An EVP (employee value proposition) is typically short, concise and relevant. However, the process of creating one that is unique to your organisation and truly reflects your company culture is not a day’s work. It takes months of research, interviews, ideation and testing before it can be implemented.
guide on creating a compelling EVP
1. consider why people want to work for you
An EVP highlights the reasons why your employees continue to work for you and why job seekers want to work for your organisation. Start by asking your management, employees and candidates for their feedback to gain different perspectives about your strengths, weaknesses and personality as an employer.
2. aim for engagement and authenticity
Your EVP forms the backbone of your employer brand and it must be authentic and relatable to your target audience. Use a story-telling approach and include anecdotes shared by your employees to illustrate how your corporate values, philosophy and culture impacted their lives.
3. set clear expectations
Be clear about what potential employees can expect if they join your company. You can explain some of the benefits that they will get to enjoy as an employee and the type of environment they will be working in. Focus on what appeals to the talent pool you are trying to attract, which may be different to what appeals to your management team.
4. deliver on the promise
Using your EVP to attract talent is just the first step. Leading brands know that employer branding is a long-term investment, which includes ongoing engagements with prospective and existing employees to further strengthen your reputation as a desirable employer.
learn more about Randstad's Employer Branding Research.
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why is employer branding important in Malaysia?
Companies with a strong employer brand are more likely to attract talent, especially when the competition for in-demand talent is intense. Employers that have the right strategies in place to improve their employer brand through better talent management and employee experience outperform other companies when it comes to attracting a broader pool of talent, which can also lead to better talent retention and recruitment outcomes.
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how can companies build a strong employee value proposition (EVP)?
Employee value proposition is unique to each company as it highlights their strengths that are rooted in their company brand and culture and it also creates the vision of where they strive to be in the future. On a strategy development and implementation level, it requires the inputs from the leadership team to provide strategic directions of where they want the company to be, and from the employees on what the company should provide to align them with the business strategy.
In general, the pillars of employee value proposition typically include culture, career growth, and well-being. However, the strategy for each of these pillars and its subsequent implementation techniques should be unique to the company.
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how can companies retain top talent in Malaysia?
Companies can retain top talent when they have curated the employee value proposition strategy and techniques that meet the expectations of the employees and meet their expectations. Employers that have the right strategies in place to improve their employer brand through better talent management and employee experience outperform other companies when it comes to attracting a broader pool of talent, which can also lead to better talent retention and recruitment outcomes.
Employee value proposition is unique to each company as it highlights their strengths that are rooted in their company brand and culture and it also creates the vision of where they strive to be in the future.
In general, the pillars of employee value proposition typically include culture, career growth, and well-being. However, the strategy for each of these pillars and its subsequent implementation techniques should be unique to the company.