How do you differentiate your EVP from your competitors and industry peers?

In my experience, just like crafting a fine wine, assessing your current situation is akin to understanding the grape's characteristics. Surveying, interviewing, and benchmarking reveal your strengths and areas for growth. Much like understanding the grape's terroir, this insight helps you identify the distinct elements that make your organization special.

Differentiating your EVP from competitors involves a strategic approach, but the first step is to assess the current situation. To do this you can conduct an internal analysis through employee interviews or surveys. What are your USPs, what sets your company's mission and vision apart? What do your employee's value and what do they like or dislike about the current organisation? It can be good to do a competitor analysis too.

In assessing your EVP your focus groups, surveys etc should be very targeted in efforts to get the specifics your are seeking. The assessment should be focused on employee satisfaction and engagement with Financial rewards, career development opportunities, additional monetary and non-monetary perks, work environment like recognition and work/life balance, and insights in company culture, goals, and values like communication, relationships, and community. Your organization’s goals and values for these areas should be defined upon initiating the assessment.

To differentiate your Employee Value Proposition (EVP) from competitors and industry peers, focus on what makes your company unique and appealing to current and potential employees. Highlight distinctive aspects such as company culture, career development opportunities, work-life balance, and innovative projects. Showcase your commitment to diversity, inclusion, and social responsibility. Use employee testimonials and success stories to convey authentic experiences. Regularly benchmark against competitors to ensure your EVP remains competitive and relevant, and actively promote these unique features through various communication channels to attract and retain top talent.

??Utiliza big data y herramientas de análisis predictivo para estudiar grandes cantidades de datos de empleados, como rendimiento, satisfacción y rotación. Esto puede revelar patrones y predecir tendencias antes de que se conviertan en problemas evidentes. Por ejemplo, podrías identificar factores no evidentes que influyen en la retención de empleados en diferentes departamentos. ??Benchmarking Dinámico: Realiza un benchmarking dinámico utilizando dashboards en tiempo real que te permitan compararte no solo con los estándares de la industria, sino también con empresas líderes en otros sectores.

Defining the organisation's goals and values is a worthwhile step when wishing to differentiate your EVP. What is the organisation's purpose, what are we all trying to achieve and what impact will the organisation have on society? Your goals will mirror your culture, strategy and the overall USP. You must make your goals and values something that employees can relate to or strive to be.

Define tus objetivos y valores El siguiente paso es definir su visión, misión y valores como proveedor de soluciones de recursos humanos. ?Cuál es tu propósito, qué estás tratando de lograr y cómo quieres impactar al mundo? Sus objetivos y valores deben reflejar su cultura, su estrategia y su propuesta de venta única. También deben alinearse con las expectativas y aspiraciones de su grupo de talentos objetivo. Sus objetivos y valores formarán la base de su EVP y guiarán sus acciones y decisiones. Primero, clarifica tu propósito. ?Por qué existe tu empresa más allá de hacer dinero? Esta es tu oportunidad de conectar con una causa mayor. ?Estás aquí para revolucionar la manera en que trabajamos, para mejorar el bienestar?

Alignment in your organizations values and vision and candidate pool is critical to a successful EVP. Many job seekers look for organizations that share similar vision and values. The EVP is an organization’s primary candidate attraction tool. According to an Indeed Survey 21% of job seekers decided to accept an offer because of value and interest alignment. A compelling EVP has also been noted as a suitable tool in attracting passive candidates as well.

Defining your goals and values is akin to creating a signature wine blend. Just as each grape variety contributes to the final taste, your mission, vision, and values shape your EVP. Align them with your culture and strategy, much like blending grapes for the perfect wine. These foundational elements form the essence of your unique proposition.

What do you want to be known for as an employer? Defining your company’s goals and values will help you shape an EVP that aligns with and embodies your brand and culture. This will guide your efforts and ensure your EVP is aligned with your overall business strategy. If your company values innovation and creativity, make sure your EVP highlights opportunities for employees to engage in cutting-edge projects and think outside the box. This attracts talent who are aligned with your mission and eager to contribute.

Communicating benefits and perks is like savoring the complex bouquet of a fine wine. Highlight tangible rewards, development opportunities, and work-life balance – each contributing to your organization's flavor profile. Transparent and authentic communication, akin to describing a wine's nuances, ensures your EVP resonates with the distinct preferences of your talent segments.

