1. 7 Things A Recruiter Will Never
Tell You
Part 1 – Employee Value Proposition
Craig Shutt
Managing Director
2. 7 Things A Recruiter Will Never Tell You
2
1. Creating a powerful employment brand
2. Accessing your industry’s top talent
3. Predicting success of new hires
4. Building a fool proof selection methodology
5. Developing successful on-boarding strategies
6. Measuring return on talent acquisition
investment
7. Avoiding recruitment agencies for ever!
15 Oct 2012
3. What is an Employee Value Proposition?
3
It is the reasons why an employee wants to join
or remain within your business
It is critical to the success of becoming an
Employer of Choice and your business success
Gone are the days of an employee having to
market themselves to you, it’s up to you to
promote your credentials!
15 Oct 2012
4. 4
If you want to attract and retain the
best people, you need to think like
a Marketer!
15 Oct 2012
5. 5
Your employee value proposition
must be real and be consistent to
both internal and external parties.
If not, it will end in disaster!
15 Oct 2012
6. Understanding employee drivers
6
1. Values
2. Career opportunities
3. Flexibility
4. Work / life balance
5. Training
6. Leadership development
7. Diversity in the workplace
8. Remuneration
15 Oct 2012
7. How to design your proposition?
7
1. Ask your employees what they think
2. Be brave and ask what they would change
3. Be even braver and conduct an employee
engagement survey
4. Explore what employers of choice offer
- AON Hewitt Best Employers, Gallop poll
15 Oct 2012
8. What do employers of choice offer?
8
1. Flexible working conditions
2. Modern working environments and technology
3. Subsidised training i.e RTO partnerships
4. Charity days
5. Diversity strategies
6. Formal performance reviews
7. Employee engagement surveys
8. Channels of communication
Change!
15 Oct 2012
9. How to communicate your brand?
9
1. Design the brand with a tag line for impact
2. Communicate the brand internally
3. Empower your team with tools to market it
4. Owners and Managers to lead by example
5. Use a myriad of channels to communicate a to
potential employees
6. Consider online, offline and the experience
methods to communicate
15 Oct 2012
12. The experience is down to you!
12
1. Acknowledge applications
2. Send unsuccessful letters / emails
3. Provide flexibility for interview times
4. Send information packs prior to interviews
5. Consider video interviews as first stage
6. Provide constructive feedback
7. Do what you say you will do!
15 Oct 2012
13. Measuring return on investment
13
1. Analyse application sources and invest more in
what works
2. Applications per vacancy ratio should increase
3. Employee referrals should also increase. Great
employers source 50% via this method
4. Assess productivity of new hires
5. Develop metrics to measure turnover of new
hires versus previous environment
15 Oct 2012
14. Key Actions
14
1. What do your employees want?
2. Collate ideas and present alternatives
3. Get some USP’s
4. Generate internal and external PR
5. Communicate through a myriad of channels
6. Follow through with actions and create an
experience
7. Measure what’s working so you get bang for
buck
8. Be consistent
9. And it does not have to cost a lot!
15 Oct 2012
15. Some great examples
15
Every Employee Value Proposition is unique, however,
some good examples that may provide inspiration
include:
Apple
AGL
15 Oct 2012
16. Connecting with us
16
Website – www.amplifytalent.com.au
Email – craig.shutt@amplifytalent.com.au
Phone – 02 8215 1569
Managing Director
15 Oct 2012
