Employee Value Proposition and the Power of Employer Brand
Pubished 26th March 2018
There has been a huge behavioural shift in the talent market with EVP and Employer Brand now having a significant impact on talent acquisition.
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- 84% of surveyed HR specialists admitted that it is harder than ever before to attract and retain high achieving employees (Lumesse)
- 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation (Glassdoor)
- 75% of job seekers consider an employer’s brand before even applying for a job (CareerArc)
- 69% would not take a job with a company that had a bad reputation, even if they were unemployed (Glassdoor)
- Employer branding can increase your stock prices by 36%. (Lippincott via LinkedIn)
- It takes 52 days on average to fill a position – up from 48 in 2011 (NFIB)
- Less than 20% of consumers believe a company’s claims about themselves, compared to 92% who trust their peer’s reviews of companies (Chris Carlson – president of sales talent Inc.)
Last week, InterQuest hosted a lunch workshop surrounding the topic of Employee Value Proposition, led by Talent Attraction Consultant, Euan McNair. With a great mix of attendees from different sector backgrounds, the workshop was extremely thought provoking, really highlighting the value in a strong, well thought out Employee Value Proposition.
The key points for discussion were:
- Discovery – what does your EVP looks like now vs. how it could look?
- Purpose – who is your organisation and why would someone want to work there?
- Communicating your brand – how do you get the buy in from your business, and how do you market your EVP to new candidates?
- Business benefit – what can be achieved?
In her new blog, Georgia Chuter talks about the value of a strong EVP. Read more on LinkedIn.
