Developing an impactful employer brand.
This Brandoos Teaser “Employer Branding” captures the essentials of Employee Value Proposition (EVP) development. It provides you the necessary knowledge, assignments and work templates to develop an EVP for your company.
The EVP framework you are about to develop defines how your company is positioned on the job market vis-a-vis existing and future talents and thus helps you build an effective foundation for employee recruiting and retention.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
The document proposes developing an Employee Value Proposition (EVP) page on the company website to attract quality candidates. It argues that candidates now consider culture and development opportunities, not just compensation, when choosing employers. The EVP page would showcase the company culture, values, development programs, and benefits of working there using existing resources from the internal site. It would provide a realistic preview for candidates and help attract people who fit the culture. The cost to develop the page is minimal as the content already exists, and it could help the company attract better candidates.
This document discusses strategies for effectively engaging employees through communication of an organization's employee value proposition (EVP). It emphasizes that leading companies build employee loyalty similar to how brands build customer loyalty. Real-time measurement of employee sentiment, satisfaction, and engagement is important for managing risk, making fact-based decisions, and retaining talent. Developing an EVP framework that is aligned with the organization's brand and values, communicating it consistently through various channels, and measuring engagement can improve revenue, competitiveness, and attract top talent.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Employee Value Proposition Framework PowerPoint Presentation SlidesSlideTeam
The document outlines an employee value proposition framework. It includes components like rewards & benefits, employment brand, recruiting strategy, and corporate brand that make up an employee value proposition. It also lists categories of an employee value proposition like opportunity, rewards, work, people, and organization. The framework includes templates for an employee value proposition and its components.
HRM Employee Value Proposition Survey Resultsgmorris1974
This document summarizes the results of a survey on employee value propositions conducted by HRM Recruitment Group. Over 10,000 executive employees across various industries and functions participated in the survey. Key findings include:
- After salary, annual leave is the most important compensation element, while company cars are the least important.
- Career stability is the most important career development factor.
- Respect and leadership calmness are the most important cultural elements.
- Work-life balance is most important for specialists, while the reporting manager is most important for professional services.
- Establishing rapport and showing interest are the top hiring process influencers.
This document discusses leveraging an organization's Employee Value Proposition (EVP) to attract and retain top talent. It covers:
1. Why EVP is important for financial results, talent pools, and satisfaction. Disconnects can exist between what candidates and employers value.
2. Research on motivators for Indian MSME employees found adequate salary, job security, promotion opportunities, and interesting work as top drivers.
3. Fifteen questions are provided to help organizations assess and enhance their EVP, including defining it, researching it, marketing it, ensuring alignment of strategies and processes, and delivering on promises.
4. Innovative EVP examples include flexible hours, additional leave options, child
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
The document proposes developing an Employee Value Proposition (EVP) page on the company website to attract quality candidates. It argues that candidates now consider culture and development opportunities, not just compensation, when choosing employers. The EVP page would showcase the company culture, values, development programs, and benefits of working there using existing resources from the internal site. It would provide a realistic preview for candidates and help attract people who fit the culture. The cost to develop the page is minimal as the content already exists, and it could help the company attract better candidates.
This document discusses strategies for effectively engaging employees through communication of an organization's employee value proposition (EVP). It emphasizes that leading companies build employee loyalty similar to how brands build customer loyalty. Real-time measurement of employee sentiment, satisfaction, and engagement is important for managing risk, making fact-based decisions, and retaining talent. Developing an EVP framework that is aligned with the organization's brand and values, communicating it consistently through various channels, and measuring engagement can improve revenue, competitiveness, and attract top talent.
4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy*.
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this APAC webinar, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch. You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
Employee Value Proposition Framework PowerPoint Presentation SlidesSlideTeam
The document outlines an employee value proposition framework. It includes components like rewards & benefits, employment brand, recruiting strategy, and corporate brand that make up an employee value proposition. It also lists categories of an employee value proposition like opportunity, rewards, work, people, and organization. The framework includes templates for an employee value proposition and its components.
HRM Employee Value Proposition Survey Resultsgmorris1974
This document summarizes the results of a survey on employee value propositions conducted by HRM Recruitment Group. Over 10,000 executive employees across various industries and functions participated in the survey. Key findings include:
- After salary, annual leave is the most important compensation element, while company cars are the least important.
