<ul><li>A complete understanding of the job is essential and the EVP must clearly describe real needs and clarify job expe...
<ul><li>Why would someone who is good at this type of work want this particular job?  </li></ul><ul><li>What does this job...
www.jdooley.com What does the person need to do in the job to be considered outstanding?
www.jdooley.com What will the person learn and become with this job?
www.jdooley.com Why is doing this job at your company better than doing the same job at a competitor?
<ul><li>Why do people come to work at your company and why do they stay?  </li></ul><ul><li>Is it leading edge technology?...
<ul><ul><li>A good EVP  </li></ul></ul>www.jdooley.com summarizes... <ul><li>Challenges </li></ul><ul><li>Projects </li></...
<ul><li>The written form of this should be so interesting that just reading it compels the candidate to apply. All good so...
www.jdooley.com Your ability to create a compelling pitch or convince a candidate who's on the fence to move forward all c...
www.jdooley.com Job knowledge also allows the headhunter to understand what the benefits are for the candidate  (i.e., opp...
www.jdooley.com Getting everyone on the interviewing team to agree to this job summary establishes a common framework to a...
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Employee Value Proposition (EVP)

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A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done. The written form of this should be so interesting that just reading it compels the candidate to apply.

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Employee Value Proposition (EVP)

  1. 2. <ul><li>A complete understanding of the job is essential and the EVP must clearly describe real needs and clarify job expectations. </li></ul><ul><li>Here are questions that must be answered before starting any sourcing approach… </li></ul>www.jdooley.com Define the Employee Value Proposition, (EVP)
  2. 3. <ul><li>Why would someone who is good at this type of work want this particular job? </li></ul><ul><li>What does this job offer that is unique or makes it most attractive to a potential candidate? </li></ul>www.jdooley.com
  3. 4. www.jdooley.com What does the person need to do in the job to be considered outstanding?
  4. 5. www.jdooley.com What will the person learn and become with this job?
  5. 6. www.jdooley.com Why is doing this job at your company better than doing the same job at a competitor?
  6. 7. <ul><li>Why do people come to work at your company and why do they stay? </li></ul><ul><li>Is it leading edge technology? </li></ul><ul><li>Fast growth? </li></ul><ul><li>Industry reputation? </li></ul><ul><li>Work/life balance? </li></ul><ul><li>How does it differentiate you from your primary competitors? </li></ul>www.jdooley.com
  7. 8. <ul><ul><li>A good EVP </li></ul></ul>www.jdooley.com summarizes... <ul><li>Challenges </li></ul><ul><li>Projects </li></ul><ul><li>growth opportunities </li></ul><ul><li>learning experiences </li></ul><ul><li>the type of work that needs to be done. </li></ul>
  8. 9. <ul><li>The written form of this should be so interesting that just reading it compels the candidate to apply. All good sourcing activities require deep job knowledge to attract top talent. </li></ul>www.jdooley.com
  9. 10. www.jdooley.com Your ability to create a compelling pitch or convince a candidate who's on the fence to move forward all comes from job knowledge.
  10. 11. www.jdooley.com Job knowledge also allows the headhunter to understand what the benefits are for the candidate (i.e., opportunity, growth, stretch). Otherwise, all you have left is compensation and benefits, and in this market, that's not nearly enough.
  11. 12. www.jdooley.com Getting everyone on the interviewing team to agree to this job summary establishes a common framework to assess competency, motivation, and fit.
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