In today’s job market, a strong employee value proposition (EVP) is an important tool to attract and retain top talent. Job seekers and employees want to know “what’s in it for me?” and an effective EVP can help your organization answer this question in a concise and consistent voice. 

A good employee value proposition should: 

• Effectively communicate your company’s benefits 
• Explain key elements of your corporate culture 
• Offer compelling reasons why workers should consider a job opportunity with your organization. 

In this blog, we’re sharing some strategies to craft and communicate an EVP that supports your organization’s talent acquisition goals. 

Developing an effective employee value proposition 

Your EVP should be an authentic representation of what your company offers its employees. Soliciting feedback from your existing staff is a great place to start. This can be done via survey or in small groups. Consider asking questions that gauge employee sentiments on your organizational culture, how connected they feel to your mission on a day-to-day basis, opportunities for growth, as well as benefits and perks. 

Some example questions include: 

• What do you find most valuable about working here? 
• What makes our organization different than other places you’ve worked? 
• Which employee benefits do you value the most? 
• Please describe our company culture in a few sentences. 
• Do you feel supported by your manager and other leaders in the company? 
• Does the organization offer sufficient opportunities for learning and growth? 
• Do you feel our workplace welcomes people with a broad range of backgrounds, experiences, and perspectives? 

Related: Infographic: EVP Employee Survey Template 

These insights can help you craft an EVP that accurately conveys: 

1. Your mission and purpose 
2. Your long-term vision 
3. Your core company values 

Perhaps the most challenging part of crafting an EVP is addressing these three elements without making the statement so lengthy that it loses its meaning. Focus on articulating the things that make your organization stand out. A well-written EVP should be no longer than three or four sentences long. 

Communicating your employee value proposition 

Once you’ve developed your employee value proposition, you’ll need a plan to get it out in the world and in front of job seekers. Add your EVP to your careers website, LinkedIn page, and even individual job postings so people won’t miss it when seeking opportunities with your company. 

You can also work with your HR department and recruiters, whether in-house or external, to ensure the elements of your EVP are incorporated throughout the hiring process, including interviews and onboarding. 

An EVP is also an important tool to retain current employees. Think about how you can weave your EVP into regular employee surveys and check-ins. Just like you want to measure employee performance on a consistent basis, you also want to ensure you’re meeting your objectives as an employer. 

Summary

Creating a compelling EVP takes time, effort, and considerable thought. After all, an employee value proposition is more than just words on a page—it’s a directive for what makes your company a great place to work. 

For more strategies ad tips on enhancing your employer brand, download our E-book, What Is Your Hiring Reputation? 

This blog was written by Acara’s Sashikala Skylab.