HR teams have not had an easy time of it lately, and it looks like there might still be a few challenges ahead when it comes to recruitment. But surely, a looming recession means some relief from the ongoing skills shortage, right? Not quite.<\/p>\n\n\n\n
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At Let\u2019s Talk Talent, we believe resignations could carry on, as people everywhere continue to review their priorities and make decisions aimed at reaching their personal goals. Businesses that assume the tougher economic climate will lead to employees hunkering down and staying in their current roles could be surprised.<\/p>\n\n\n\n
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Which means now is not the time to ease off the gas when it comes to your recruitment efforts!<\/p>\n\n\n\n
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The good news is that there are plenty of ways businesses can adapt their recruitment strategy and embrace the opportunities presented by the current labour market. We have already described some of the tools available in a previous blog article (read about the 6 things to add to your HR strategy in 2023<\/a>).<\/p>\n\n\n\n <\/p>\n\n\n\n But when it comes to ramping up your recruitment efforts, your Employee Value Proposition (EVP) is one of your best assets. Having a kickass EVP is crucial for anyone wishing to attract future talent to their business, and not only retain current employees, but turn them into powerful advocates.<\/p>\n\n\n\n <\/p>\n\n\n\n Here is a crash course on what a great EVP entails, and how it can make a huge difference to your business.<\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n Your EVP is your shop window. It tells people outside your organisation why you exist and what it\u2019s like to work with you. It also demonstrates the kind of opportunities available to them should they decide to join you. An EVP allows candidates to determine whether they see themselves reflected in your organisation.<\/p>\n\n\n\n <\/p>\n\n\n\n \u201cIt\u2019s really about expressing WHY people work for you. It\u2019s the contract between the business and its employees. It states what the organisation can offer its people, and what employees will be expected to do in return,\u201d<\/em> says Jo Taylor, MD at Let\u2019s Talk Talent.<\/p>\n\n\n\n <\/p>\n\n\n\n This contract should include as much detail as possible. Candidates looking at you as a potential employer should have a clear idea of what they will be doing, and the behaviours that are valued and rewarded within the organisation.<\/p>\n\n\n\n <\/p>\n\n\n\n But more than this, they should have a clear idea of where they\u2019ll be expected to work, the hours they\u2019ll have to keep, the benefits that come with the role, and everything else that allows them to determine if working for you would fit their lifestyle.<\/p>\n\n\n\n <\/p>\n\n\n\n Some of this will be available on your website, on your careers portal, on your social platforms, and anywhere people might find out information about your organisation. \u201cYour EVP should capture your uniqueness, warts and all,\u201d<\/em> adds Jo.<\/p>\n\n\n\n <\/p>\n\n\n\n Is crafting a compelling Employee Value Proposition a marketing job? An HR responsibility? Should it be up to the leadership team? <\/p>\n\n\n\n <\/p>\n\n\n\n All of the above! Your EVP is everybody\u2019s responsibility. It is a part of your culture, and everyone in the business will have a say in it. <\/p>\n\n\n\n <\/p>\n\n\n\n It\u2019s true that the customer-facing communications tools that showcase your EVP will predominantly fall under your marketing team\u2019s remit. This includes your careers and company website and your social media channels. These all display your EVP to the world and show what it\u2019s like to work with you.<\/p>\n\n\n\n <\/p>\n\n\n\n However, don\u2019t forget that your staff (past and present) will also leave reviews on review sites such as Glassdoor, and any discrepancies between what you put out into the world and the reality of working with you will be highlighted.<\/p>\n\n\n\n <\/p>\n\n\n\n Make sure your EVP presents an image of your company that is honest, transparent, and aligned from the inside out.<\/p>\n\n\n\n <\/p>\n\n\n\n It\u2019s not a secret: it\u2019s a candidate\u2019s market. Businesses everywhere are struggling to attract new talent.<\/p>\n\n\n\n <\/p>\n\n\n\n Your EVP is a key asset that can be used to optimise your entire recruitment process. It defines how managers talk about your business during interviews, shapes the way you write job adverts, and even influences the online recommendations left by current and past employees.<\/p>\n\n\n\n <\/p>\n\n\n\n Making sure each of these touchpoints is a positive, joined up experience that shows the world everything you have to offer can be a powerful factor in a candidate\u2019s decision process.<\/p>\n\n\n\n <\/p>\n\n\n\n It\u2019s important to note that your EVP shouldn\u2019t be solely focused on attracting new people. It\u2019s also about creating brand advocates and having a talent pool that is proud to work within your organisation.<\/p>\n\n\n\n <\/p>\n\n\n\n This kind of brand advocacy not only generates higher staff retention rates (and therefore lower churn costs), it also ensures that future candidates are more likely to stay in the business.<\/p>\n\n\n\n <\/p>\n\n\n\n By attracting employees who are aligned with the purpose and mission of your organisation, you ensure anyone you recruit is more likely to stick around, and in turn to attract other like-minded candidates.<\/p>\n\n\n\n <\/p>\n\n\n\nIn this article:<\/h3>\n\n\n\n
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What is an Employee Value Proposition (EVP)?<\/h2>\n\n\n\n
Who owns your EVP?<\/strong><\/h2>\n\n\n\n
Why do you need an EVP?<\/strong><\/h2>\n\n\n\n
Helping you recruit the right talent<\/h4>\n\n\n\n
Helping you with staff retention<\/h4>\n\n\n\n