Integra a tu onboarding lo siguiente: ??Gamificación de la Comunicación de Beneficios: Desarrolla un juego interactivo donde los empleados y candidatos puedan ganar puntos y recompensas al aprender sobre los diferentes beneficios. Esto puede incluir quizzes, desafíos, y escenarios que reflejen situaciones reales donde podrían aplicar estos beneficios. La gamificación hará que el proceso de aprendizaje sobre los beneficios sea divertido y memorable, y también ayudará a reforzar la apreciación y el entendimiento de lo que la empresa ofrece. Panel Interactivo de Preguntas y Respuestas en Vivo: Organiza sesiones regulares de preguntas y respuestas en vivo donde los líderes de la empresa y HR respondan preguntas

Benefits and perks are often the first things potential employees look at when considering a new job. Make sure your offerings are clearly communicated and stand out from what others in your industry provide - Don’t forget the intangible benefits as well! I have learnt that instead of simply listing your benefits, showcase how they contribute to a fulfilling employee experience for that specific potential employee. For example, if you offer flexible work arrangements, emphasize how this supports work-life balance.

This step is all about a string Employer Brand strategy. I’m my experience drawing inspiration from your competitors in articulating your organization’s story can be a “win”. Allowing your competitors to train you is often overlooked. Create incentives for your employees to provide content contributions such as swag or recognition. Additionally, it is critical that your recruitment team and participating employees are educated. They should have insight into the i initiatives and story that leadership desires to promote. Executing employer branding will require creating a strong business case to your leadership. Hence, close relationships with leadership are invaluable when presenting the ROI in brand strategy efforts.

Engaging employees and stakeholders mirrors cultivating a vineyard. Just as grape growers nurture their vines, involving employees in EVP creation fosters a sense of ownership. Employees, like grapevine roots, absorb the essence of your organization, becoming authentic ambassadors. Engaging stakeholders, akin to involving the entire winemaking community, enhances your credibility and reputation.

EVP como Plataforma de Innovación Abierta: Crea un programa donde los empleados puedan proponer y pilotar nuevas ideas que mejoren no solo su lugar de trabajo, sino también los productos o servicios de la empresa. Proporciona recursos y apoyo para convertir estas ideas en proyectos reales, fomentando un sentido de propiedad y compromiso con la empresa. ??Utiliza plataformas de feedback en tiempo real para adaptar constantemente tu EVP a las necesidades cambiantes de tus empleados.

Measuring and improving your EVP is akin to refining a vintage wine over time. Monitoring metrics like employee satisfaction and retention rates is akin to assessing a wine's aging process. Feedback, akin to the wine-tasting experience, provides valuable insights for enhancements. Much like vintners refine their techniques, use feedback to adapt and perfect your EVP, ensuring it matures into a remarkable blend.

It’s important to have a specific and consistent plan to measuring the KPI in your EVP. In my experience a quarterly, bi-annual, or annual review is effective and should be implemented according to your organizations normal growth pattern. A few KPIs I’d add to the above would include time to hire, application to interview ratio, and cost per hire.

He encontrado muchos casos que el EVP ya no hace sentido con la cultura de la organización, aquí algunos puntos: ??Integración del EVP en la Experiencia del colaborador: Mide cómo la fortaleza de tu EVP impacta la satisfacción del cliente y otros resultados comerciales. ??Adopta un enfoque de experimentación continua, donde se prueben diferentes aspectos del EVP con diferentes grupos de empleados para ver qué funciona mejor. Utiliza el dise?o de experimentos (DoE) para probar sistemáticamente y refinar tu EVP. ??Contrata a consultores externos para realizar auditorías periódicas de tu EVP. Esto puede proporcionar una perspectiva imparcial sobre cómo se percibe tu EVP tanto interna como externamente

Your EVP should be dynamic, not static. Regularly measure its effectiveness and make improvements based on feedback and changing market conditions. For instance - Track metrics like employee satisfaction, retention rates, and feedback from exit interviews. If you notice a trend of employees leaving due to a lack of growth opportunities, it might be time to enhance your career development offerings.

Highlight the opportunities for career growth, skill development, and professional advancement that your organization offers. Showcase programs such as mentorship, training, tuition reimbursement, and leadership development initiatives that support employee career progression.

??EVP en acción Es momento de dinamizar tu EVP, contrastar respuesta del mercado laboral e integrar las acciones planeadas para que tenga congruencia con las demás iniciativas en HR. Planifica cada paso. Cada elemento de tu EVP debe traducirse en acciones concretas que los empleados puedan ver y sentir. ?Prometes desarrollo profesional? Demuéstralo con programas de capacitación innovadores. ?Hablas de cultura inclusiva? Encarna este valor en cada proceso y política.

In my experience in working with start-ups a strong EVP is created later then needed in the organization development process lending to stagnation in attracting too talent and positive return in ROI. This stagnation is primarily caused due to misaligned in the EVP between C-Suite and HR. Hence, it is critical that HR is at the table as co-owners in execution of the EVP strategy. Let’s promote early alignment in this area.

This space is akin to exploring new terroirs in winemaking – uncharted territories full of potential. Here, you can share unique stories or insights that don't fit standard categories. It's like experimenting with new grape varieties, resulting in unexpected but delightful flavors. Embrace this opportunity for creativity, adding layers to your EVP narrative and creating a truly exceptional blend.