Does your EVP attract MVPs?

What makes your organization unique to prospective employees?

What would compel them to accept your job offer over that of a competitor?
Is it the connection they felt to your mission? Vision? Core Values?

Is it the way you recognize and reward employees and provide opportunities for them to grow and progress in their careers?

Today’s job seekers are looking for more than a competitive salary when job hunting. Sure the compensation and benefits package are important considerations, but prospective job candidates want to hear about an organization’s culture, values, mission and vision when they are considering potential employment.

Does your organization look like a place you’d like to work?

Do you have an Employer Brand? Do you have an EVP? Communicating the value of your organization and what you have to offer is referred to as an Employee Value Proposition (EVP). An EVP defines how a company is perceived by its employees. It embodies the company’s values and ideals and is a fundamental step in defining an employer brand strategy. An effective EVP describes the main reasons that make employees proud and motivated to work for an organization.

An EVP can be thought of as the value employees gain from working at your organization. For current employees, the EVP details the reasons they stay committed. Prospective employees use the EVP to answer questions like:

• “Why should I work for you rather than them?”
• “What contributions beyond salary are you offering to make my life complete and fulfilling?”
• “Why should I perform my best work for you every day?”

Elements of a Strong Employee Value Proposition (EVP)

Compensation is essential, but the best talent doesn’t always gravitate toward the highest salaries. Sometimes talent needs more than a paycheck to engage. Statistics from employees surveyed by LinkedIn confirm this:

• 44% said they are at their current job because of the opportunities for career advancement;
• another 44% said it was because the work was challenging

Your EVP must be a balance between tangible (compensation, benefits) and intangible (company culture, meaningful projects, value alignment) and reward.

Five elements of a strong EVP