Why is your Employee Value Proposition so important for recruitment?

It’s no secret that we’re currently in a candidate driven recruitment market. Many organisations across the UK are reporting skills shortages across many different types of jobs and sectors. So how do you make your organisation and the jobs you’re trying to fill more appealing to candidates? This scenario is no longer about having a well written job advert or a fancy website to draw in candidates. There’s much more to consider and the phrase “EVP” is being rapidly thought of as the answer to all recruiters’ problems. But is it really that simple?

EVP - what does it mean?

Quite simply, an EVP is everything an employer could do to attract and retain employees, not just pay or perks, but the whole culture and ethos of your business. Basically, it’s the reason why an employee would want to work there as opposed to anywhere else. Every company has an EVP, however not all are clearly defined, and this can lead to mixed messages for a candidate.

The introduction of an EVP combined with a strong employer brand can help to provide a consistent message about the company and what it’s like to work there. The company’s values and culture should be transparent along with clearly defined rewards, benefits and opportunities. Blend this with an engaging candidate experience and a simple application process and you’re onto a winner.

Sharing the EVP message

Once you’ve defined your EVP, it’s vital to ensure this is visible and portrays a clear message to potential candidates through your careers website and your ATS.

A careers website that includes pages of content which reflect your EVP is key. This should be easy to update, include images and videos and have content that is regularly refreshed.

What about the job advert?

Make sure your job opportunities stand out from the crowd and the use of images and videos within your job adverts can help to achieve this. Including ‘a day in the life of’ videos of current employees can help to provide a real insight as to what it’s like to be in the position you are recruiting for.

37% of candidates admitted they changed their minds and didn’t start a new role despite accepting the initial job offer

There is little more dis-heartening after all your hard work for a candidate to leave you high and dry. Extending your EVP message into the onboarding process can significantly reduce this risk as it ensures your candidate feels welcomed and a part of the team, even before they’re onboard.