- Career stability is the most important career development factor.
- Respect and leadership calmness are the most important cultural elements.
- Work-life balance is most important for specialists, while the reporting manager is most important for professional services.
- Establishing rapport and showing interest are the top hiring process influencers.
This document discusses leveraging an organization's Employee Value Proposition (EVP) to attract and retain top talent. It covers:
1. Why EVP is important for financial results, talent pools, and satisfaction. Disconnects can exist between what candidates and employers value.
2. Research on motivators for Indian MSME employees found adequate salary, job security, promotion opportunities, and interesting work as top drivers.
3. Fifteen questions are provided to help organizations assess and enhance their EVP, including defining it, researching it, marketing it, ensuring alignment of strategies and processes, and delivering on promises.
4. Innovative EVP examples include flexible hours, additional leave options, child
Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement.
In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results.
In this practical, “how to” webinar you’ll learn:
· Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers)
· How to develop a calendar of just-in-time communication (that you can keep up with)
· Tips and strategies for communicating total rewards to today’s workforce
· How to leverage varied communication styles and approaches
· How to turn total rewards into retention
Mercer is a global consulting firm focused on health, wealth, and career. It provides innovative HR solutions and strives to invest in its people. Mercer empowers its employees, has a diverse and inclusive culture, and is dedicated to serving clients. The document highlights Mercer's mission, values, people strategy, and opportunities for career growth.
Employee Value Proposition Blog VersionWilliam Chin
The document discusses an employee value proposition (EVP) approach for attracting and retaining talent. It outlines that an EVP focuses on the culture and perceived values of working at an organization. It also notes that companies must differentiate their EVP through social media, branding, and location strategies while ensuring inclusion and engagement. During economic downturns, an EVP is at risk of erosion if critical programs are stalled which can damage employee morale.
Employee Value Proposition Template PowerPoint Presentation SlidesSlideTeam
Retain your employees by incorporating our employee value proposition PowerPoint slides. Our employee value proposition PPT slideshow has a set of various useful and customizable Presentation slides which can represent the offerings given to your employees in an eye pleasing manner. It is the people which leads an organization to the path of success using their skills, knowledge and capabilities. So, you should hire the best of talent offering them the best possible opportunities using our employee value proposition Presentation theme. This content-ready employee value proposition PowerPoint deck covers topics like employee value proposition components, employee benefits, work life balance, framework, benefits, and more. Increase your workforce and retain the talent by showcasing your viewers employee value proposition Presentation templates. You can add your own content as the graphics are completely modifiable. A strong employee value proposition PPT design will help in retaining top performers and attract the best talent. Download these PPT diagrams as required. Encourage folks to express friendship with our Employee Value Proposition Template PowerPoint Presentation Slides. Generate handshakes all around.
This document discusses the importance of an employee value proposition (EVP) for talent management. It defines an EVP as a compelling promise that defines the work experience and balances what employees receive versus what they give. An effective EVP is critical for attracting, retaining, and engaging quality talent. The document provides tips for creating an EVP, getting it out to candidates and employees, and reinforcing it throughout the recruitment process. It also includes some interactive exercises and recommends books on talent management.
This document summarizes the process of building an employment value proposition (EVP) for a business unit within a company called iiA. Key steps included identifying strategic jobs, surveying employees on important attributes, conducting interviews, reviewing competitors, and getting executive approval to focus on attributes like innovative work, location, stability, and work-life balance. Implementation involves updating recruiting materials, testimonials, email signatures, and onboarding to deliver the EVP. The goal is to promote iiA as a preferred employer and integrate the EVP into day-to-day operations.
This document discusses the importance of an employee value proposition (EVP) for attracting, retaining, and engaging talent. An EVP is a compelling promise that defines the work experience and balances what employees receive versus give. The purpose of an EVP is to create excitement about the organization and ensure the right candidates see the organization as an attractive employer. An organization should elicit its EVP from employees, managers, competitors and recruiters to understand the attractive components. Both tangible elements like compensation and intangible elements like culture should be considered. The EVP must then be effectively marketed and reinforced throughout the recruitment process.
