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.