The notion of Employee Value Propositions (EVP) is not something new for companies, however a study conducted by Brandon Hall Group (2015) discovered that only 15% of the organisations surveyed have a well-defined and communicated EVP. APAC Voice of the Customer (VOC) research conducted by Allegis Group stated that in a candidate short market, having a well-defined EVP is pivotal when attracting talent.
VOC research shows that candidates are constantly being approached about new opportunities receiving on average of 11.2 emails or calls per month. One of the ways that candidates can compare one company over the other is via their EVP.
If it is so important to a company, then what is it? And what does an effective EVP look like? Manny Paysan, Senior Instructional Designer for Allegis Group APAC, views an EVP as "one company’s differentiator compared to other organisations". Essentially, it is the answer to the question, ‘why would I choose to work with your company over the other?’.
When attracting talent, companies distinguish themselves from their competitors by including a clear EVP in their job description. When incorporating it into a job description, you should consider the following points:
Ultimately, the EVP should depict a picture of the workplace and its culture to the candidate.
VOC research has shown that candidates are evaluating companies by their EVP. It is evident that employer needs to re-evaluate how they attract talent and stand out amongst competing organisations to gain candidate attention.