What is an EVP and why do I feel this is really important? In simple terms it’s an emotionally centric promise an employer makes to its employees as we have a responsibility to support them professionally. An employee value proposition (EVP) is important within an organisation no matter your size.
So what is an EVP? It’s an organisations specific set of written benefits an employee should receive in return for their employment. These should include tangible and intangible benefits, such as:
An EVP should be tailored to the target audience you are seeking for example, looking to attract millennials you might focus on the benefits of flexible work arrangements and travel opportunities. Looking to attract experienced professionals might mean a greater focus on benefits such as inferred authority, agility, mentoring and additional advancement opportunities.
A well-crafted EVP, paired with a mature recruitment drive will help attract and retain the talent you are seeking and help to create an engaged workforce.
Here are my top 5 suggested models to consider for your EVP:
Having understood its importance and the value to be gained, how do you begin to consider development of an EVP strategic approach?
Here are a few steps to consider when developing your EVP strategy today:
Here some of my additional tips for developing an EVP strategy where data is available or an employee survey has been completed:
Finally, create a visual journey and with a multi-channel delivery focus to ensure it’s visible:
Catchy strap line principles:
‘Where work is more than a job’
‘We're not just a company, we're a family"’
‘Where your passion is our purpose’
‘We're not just here to make a living, we're here to make a difference’
‘Where you can be yourself and do your best work"’
How can Vitro help?
Vitro works with clients to assist in the ideation and creation of an EVP. We can help to create a model to attract the best talent and find ways to retain your brightest stars.
About the author
Michael, or Mike, is the CEO of Vitro and works closely with clients to discuss and define their current and future HR ambitions across the talent management spectrum. He knows that technology and process improvements are the greatest organisational enablers and understands systems and processes which can help an organisation meet their needs.
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