They’re called Employee Value Propositions, and their purpose is simple: clearly outline the benefit of working at your organization. The start of a good hiring campaign often starts with a well-written, well-thought out EVP statement.
There are a few very good reasons to take the time and do things right. On the one hand, a great EVP provides at-a-glance discovery of your organization for employees-to-be. On the other, it’s an essential element in organizing the various pieces of a hiring campaign. A EVP makes a good “checklist” against which you can compare your online hiring efforts. Your Facebook recruitment posts. Your job fairs.
When actually sitting down and writing your EVP, you’ve got to stand out from the competition. Differentiation is essential if you hope to make a difference and catch a potential recruit’s attention. “Great benefits” and “teamwork” won’t make the cut—in fact, there isn’t anything more guaranteed to make a candidate’s eyes glaze over than reading everything he or she has seen a million times. Instead, use your EVP as an opportunity to relate what makes your company a great place to work. And be honest. Ensure your employee brand matches the reality of your workplace. An honest, upfront portrayal is necessary to attract the types of employees you want working in your office. As with most things HR, it isn’t always about quantity, it’s about quality.
Until next time,