FIVE KEY ELEMENTS OF A EVP

 

FIVE KEY ELEMENTS OF A EVP

An employer value proposition] provides current and future employees with clear reasons to choose and stay with an employer

Talent  4.0 model recommends that employers review their EVPs regularly to make sure they remain relevant. The EVP is generally perceived  across these  attributes:

1.    CAREER OPPORTUNITY includes learning  and development opportunities fairness in performance assessment and rewards

2.    ORGANIZATION STANDING & REPUTATION -  includes growth rate, profitability, reputation in the business sector, market position, product/service quality and social responsibility & trends and threats of the business environment

3.    WORK ENVIRONMENT – leadership standards; team climate culture and norms; role clarity ; job-interest alignment and work-life balance.

4.    REWARDS BENEFITS  includes compensation, health and retirement benefits and vacation time.

5.    FAIRNESS & EQUITY: a place where there is equality of opportunity; absence of discrimination and an enlightened leadership to help people grow and have the right employe experience

 

SAMPLING - EVP STATEMENTS OF LEADING COMPANIES

The EVP can be displayed clearly in a section of the career page or on wall posters  as a small paragraph or even just a few lines; given below is a sampling. Recruitment Marketing methodologies are usually done through Recruitment Marketing tools and software that make this whole process easier and more productive. With these tools, it is easier to communicate Employee Value Proposition with candidates through engaging career site, automated email campaigns, social recruiting and many other channels. This way, recruiters can encourage Candidate Engagement and improve overall Candidate Experience. 

 

·         HubSpot -“We’re building a company people love. A company that will stand the test of time, so we  invest in our people and optimize for your long-term happiness.”

·         Goldman Sachs -“At Goldman Sachs, you will make an impact.”

·         Google- “Do cool things that matter.”

·         PwC -“From empowering mentorships to customized coaching, PwC provides you with the support you need to help you develop your career. You’ll work with people from diverse backgrounds and industries to solve important problems. Are you ready to grow?” 

·         Shopify - “We’re Shopify. Our mission is to make commerce better for everyone – but we’re not the workplace for everyone. We thrive on change, operate on trust, and leverage the diverse perspectives of people on our team in everything we do. We solve problems at a rapid pace….”

·         Honeywell -“You can make a difference by helping to build a smarter, safer and more sustainable world.”

AUTHENTICITY - KEY TO EVP CREDIBILITY

The basis of the EVP should be on

“what exists and is real” and

not a utopian idea of what “should be”.

 

 

SUMMING UP

The top leadership has to continually re-think their EVPs to ensure they are adapting in a manner which is best suited for the organisation’s business objectives and delivers real value to employees.  practical execution of EVP in an organization as being around recognizing organizational values, living the values, creating a repository of organizational “stories” that bring to life these values, communicating the stories with pride to existing and prospective employees, and inspiring and empowering employees to create more value-aligned stories. the following basic principles that Talent Leaders  can use while identifying and establishing an EVP

 

 

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