In order for your organization to reach its full potential, you need to hire top talent. It’s that simple.
If you’re having a hard time attracting the best and brightest workers to your organization, it may be time for you to revisit your company’s employee value proposition — assuming you have one in the first place.
An employee value proposition (EVP) is the totality of what a company offers it workers in exchange for their time, talents, and services. It’s what sets your company apart from your competitors from a prospective employee’s perspective. Essentially, your EVP will answer the following question: “Why would anyone want to work here?”
The better your EVP, the easier it will be to attract the best workers.
Generally speaking, an EVP is the sum of a number of components, including:
01. Wages, benefits, and perks
In an increasingly aggressive war for talent, you can’t expect to attract the best workers if you’re not offering competitive compensation packages. In addition to offering great salaries and benefits, perks like remote working and flexible schedule policies can go a long way toward convincing would-be employees that your company is the right place for them.
02. Professional development
Today’s workers care deeply about opportunities for professional development. But according to our Engagement Report, only 25% of employees agree that their organizations offer adequate development opportunities. If you don’t support your employees in meeting their career goals, it will be much harder to find good workers.
03. Employer brand
How is your company perceived in its respective space? If you own a chain of high-end restaurants, for example, you need to position your company as an elite restaurateur to attract the best chefs and waitstaff. Employer brands are the sum of a company’s mission, ethics, values, and culture.
04. Work environment
You can’t expect to hire the most talented individuals if you rely on legacy technology. Similarly, if you’re doing things the way you did 20 years ago, top talent likely won’t consider you for more than a few minutes — if you’re that lucky. Build a vibrant, welcoming work environment to pique the interest of the best workers.
If your offices are located in the middle of nowhere, chances are you’ll have a hard time attracting skilled workers who, generally speaking, prefer working in large cities. The more desirable your location, the larger talent pool you’ll have to draw from.
06. Work-life balance
Do you expect your employees to work around the clock? Or are you invested in ensuring the have a healthy work-life balance? If you have a reputation of proverbially working your employees to death, you’ll find it harder to attract top talent.
Your EVP should be designed to target the kinds of workers you want to power your company. Think about why your current employees chose your organization in the first place as well as why former employees opted to leave. If you’re not sure about what draws employees to your company, use pulse surveys to ask them directly.
The perfect EVP turns into a marketing tool that funnels top talent in your direction. As a result, your company becomes a more enjoyable place to work over time, your team becomes more effective, and your customers become more satisfied. How does that sound?