Talent Management

Gaining top talent with an employee value proposition

Gain talent with an EVP

Want to position your company as an employer of choice? Establish an employee value proposition today and boost your business reputation.


Defining an employee value proposition

An employee value proposition (EVP) is all about supporting employees. It is a statement that explains what an employer has promised to provide for current and future employees.

Why an employee value proposition is needed

When labor markets are tight, being a top workplace can help minimize a lot of the issues related to a widespread talent shortage. By having a well-written EVP, you can communicate your commitment to embracing and supporting your team members.

When you shine a light on what’s special and unique about joining your company, job candidates get their first look into your company culture.

Establish who should create an employee value proposition 

Coordinating team members who will collaborate on your EVP is essential to creating an effective and authentic document. Make sure you get input from team members in charge of:

  • Human resources
  • Recruiting
  • Department leadership
  • Marketing

There should be a clear path from your EVP to your company’s overall culture and values. And gathering this group of people will help you better connect to that broader context.

Developing your employee value proposition

To get started, it’s a good idea to check in with current employees and ask why they’re pleased with working at your company. It’s better to ask than to guess, and you can conduct the process via a survey.

Ask open-ended questions about their employee experience, such as:

  • Why did you choose us?
  • Why do you like working here?
  • How do you feel about your:
    • Benefits?
    • Supervisor?
    • Schedule and work-life balance?
    • Career progression and growth opportunities?
  • Why would you recommend us to a friend?

In addition, you can gain unfiltered company insight by reading employees’ online comments on sites such as Indeed or Glassdoor. Use some of this information to help build your EVP.

What goes into an employee value proposition

Once you’ve gathered information from your employees, be sure to highlight:

  • What your business offers
  • How you compare to competitors
  • The type of experience employees can expect throughout their employment

You may want to also add a few key differentiators, such as:

  • Compensation
  • Work-life balance
  • Corporate culture

Don’t worry about meeting a certain word count in your EVP. It can be as long or short as needed. Just be sure to keep the above key points in mind.

Sharing your employee value proposition

Now that you’ve created a unique EVP for your business, you can spread the word. Here are a few ways to do so:

  • Consider sending out a companywide communication and make sure tenured team members know your EVP.
  • Place it in an easy-to-see section on your careers page on your website.
  • Include your EVP in job postings.

Bottom line your employee value proposition for candidates

What is your commitment to employees and candidates? How is your company different? Your answers to these questions make up your EVP – and the more detailed and transparent it is, the better.

Plus, while an EVP can attract quality candidates, it’s also a great tool to aid in retention.

Interested in finding out more about how to articulate your employee value proposition and strategies for attracting and retaining top talent? Check out our recent webinar with Insperity’s Sheryl LaPlace on winning the race for talent, now available on-demand.  

This story was first published on the Insperity blog


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4 ways to future-proof your hiring and retention strategy 

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About the Author: Insperity Staff

At Insperity, it’s not just HR outsourcing, it’s HR that makes a difference. Our comprehensive, scalable HR solutions offer an optimal blend of service and technology to facilitate growth by streamlining processes related to payroll, bene

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