Employee Value Proposition (EVP), as defined by Google, refers to the core benefits that make up your company's broader employer brand. It is essentially a pact between an employer and potential applicants, outlining what your company and culture can provide in exchange for their talent, skills, and experience.

In the role of a Recruiter, our responsibility is to effectively convey our client's EVP to prospective candidates. In today's job market, where candidates are increasingly risk-averse, it's critical to comprehend our clients' core values and align them with the expectations of potential hires. This alignment is essential not only for building trust but also for successfully presenting the job opportunity.

Lately, we have observed a growing trend among candidates who are turning down interview opportunities or job offers from various employers. This phenomenon prompts us to question whether we genuinely understand our clients or our internal business's EVP and if we have effectively communicated it to candidates. It is important for businesses to take a step back and thoroughly understand their EVP.

Recently, we engaged our team to provide insights into their understanding of “our” unique EVP at Alexander Appointments, what sets us apart, and why they enjoy working here. Their responses further emphasise the significance of aligning values and expectations for both employers and employees.

To create a strong employer brand and define it within your EVP, you must gain a clear understanding of what your business represents and how it resonates with a potential employee's values. This information can be gathered through various means, including employee surveys, focus groups, exit interviews, and feedback from former employees and job applicants.

Once you have a clear picture of your EVP, it's critical to effectively communicate this message. Existing employees are your biggest advocates and play a pivotal role in attracting talent. For them to become brand ambassadors, there must be consistency between the external image you project and the daily reality of working for your company. Integrate your EVP into your company's induction plans, reward and recognition schemes, internal communications, policies, and business strategies to ensure it is reflected in the day-to-day operations. Regularly review your EVP to ensure it adapts to the changing employee experience.

If you are collaborating with an external Recruiter, it is vital that they grasp your EVP to represent your employer brand accurately. For any further guidance on developing your EVP or insights into what candidate’s value, please feel free to reach out to us at 02 9659 4411. We are always here to assist you in navigating the world of Employee Value Proposition and enhance your recruitment strategy.