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Ada is a top talent in her field and she has received many interview invites from many companies but she wanted to know what each company has to offer her for her to make the best decision.

Here is one of her interview conversations:

Ada: Please sir, what does the company offer that benefits your employees and may also be of interest to job candidates?

Interviewer: Uhmmm…well, I can’t really say anything about that for now but if you get employed, this company is a great place to work.

Ada left the interview disappointed and was certain that she wouldn’t accept their job offer if they decided to hire her.

The company lacked a strong and compelling EVP!

Creating a compelling employee value proposition is more than just a marketing exercise. Follow these steps to get started creating an EVP that helps your company grow.

  1. Collect feedback from current employees

The first step in creating an employee value proposition is to understand what it is that employees enjoy about their work experience. Spend time surveying employees to learn what they value in your company’s culture, benefits, and perks.

One way to do this is through an anonymous survey. Keeping it anonymous allows employees to express freely. Ask for detailed answers to questions such as, 

  • What first attracted you to this company?
  • Has your reality lived up to your expectations of working here?
  1. Define your EVP

Once you know what you already offer, and have a sense of what you might need to offer in the future, it’s time to nail down your employee value proposition. Define your employee value proposition by answering these questions:

  • What are your business needs? 
  • What do you expect from your employees? 
  • What do employees and candidates want in an employer? 
  • What makes your EVP unique?

Answering these questions will help you craft an EVP statement that is clear and inspirational. The statement is just a starting point, however.

  1. Align your offering with your talent goals

The primary audience for your EVP isn’t just your current employees – it’s your future hires, too. As a result, you need to consider what your hiring goals are for the next few years and align your EVP accordingly.

What does this mean in practice? 

You may need to adjust your compensation or perks to reflect the roles you plan to hire for in the coming months. For instance, if you plan to hire web developers, you may wish to offer an internet allowance, flexible remote work, and advanced certification opportunities.

  1. Create a narrative

Once you’ve developed an EVP, build a narrative around it to help bring it to life. There are numerous ways to convey your EVP. Many top companies include a page on their careers site that outlines the perks, compensation, and benefits that come with the job. Others use video testimonials from existing workers to share their employee experiences and provide insight into life at the company.

  1. Evolve over time

Companies are constantly changing, and as your employees retire or move on to their next opportunity, you may need to revisit your EVP. Regularly check to confirm that your employee value proposition still reflects reality for your workforce and that it aligns with your company’s mission and goals.

With these steps, you can attract and retain top talents in your organization.

Did you find this helpful? Watch out for more helpful content.

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