Motivate Europe Live: The role of Recognition andIncentives in the ‘Employee...Motivate Europe Live
This document discusses the employee value proposition (EVP) and the role that recognition and incentives play in developing a strong EVP. It defines the EVP as the elements employees consider when evaluating an employer. Recognition and incentives are important for attracting, retaining, and engaging employees. The document outlines different types of incentive and recognition schemes and how they can be used to support various business goals beyond just sales, such as improving safety, productivity, costs, and staff retention. Recognition acknowledges employee actions and performance while incentives offer variable payments tied to predetermined performance goals. Both recognition and incentives help support an organization's values and business strategy as important aspects of an employer's value proposition.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Genea is an Australian healthcare organization specializing in fertility treatments. They have developed an effective Employee Value Proposition (EVP) to attract, retain, and develop skilled staff. Their EVP focuses on work-life balance policies for women, team-based work, recognition programs, learning and development opportunities, health and wellness benefits, and an engaging company culture. Genea blends traditional training with knowledge sharing among employees to effectively transfer critical knowledge throughout the organization.
The webinar covered developing an employee value proposition (EVP) for organizations. An EVP is a written statement that tells applicants and employees what an employer will provide for them. It should distinguish an employer from competitors and answer "What's in it for me?". Developing an effective EVP can increase employee commitment, attract passive job seekers, and lower new hire costs. The webinar provided examples of EVPs and discussed gathering employee feedback to identify an organization's unique benefits to include in an EVP. Communicating and living the EVP daily is important to maximize its impact on retention.
Creating a Superior Employee Value PropositionThe HR Observer
This document discusses creating an effective employee value proposition (EVP) to attract, retain, and engage employees. It summarizes data from Towers Watson studies on trends in talent management and rewards. Key points include: hiring and retention are challenges for many employers; cash is less important for attracting younger employees who value career growth; retention depends on factors like pay, career development and job security; engagement in the Middle East is driven by leadership, communication, and an organization's image and integrity. An effective EVP balances what an employer offers ("give") with what is expected from employees ("get") to support attraction, retention and sustainable engagement.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Lesley Harvey presented on building an effective employee value proposition (EVP). An EVP describes the mix of benefits and characteristics that make an organization appealing for employees. It is important because it differentiates an employer and ensures the reality matches the branding. Benefits of a strong EVP include attracting and retaining talent, standing out beyond compensation, and engaging current employees. An effective EVP clearly articulates the offer, differentiates the organization, and is integrated across processes and touchpoints. The presentation provided steps for creating an EVP including collecting data, analyzing it, developing and testing a proposition, and revising and launching it.
10 reasons why it's time to re think the EVPTEDxMongKok
The document outlines 10 reasons why traditional approaches to developing Employee Value Propositions (EVPs) are flawed and ineffective. It argues that common practices like surveys provide poor quality data, EVPs are disconnected from employees' real experiences, and they are not tailored to different employee groups. The document calls for a reinvention of the EVP approach to make them more authentic, meaningful, and aligned with employees' day-to-day experiences of working at an organization.
Employees Training Proposal Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Providing continuous training opportunities to the employees really helps the companies to function efficiently and effectively. Such a training program requires detailed planning and attention to detail. SlideTeam presents you with an employee training proposal PowerPoint Presentation. Use this PPT to present a professional employee training proposal with ease. With the help of this well written and comprehensive proposal, explain the training needs. Also, describe the related activities and analyze different ways to test the effectiveness of training. Use this employee training proposal PPT to mention different departments and positions that might be affected by the training. This proposal PowerPoint slideshow enables you to explain how the employee training process can benefit the company. Avail this professional proposal to initiate rapid improvement in your employees. We provide you slides where you can mention your training objectives such as team-building workshops, time management, and productivity. Achieve a clear understanding of the correct leadership and management with the help of this proposal PPT. Provide your employees with proper planning to handle time management issues, leadership, and moral issues and performance issues. Provide your audience with a detailed overview of the entire process which you undertake for the employee planning. Elaborate on your assessments, analysis and training curriculums. With the help of this well-formatted proposal, explain your onlookers about your core values, mission, and vision of the company. Therefore, download this employee training proposal now and take your organization to a greater height by providing appropriate training to your employees. https://bit.ly/3lcPpCE
The document describes a "From Campus to Corporate Leaders Workshop" training program. The workshop is designed to help new recruits transition smoothly from campus to the corporate setting. It covers topics like developing self-confidence, understanding strengths and weaknesses, building interpersonal skills, working in teams, and learning corporate etiquette. The workshop is 2-3 days long and uses interactive methods like role plays, group discussions, and case studies. It provides personal feedback to help participants and their organizations. Many major companies have benefited from this training program.
