Evp making the right approach

1. Making the Right Approach Employee Perspective Employer Perspective Employees’ connection with the EVP determines their level of discretionary effort in bringing the company mission, vision and values to life A strategically designed EVP attracts, retains, engages and motivates employees to drive business success An Emplojhiu talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international Consumer Choice As consumers we have different priorities when making purchasing decisions. Consumer Choice When buying a new car we will all consider different elements important One of the biggest purchases So what happens when we start thinking about people “buying jobs from companies”? When people “buy” a new job from a company their purchasing decisions are equally as unique & personal A little bit of theory.... What’s an EVP? An Employment Value Proposition is the experience offered by an employer in exchange for the pro- ductivity and performance of an employee EVP encompasses both Employer Value Proposition and Employee Value proposition. The key thing it is ongoing and not just something to be considered at the stage of attraction Core EVP Whatever we say, it must be... EVP must be viisible, it must be seen, felt, experienced. It must be consistent, differentiated, distinctive and authentic. Essentially the EVP is the compelling reason to join a company. Induction & on boarding is a critical time and often when the EVP can fall down. EVP also applies to existing employees throughout the entire employment life cycle including when they leave. Leavers still have an opinion and you need to manage their expectations so that they cont. to be positive about you even once they’ve gone and recommend you to other potential future hires. Talent Works International Market Intelligence is at the heart of what we do as a business Doing the research TheLandscape Realityv.Perception Market Intelligence Assessing the market context: • What is currently happening in the market? • What might happen in the market moving forward? • What are the factors that may be hinder/ help us attract talent? • Are candidates out there? • What is the market rate for them? • Where are they based? • What are the factors that could impact our ability to retain talent? Employee Perspective Understanding the internal audience: • What attracted you to the business in the first place? • What have been the highlights of your experience to date? • What are the areas in which the employment experience could be improved? • How would you describe the culture? • What does it take to be successful here? • How would you go about attracting new talent? Competitor Analysis Exploring the competitor landscape: • Who are the key competitors for talent? • What is the employer proposition competitors have in the market? • Who are the key people in competitor organisations (level, role type)? • What rewards are competitors offering? • What recruitment activity are competitors undertaking? Candidate Insight Identifying external perceptions: • What are the key barriers to us recruiting candidates? • What are the career motivators for candidates in our market? • How well are we delivering the candidate experience? • What would encourage you to move company? • How does our branding activity compare to competitors? Reality mapping - thinking as a candidate An Employment An Employment Value Proposition is the experience offered An Employment Value Proposition is the experience offered An Employment Value Proposition is the experience offered An Employment Value Proposition is the experience offered An Employment

2. Consumer Choice As consumers we have different priorities when making purchasing decisions. 1 2 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international Consumer Choice When buying a new car we will all consider different elements important

3. 2 Consumer Choice When buying a new car we will all consider different elements important talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

4. One of the biggest purchases So what happens when we start thinking about people “buying jobs from companies”? 3 4 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international When people “buy” a new job from a company their purchasing decisions are equally as unique & personal

5. 4 When people “buy” a new job from a company their purchasing decisions are equally as unique & personal talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

6. 5 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international A little bit of theory....

7. What’s an EVP? An Employment Value Proposition is the experience offered by an employer in exchange for the pro- ductivity and performance of an employee 6 7 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international EVP encompasses both Employer Value Prop- osition and Employee Value proposition. The key thing it is ongoing and not just something to be considered at the stage of attraction Employee Perspective Employees’ connection with the EVP determines their level of discretionary effort in bringing the company mission, vision and values to life Employer Perspective A strategically designed EVP attracts, retains, engages and motivates employees to drive business success

8. 7 EVP encompasses both Employer Value Proposition and Employee Value proposition. The key thing it is ongoing and not just something to be considered at the stage of attraction 8 Employer Perspective A strategically designed EVP attracts, retains, engages and motivates employees to drive business success talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international Employee Perspective Employees’ connection with the EVP determines their level of discretionary effort in bringing the company mission, vision and values to life

9. Employee Perspective Employer Perspective Employees’ connection with the EVP determines their level of discretionary effort in bringing the company mission, vision and values to life A strategically designed EVP attracts, retains, engages and motivates employees to drive business success 8 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

10. Core EVP Provides clear characteristics that define how the brand should behave Establishes a set of behaviours unique to an organisation which people can identify Defines a unique promise that the employer delivers Creates the perception of organisation as an employer Defines how an employer will successfully inspire its people Ensures a consistent candidate experience TARGETED EVP Segmentation TargetEVP TargetEVP TargetEVP TargetEVP Umbrella Campaign Active Candidates Talent PoolPassive Candidates 9 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

11. 10 Employer Is the candidate a potential fit? Recruiter/ Researcher Candidate What will the candidate bring to the business? What’s in it for me? Reality mapping - thinking as a candidate Need to take time to position ourselves as a candidate talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

12. Essentially the EVP is the compelling reason to join a company. Induction & on boarding is a critical time and often when the EVP can fall down. EVP also applies to existing employees throughout the entire employment life cycle including when they leave. Leavers still have an opinion and you need to manage their expectations so that they cont. to be positive about you even once they’ve gone and recommend you to other potential future hires. 11 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

13. Talent Works International Market Intelligence is at the heart of what we do as a business 12 13 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international Doing the research TheLandscape Realityv.Perception Market Intelligence Assessing the market context: • What is currently happening in the market? • What might happen in the market moving forward? • What are the factors that may be hinder/ help us attract talent? • Are candidates out there? • What is the market rate for them? • Where are they based? • What are the factors that could impact our ability to retain talent? Employee Perspective Understanding the internal audience: • What attracted you to the business in the first place? • What have been the highlights of your experience to date? • What are the areas in which the employment experience could be improved? • How would you describe the culture? • What does it take to be successful here? • How would you go about attracting new talent? Competitor Analysis Exploring the competitor landscape: • Who are the key competitors for talent? • What is the employer proposition competitors have in the market? • Who are the key people in competitor organisations (level, role type)? • What rewards are competitors offering? • What recruitment activity are competitors undertaking? Candidate Insight Identifying external perceptions: • What are the key barriers to us recruiting candidates? • What are the career motivators for candidates in our market? • How well are we delivering the candidate experience? • What would encourage you to move company? • How does our branding activity compare to competitors?

14. 13 Doing the research TheLandscape Realityv.Perception Market Intelligence Assessing the market context: • What is currently happening in the market? • What might happen in the market moving forward? • What are the factors that may be hinder/ help us attract talent? • Are candidates out there? • What is the market rate for them? • Where are they based? • What are the factors that could impact our ability to retain talent? Employee Perspective Understanding the internal audience: • What attracted you to the business in the first place? • What have been the highlights of your experience to date? • What are the areas in which the employment experience could be improved? • How would you describe the culture? • What does it take to be successful here? • How would you go about attracting new talent? Competitor Analysis Exploring the competitor landscape: • Who are the key competitors for talent? • What is the employer proposition competitors have in the market? • Who are the key people in competitor organisations (level, role type)? • What rewards are competitors offering? • What recruitment activity are competitors undertaking? Candidate Insight Identifying external perceptions: • What are the key barriers to us recruiting candidates? • What are the career motivators for candidates in our market? • How well are we delivering the candidate experience? • What would encourage you to move company? • How does our branding activity compare to competitors? talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international

15. 14 talentworks.wordpress.com @mytalentworks linkedin.com/company/talent-works-international Whatever we say, it must be... EVP must be visible, it must be seen, felt, experienced. It must be consistent, differentiated, distinctive and authentic.