Getting Your Employee Value Proposition Right

Standing out among candidates — and keeping the talent you have — is an ever-growing challenge in today’s tight labor market. It may be time to evaluate a key TA element: your employee value proposition (EVP).

An employee value proposition is an element of your employer brand that highlights the unique benefits employees receive from working for your organization. When done correctly, it can also help employees stay engaged with the company’s mission and values. But how can you create an impactful EVP?

On last week's episode of Talent Experience Live, Michelle Sargent, VP of New Business and Partnerships at recruitment marketing agency Recruitics, shared pro tips on employer branding, creating EVPs that resonate — and how to spread the word to talent.

Watch the full episode below, or read on for details!

EVP is everything

According to Sargent, who has helped many employers fine-tune and promote their EVPs, companies she hears from today tend to be in SOS mode. “Right now, the conversations are very much, ‘We need help now. We need to find candidates,’” she said. “So the first question I ask back is, ‘Well, what’s your EVP, what does your employment brand say?’”

Attracting and retaining talent depends on a strong EVP

The concept of EVP has evolved over the past several years, Sargent said. And it's become a top priority as companies revamp their approach to hiring and retention.

Attracting talent. In fact, she noted, there are nearly 11 million open jobs right now, citing research by the U.S. Bureau of Labor Statistics. “How do you make your job, your company stand out from all of those? You need to have an EVP that differentiates you from all of those companies, all of those jobs. And as people start to get back to work, you really have to have that compelling message [as to] why they would choose you over those 11 million jobs out there.”

Companies can try every creative tactic in the book, from wrapped buildings to QR codes — but at the end of the day, it’s what they’re actually saying that matters most. “My advice is, level up the EVP and really take a hard look at what that EVP and employment brand are saying.”

Retaining talent. A well-defined EVP is also critical to retaining the employees you already have. An effective EVP should inspire growth and belonging. These two concepts are key in fostering employee engagement and retention. When done right, an EVP should support the company’s mission, values, and vision as well as the development of the company’s employees.

“A strong EVP and workforce go hand in hand,” Sargent said. “Companies without them can have high turnover, or attract the wrong candidates.”

What channel works best for conveying your EVP?

To get a read on this, Phenom polled LinkedIn members on their favorite ways to promote their EVP. Here’s how they responded:

• 48%: Career site
• 30%: Social media
• 13%: Events
• 10%: Talent marketing campaigns

As for Sargent’s thoughts? All of the above are essential. “I don’t think that you can say just one. Your employment brand needs to live and breathe on every stage of that journey.”

Using HR tech to ensure consistency

So, mixing it up channel-wise is good – but avoid mixing the message.

Before a candidate even applies to a job, they'll experience an average of 3 to 18 touch points with an employer, Sargent said. As a result, it’s important that the EVP comes through at every touch.

Regularly highlighting your EVP is crucial, but it can be difficult to stay on-brand within every point of communication — from website copy to social posts and everything in between. The best way to ensure you’re communicating your employer brand and EVP in a uniform manner is by leveraging HR technology that offers AI and automation.

She recommends using a talent experience management platform to ensure consistency and shared how using the Phenom solution can be pivotal in promoting an EVP.

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“We started [integrating EVPs] on Phenom’s platform, and then we did it across the entire digital footprint. So it was a fantastic way to showcase all of the different touch points in the candidate journey, and how it’s important to be consistent in that messaging so that candidates really soak it in.”

EVP vs. Employment Brand: There’s a difference

Although closely connected, EVP and employment brand have different functions — and it’s important to understand the nuances, Sargent said.

“I tell [clients], think of [EVP] like a table, with four legs and a top," she added. "Each leg is a promise and on top lays the EVP. You can’t have one leg without all four, and can’t have the top without legs to support it.”

10 Impactful Employee Value Proposition Examples

The most impactful EVPs are the ones that authentically convey culture, she said. Sargent’s favorite employee value proposition examples are simple, iconic, and powerful:

Apple: Join us. Be you. The message here? We embrace our employees; you’ll fit in with our culture.

Hershey: Haven’t reached your full potential yet? Neither have we. There’s more to be made. This clearly tells candidates and employees that they’ll never stop growing and learning.

Chewy: Sargent gave props specifically to Chewy for its dynamic approach to culture. For example, Chewy calls team members Chewtopians. “I want to be part of that tribe – that to me is really compelling,” she said.

Other strong employee value proposition examples include:

Nike: Move the world. Although this statement isn’t as well known as “Just Do It,” it embodies the same principle: doing what moves you. Nike’s EVP focuses on inspiring employees to make an impact both within and outside of the workplace.

Lululemon Athletica: Together, we work together to create positive change to build a healthier, thriving future. This employee value proposition example highlights Lululemon’s commitment to supporting their workers to set goals, achieve those goals, and continuously strive to better themselves as well as those around them.

Hubspot: Your best work starts here. This EVP embodies the idea of continual growth by giving their employees a place to plant their feet and evolve every day. Through this statement, Hubspot acknowledges that its employees’ best work is yet to come.

Airbnb: Create a world where anyone can belong. Airbnb is known for reinventing the way people travel — and with this employee value proposition, they’re inspiring their people to help create an inclusive world both at work and at home.

Canva: Be part of the story. By becoming “part of the story,” employees of this Australian company can help reinforce Canva’s mission: empower everyone in the world to design anything and publish anywhere.

Unilever: You are more than your job title. This impactful EVP encompasses and supports employees in building a well-balanced life inside and outside of the work environment. It also acknowledges that people have more to bring to the table than just their professional skills.

Netflix: People over process. Netflix backs up this statement with more detail that can help employees keep “people” at the forefront of all they do. They outline five concepts from encouraging decision-making to avoiding rules that help guide employees to live their EVP every day.

At the end of the day, a strong EVP should inspire your people beyond the work environment. It should help engage employees and connect them to the company’s mission, while also inviting them into a culture that they can wholeheartedly become a part of.

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Blog: The 3 Levels of Employer Brand

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Get your revamped brand and EVP in motion

Once you’ve nailed your EVP, take these next steps:

• Secure buy-in. Like any major initiative, securing buy-in has to come first. It should also come from all levels of stakeholders, from the C-suite to hourly workers.
  
• Do your research. Conduct thorough research in the form of employee surveys, focus groups, competitive analyses, and internal analyses.
  
• Get feedback. Make sure you got it right – secure internal and external validation to make sure your employment brand resonates.
  
• Activate the brand. Decide how and where it will be communicated, and monitor how it’s being received.

Investing in video development also primes employers to stand out on social media, where job candidates (especially younger generations) spend so much time. Think Snapchat, TikTok, YouTube … video is the way to connect with candidates on these platforms.

Key takeaways

Employer value proposition (EVP) and employer brand are not the same. EVPs should communicate what your candidates and employees stand to gain in return for their commitment to work for you. Your employer brand shows the outside world what your company does and why.

Define and refine your EVP. Once you craft a solid EVP, strategically implement it throughout every step of your candidate experience. Use HR tech and videos for consistent messaging that cuts through the noise.

Don't forget to get feedback. You work hard to create an EVP that accurately represents your company culture. Make sure your candidates and employees are receiving the message in the way that you intended.

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Read The Definitive Guide to Recruitment Marketing to crush your recruitment marketing goals with Phenom!

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