The document provides an overview of employer branding services, including developing an Employee Value Proposition (EVP) and managing an employer brand to attract, retain, and engage employees. It discusses how strong employer brands can recruit better candidates, improve engagement, and enhance reputation. The company offers end-to-end consulting, workshops, and audits to help clients define their EVP, develop branding strategies, and evaluate their employment experience.
Total Rewards encompasses a broad range of offerings from tangible (pay and benefits) to less quantifiable (policies, practices, flexibility) benefits, all of which are designed to attract and retain top talent. The challenge Compensation and Rewards professionals face today is finding a way to communicate the value of employment to an expanding number of employment roles in extremely competitive job markets coupled with rising turnover costs and decreasing engagement.
In this exclusive training webinar, special guest Tony Kerekes will share inside strategies from his 20+ years of designing and implementing total rewards programs for leading organizations. Get insights and ideas on how to adapt to the changing workforce and job market (contractors and freelancers will be 40% of the workforce) with a more effective total rewards program that gets results.
In this practical, “how to” webinar you’ll learn:
· Keys to building an effective total rewards engagement strategy (for employees, contractors and freelancers)
· How to develop a calendar of just-in-time communication (that you can keep up with)
· Tips and strategies for communicating total rewards to today’s workforce
· How to leverage varied communication styles and approaches
· How to turn total rewards into retention
Mercer is a global consulting firm focused on health, wealth, and career. It provides innovative HR solutions and strives to invest in its people. Mercer empowers its employees, has a diverse and inclusive culture, and is dedicated to serving clients. The document highlights Mercer's mission, values, people strategy, and opportunities for career growth.
Employee Value Proposition Blog VersionWilliam Chin
The document discusses an employee value proposition (EVP) approach for attracting and retaining talent. It outlines that an EVP focuses on the culture and perceived values of working at an organization. It also notes that companies must differentiate their EVP through social media, branding, and location strategies while ensuring inclusion and engagement. During economic downturns, an EVP is at risk of erosion if critical programs are stalled which can damage employee morale.
Employee Value Proposition Template PowerPoint Presentation SlidesSlideTeam
Retain your employees by incorporating our employee value proposition PowerPoint slides. Our employee value proposition PPT slideshow has a set of various useful and customizable Presentation slides which can represent the offerings given to your employees in an eye pleasing manner. It is the people which leads an organization to the path of success using their skills, knowledge and capabilities. So, you should hire the best of talent offering them the best possible opportunities using our employee value proposition Presentation theme. This content-ready employee value proposition PowerPoint deck covers topics like employee value proposition components, employee benefits, work life balance, framework, benefits, and more. Increase your workforce and retain the talent by showcasing your viewers employee value proposition Presentation templates. You can add your own content as the graphics are completely modifiable. A strong employee value proposition PPT design will help in retaining top performers and attract the best talent. Download these PPT diagrams as required. Encourage folks to express friendship with our Employee Value Proposition Template PowerPoint Presentation Slides. Generate handshakes all around.
This document discusses the importance of an employee value proposition (EVP) for talent management. It defines an EVP as a compelling promise that defines the work experience and balances what employees receive versus what they give. An effective EVP is critical for attracting, retaining, and engaging quality talent. The document provides tips for creating an EVP, getting it out to candidates and employees, and reinforcing it throughout the recruitment process. It also includes some interactive exercises and recommends books on talent management.
This document summarizes the process of building an employment value proposition (EVP) for a business unit within a company called iiA. Key steps included identifying strategic jobs, surveying employees on important attributes, conducting interviews, reviewing competitors, and getting executive approval to focus on attributes like innovative work, location, stability, and work-life balance. Implementation involves updating recruiting materials, testimonials, email signatures, and onboarding to deliver the EVP. The goal is to promote iiA as a preferred employer and integrate the EVP into day-to-day operations.
This document discusses the importance of an employee value proposition (EVP) for attracting, retaining, and engaging talent. An EVP is a compelling promise that defines the work experience and balances what employees receive versus give. The purpose of an EVP is to create excitement about the organization and ensure the right candidates see the organization as an attractive employer. An organization should elicit its EVP from employees, managers, competitors and recruiters to understand the attractive components. Both tangible elements like compensation and intangible elements like culture should be considered. The EVP must then be effectively marketed and reinforced throughout the recruitment process.
