Health and social care providers face a perfect storm. On the one hand, there has never been such demand for their services and on the other, health and social care providers battle daily to recruit and retain high-quality staff. For those companies struggling to hire and retain the right kind of talent, now is the time to review and update your employee value proposition and bring it into line with your talent acquisition platform and employer brand.
What is an Employee Value Proposition (EVP)? In short, an EVP is the rewards and benefits that an employee receives in return for the skills and experience they bring to the workplace. An EVP is about defining the essence of your company, how it is unique and what it stands for.
Proving your commitment to employee value will improve recruitment and retention, get more out of your employees, and build a company culture which you all feel proud of. Here are a few ideas that will help you to market this on your website or career pages and on your job adverts.
Current and future employees want to know what they can expect from you as their employer, but they also want to understand what is expected from them. Your EVP may promise employees the best training and support, but it should clearly set out the values and behaviours you want from them in return.
| Do you attach a person specification to your job adverts outlining the qualities and behaviours you expect your employees to have? |
Employees are one of the strongest (and most credible) avenues for promoting your employer brand. Aim to scope and illustrate your message with the input of your employees; what is important to them about your company and why do they enjoy working for you?
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TIP: Try capturing this information via short videos with your employees. In just a few simple steps our media rich job advert facility allows you to add an unlimited number of images and YouTube videos to your own media library and create spectacular job adverts. |
Your EVP is your opportunity to tell employees and future newcomers what’s so great about your company and why they should work for you over any other, but health and social care companies are often shy about singing their own praises. Pull together a list of all those things that make your company great, and then get ready to shout about them!
Have you listed the top perks and benefits of working for you in your job adverts? Have you added your mission statement on there too? The mission statement is one of three top things a potential candidate checks out about an employer! Do you include any workplace awards you might have received from portals like Glassdoor on your careers pages?
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TIP: A company blog is a great means to educate potential applicants on what it is like working for your company and for sharing your employee stories. Having a blog also lets you publish regular updates on the direction in which your company is heading – something which might interest a candidate a lot. |
Your company is not set in stone and nor should your EVP be. Build aspiration into the proposition, setting out your ambitions for your company and your employees over time. Review and update your messaging as your company evolves. Is your EVP still relevant to the company you have become and the workforce that you now employ?
Ramsay Healthcare include short video interviews with their employees in their job adverts.
In times where competition for quality people is high, it is important to be able to update your messaging across adverts, emails, and careers pages quickly.
Seamlessly integrated in to the Jobtrain talent acquisition platform is a simple to use, mobile friendly careers pages builder that gives you the power to add, amend or remove content so it always remains fresh and engaging to your candidate audience.
Research by Glassdoor said: |
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| 69% of candidates are likely to apply for a job if the employer actively manages its employer brand. | Candidates reportedly read approximately 7 company reviews when considering applying for a job. |
So, there are two audiences to keep in mind when defining and sharing your EVP. It can play an important role in engaging with your employees - ask for their feedback on whether the reality of working for your company reflects the EVP you have created. Equally, communicating your EVP should be an important part of your recruitment activity: make sure newcomers know why they should want to come on-board.