An Employer Value Proposition (EVP) can be a game-changing element for your talent acquisition team. That’s because it is a clear, relevant, and compelling way to formulate the value your company adds to a potential talent’s career path. We think you’ll enjoy this read!

When a company relies on an employer value proposition (EVP), they are better able to define what they can offer potential and current employees. Not only that, but it expects from them in return. So, it helps to know what an EVP is, and how you can create one that truly lasts the test of time.

In short, a well-rounded EVP sharpens the identity of the employer, strengthens the employer brand, and facilitates recruitment marketing. However, what it really takes is time. In this article, we take you through the steps to putting together a solid employer value proposition.

What Is An Employer Value Proposition (EVP)?

An Employer Value Proposition (EVP) is your company’s core benefits that make up your employer brand. In exchange for the skills and experience of an employee, they benefit from your company culture and what your organization can offer them.

The use of an EVP allows an organization to formulate an attractive argument for why talented individuals should come on board. Much like a strong application, an EVP is both attractive and realistic at the same time (it is not filled with buzzwords).

Therefore, careful preparation and consideration is key, meaning that a company shouldn’t just want an EVP, they should need one. It should reflect what your company can offer, what competition is also offering, and the kind of experience an employee should (and will) find from their first day onward.

Why Are Employer Value Propositions Essential?

It’s because the balance between applicants and employers has shifted. In recent years, employers have had to pivot to ensure they are not just getting applicants for a role, but the best ones possible. This concept of a ‘war for talent’ had completely changed the playing field. Companies are no longer spoiled for choice, and instead need to formulate an argument for why the ‘best and brightest’ should choose them over other, similarly-appealing companies.

Ultimately, skilled workers and talent individuals often have the choice of choosing between companies. So, a potential employer needs to not only show themselves in the best light but position themselves toward it. An EVP plays an essential role under the umbrella term ‘Employer Branding’ (you can find out more about that by following this link).

To sum it up, an Employer Value Proposition is essential because employers want the best talent. And, in order to do that, they cannot have a poorly-defined identity or a negative employer image. It is bad for potential applicants, bad for recruitment overall, and hurts business in the long run. It’s as simple as that.

Who Is In Charge Of Developing Employer Value Propositions?

So, who should be in charge of crafting an EVP for your organization? For this question, let’s turn to the industry portal employerbranding.org and their recommendation: ‘Include everyone who you can’t get away with leaving out.’ This may seem a bit wide-ranging, so let’s drill it down a bit more.

Let’s say we had a kick-off meeting to begin the process, this should include:

• Works council
• Managers
• Senior management team

This collection of individuals should come together to create a lasting basic framework. That’s because any EVP we create needs to tie in with the company’s underlying strategy, guiding vision, and working philosophy. Therefore, employees, HR managers, and the management team need to be involved.

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Ready to read more? For our complete guide to EVPs, simply click this link right now.