How to Create an Employee Value Proposition and Make It Known in Hiring

While many companies had hoped it would become an employer’s market once enhanced unemployment benefits came to an end, that hasn’t been the case. Instead, there are far more open positions than available job seekers, putting professionals squarely in the driver’s seat.

As a result, companies need to find ways to differentiate themselves from the pack. One excellent option is to create an enticing employee value proposition (EVP). If you’re wondering what it takes to cultivate a compelling EVP and showcase it during the hiring process, here’s what you need to know.

What a Standout EVP Looks Like

Your EVP is an overview of everything you have to offer your workforce. Along with traditional offerings like competitive salaries and benefits, it can include unique perks, a standout culture, relatable values, and anything else that shows why you’re a better option than a competitor.

An EVP is inherently employee-centric, focusing solely on what you can do for your workforce and making no mention of what they can do for you. As a result, it can become the core of your employer brand, making it easier to recruit and retain top talent.

Creating a Winning EVP

For an EVP to be effective, it needs to be enticing. Usually, you want to cover specific bases, ensuring you create a complete picture of what you’re offering.

First, begin with the financial aspects of working for your company. You want to make sure that you aren’t just offering competitive salaries and bonus programs but openly sharing details about them with candidates.

Also, make sure to highlight your benefits package. Along with traditional offerings like medical and retirement plans, showcase unique offerings that speak to today’s candidates, like student loan repayment assistance or daycare discounts.

After that, focus on career development. Top talent wants to grow and progress, so outline your training programs, promotional opportunities, and pathways for advancement.

Finally comes your environment and culture. Let everyone know if you offer work-life balance-oriented perks like flexible schedules or remote work options. Show how your company is achieving its diversity and inclusion goals, as well as how it creates a welcoming environment where everyone can thrive.

Along the way, spend time speaking with your employees. Find out how they view your EVP, including where the company shines and how it’s coming up short. Ask what features they appreciate most and find out what they think is missing. That way, you can find out what it will take to stand out from other companies.

By tapping on those areas and getting feedback from your workforce, you can create a standout EVP. Not only will it support your existing employees, but it also speaks to the needs of your ideal candidate.

How to Showcase Your EVP When Hiring

Once you refine your EVP, it’s time to showcase it as part of your hiring process. Along with discussing your EVP openly on social media and your company website, discuss it in your job ads. Promote it as a standout feature to candidates at every turn, ensuring it is a focus in your recruitment-related materials.

Additionally, encourage your managers to discuss it. During the interview process, have the hiring manager talk about what the company offers workers. Similarly, make sure that supervisors remind their team about what’s available, increasing visibility. By doing that, you can put – and keep – your EVP front and center.

If you’d like to learn more about how you can improve recruitment and retention, the staff at Apogee Managed Solutions can help. Contact us today.

 

 

 

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