Employee Value Proposition – More than just a buzzword

Employee Value Proposition – More than just a buzzword

An employee value proposition (EVP) is the defined set of benefits that an employee receives in return for the skills, abilities, and experience they bring to an organisation.

When creating an EVP, you need to define the core values, what makes it unique and what it stands for. In addition, the EVP needs to encompass the main reasons people are happy and motivated to work at your company. Finally, make sure your EVP is unique, relevant, and compelling. A strong EVP will help retain top performers and attract the best talent when integrated into all aspects of a business.

Some tips for creating a compelling EVP.?

Would you want to work for our organisation?

Building a company culture to present in your EVP doesn't come solely from business leaders; your staff also live and breathe your business values. From the feedback of your people, you can develop your ideal company culture and turn your vision into reality. In creating a robust and realistic EVP, you must first understand your existing staff and potential employees' perceptions of your company brand and culture. For example:

• Why do they stay?
• Why do they leave?
• Why are potential employees attracted to the company?
• Why do existing employees think the company is unique?
• What do they value most about working there?

You can gather this information through employee surveys, focus groups and exit interviews, and feedback from former employees and job applicants.?

What is your key selling message?

Establish a cross-functional team to review the feedback and determine the aspects of your business that people value the most. Building out your company brand and defining this clearly within your EVP will give a clear sense of what your business embodies and how this might fit into a potential employee's values. Use this information to draft your EVP, ensuring the following questions are considered:

• Does it accurately depict what it's like to work for your organisation?
• Is it inspirational?
• Does it align with your strategic objectives?
• Does it differentiate your organisation?
• Is it simple but comprehensive enough to appeal to different groups?

To see if your EVP is accurate, ask your existing employees why an individual would want to work for your organisation.

Market your EVP

Once you have worked out your organisation's EVP, find creative and applicable ways to communicate to the individuals you are trying to attract. Start by promoting it through your hiring channels such as organisations' websites, advertising, and existing staff promotional videos on the company and why they like working for your organisation. You could also promote the EVP during the interview process, which is particularly important in this candidate's short market.?

Paint a true picture

Your existing employees are your most powerful way to advertise your organisation and play a key role in attracting new talent. Your employees must see consistency in the image you sell externally and the day-to-day reality of working for your organisation. When this happens, your employees become your brand ambassadors. Include the EVP in the company's induction process, reward and recognition schemes, policies, and business plans. Review your EVP annually to ensure that it continues to reflect the changing employee experience. With a compelling EVP, you will have candidates fighting to work for you.?