Imagine a job where you:
- Work alongside others in a high-energy, team-oriented environment.
- Constantly learn and grow with ongoing professional development opportunities.
- Feel secure and supported with a kick-ass benefits package.
- Belong to a positive and inclusive culture where your contributions are valued.
That's the power of a strong EVP! It's not just about a paycheck, it's about a work experience that benefits both employee and the company.
Organizations generally develop an EVP to provide a consistent platform for employer branding and experience management. EVP is a magnet that attracts and retain talents.
Why Your Company Needs a Killer EVP (Employee Value Proposition):
Finding top talent is brutal! To compete, recruiters gotta brag effectively about what makes their company awesome (EVP & Employer Brand).
Here's the new trick: Inbound Recruiting. It's like marketing, but for attracting talent. Fancy tools help recruiters spread the word through cool career sites, emails, social media, etc. This keeps candidates engaged and creates a positive experience – win-win!
Forget just a paycheck! A strong EVP is the secret sauce that attracts and keeps awesome employees. Here's what makes an EVP truly delicious:
How to Implement Employee Value Proposition (EVP) ?
1) Set your goals - Getting more applicants, get presence, attract talent, reduce time for hire and cost to hire?
2) Identify your candidate persona - Identify what characteristics you need in a candidate.
3) Defining your own EVP - What is it your current employees love about you as an employer?
4) Candidate Touchpoints - Where and how will you promote your brand?
Don't Repel Talent: The Perils of a Weak EVP
A bad EVP is like a rotten apple - it pushes good people away. Here's what makes an EVP go bad:
- Dead-end careers: No clear path for growth? Watch good employees walk out the door.
- Work-life imbalance: Burning out your team? Get ready for high turnover.
- Unseen and unheard: No recognition or rewards? Kiss employee motivation goodbye.
This isn't just about losing people - it hurts your reputation! A bad EVP makes attracting new talent a nightmare.
Check Your EVP's Pulse:
So how do you know if your EVP needs a doctor visit?
- Talk to your team: Surveys and exit interviews can reveal what's working and what's not.
- Track the numbers: High turnover or low applicant numbers could be signs of an unhealthy EVP.
A strong EVP is the key to a happy, engaged workforce and a talent magnet for your company.
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