EVP: External surveys, exit interviews, employee surveys, and Marketing/Social Media metrics.

I totally agree. An EVP isn't a monologue; it's an ongoing conversation with the very people it's designed to attract and retain. I've always believed in the power of feedback, not just as a tool for improvement but also as a way to validate that what we're offering resonates with our team. Acknowledging and rewarding contributions isn't just good practice; it's proof that we live by the values we promote. I'm particularly proud when I see high employee satisfaction and retention rates because it tells me that our EVP isn't just words—it's a lived experience that positively impacts our business. So yes, validation is key to ensuring our EVP remains not just relevant but compelling.

EVP needs to be updated with the changes in industry, society and the latest trends. What hold critical importance today, may not be relevant after 1 or 2 years. Changes are happening swiftly and so is the market. Hence regular review & alignment is required.

There is no one way to build a brand. EVPs were originally designed for massive global companies. If you're not a massive company, copying what big companies do is overkill. It's like inventing the Dewey Decimal system to organize five books. Instead, focus on a single core differentiated value that you offer, that you can prove. When you ignore all the dogma about pillars and process, you can find what makes your company legitimately interesting, engaging, and attractive without worrying about how "make it pretty." Remember: "The genius is the one most like themselves." - Thelonious Monk

The best way to showcase your EVP is show the average life span of employees at your company. In todays day and age employees are quick to jump around if not happy with the work culture. The pandemic has taught us that prioritising our mental health is the most important!

Absolutely, for someone who is not a part of your organization yet, EVP plays a pivotal role in driving decision making about an organization. Organization have to be careful about their communication strategy & intergration of EVP in everyday interactions. When employees on the ground are able to live, breathe & feel the EVP, thats a real game changer

Talent Acquisition team speaks to the people outside on behalf of the organisation and putting forth EVP becomes extremely important. Formulation of language and usage of alike terminologies in different organisation helps the prospect employee to understand the atmosphere even before joining. Industry hurdles should be presented well and storytelling on how an organisation have overcome & achieve the milestone with set number of people and how they are Leading & Sustaining the project. Understanding well on what motivates the prospect to join the firm and customize the pitch accordingly. Explaining organisation's participation on World's new skills; learning and training offering motivates professional to remain relevant in the market.

Having a unique and distinct EVP is definitely important. It sets the foundation for differentiating your company from others. BUT - the real differentiator in employer branding isn't just what you say about your value as an employer, it's about the experience you provide and the reputation you uphold. It's the classic principle of 'actions speak louder than words'. Potential employees are keen observers. They look well beyond the EVP statements and hone in on how these values are manifested in every day actions, workplace culture, and the overall employee experience. When talent have so many options the true differentiator is an authentic, lived experience that aligns with the promised values.