Motivate Europe Live: The role of Recognition andIncentives in the ‘Employee...Motivate Europe Live
This document discusses the employee value proposition (EVP) and the role that recognition and incentives play in developing a strong EVP. It defines the EVP as the elements employees consider when evaluating an employer. Recognition and incentives are important for attracting, retaining, and engaging employees. The document outlines different types of incentive and recognition schemes and how they can be used to support various business goals beyond just sales, such as improving safety, productivity, costs, and staff retention. Recognition acknowledges employee actions and performance while incentives offer variable payments tied to predetermined performance goals. Both recognition and incentives help support an organization's values and business strategy as important aspects of an employer's value proposition.
A compelling employee value proposition to attract retain and develop skilled...Alexandra Lederer
Genea is an Australian healthcare organization specializing in fertility treatments. They have developed an effective Employee Value Proposition (EVP) to attract, retain, and develop skilled staff. Their EVP focuses on work-life balance policies for women, team-based work, recognition programs, learning and development opportunities, health and wellness benefits, and an engaging company culture. Genea blends traditional training with knowledge sharing among employees to effectively transfer critical knowledge throughout the organization.
The webinar covered developing an employee value proposition (EVP) for organizations. An EVP is a written statement that tells applicants and employees what an employer will provide for them. It should distinguish an employer from competitors and answer "What's in it for me?". Developing an effective EVP can increase employee commitment, attract passive job seekers, and lower new hire costs. The webinar provided examples of EVPs and discussed gathering employee feedback to identify an organization's unique benefits to include in an EVP. Communicating and living the EVP daily is important to maximize its impact on retention.
Creating a Superior Employee Value PropositionThe HR Observer
This document discusses creating an effective employee value proposition (EVP) to attract, retain, and engage employees. It summarizes data from Towers Watson studies on trends in talent management and rewards. Key points include: hiring and retention are challenges for many employers; cash is less important for attracting younger employees who value career growth; retention depends on factors like pay, career development and job security; engagement in the Middle East is driven by leadership, communication, and an organization's image and integrity. An effective EVP balances what an employer offers ("give") with what is expected from employees ("get") to support attraction, retention and sustainable engagement.
Crafting a Powerful Employee Value PropositionCielo
Creating, refreshing or overhauling your Employee Value Proposition (EVP) is no simple undertaking. It must become a living asset that informs your people agenda, policies and processes. Here is the 10-step framework for planning and implementing your own authentic EVP.
Lesley Harvey presented on building an effective employee value proposition (EVP). An EVP describes the mix of benefits and characteristics that make an organization appealing for employees. It is important because it differentiates an employer and ensures the reality matches the branding. Benefits of a strong EVP include attracting and retaining talent, standing out beyond compensation, and engaging current employees. An effective EVP clearly articulates the offer, differentiates the organization, and is integrated across processes and touchpoints. The presentation provided steps for creating an EVP including collecting data, analyzing it, developing and testing a proposition, and revising and launching it.
10 reasons why it's time to re think the EVPTEDxMongKok
The document outlines 10 reasons why traditional approaches to developing Employee Value Propositions (EVPs) are flawed and ineffective. It argues that common practices like surveys provide poor quality data, EVPs are disconnected from employees' real experiences, and they are not tailored to different employee groups. The document calls for a reinvention of the EVP approach to make them more authentic, meaningful, and aligned with employees' day-to-day experiences of working at an organization.
Employees Training Proposal Powerpoint Presentation SlidesSlideTeam
"You can download this product from SlideTeam.net"
Providing continuous training opportunities to the employees really helps the companies to function efficiently and effectively. Such a training program requires detailed planning and attention to detail. SlideTeam presents you with an employee training proposal PowerPoint Presentation. Use this PPT to present a professional employee training proposal with ease. With the help of this well written and comprehensive proposal, explain the training needs. Also, describe the related activities and analyze different ways to test the effectiveness of training. Use this employee training proposal PPT to mention different departments and positions that might be affected by the training. This proposal PowerPoint slideshow enables you to explain how the employee training process can benefit the company. Avail this professional proposal to initiate rapid improvement in your employees. We provide you slides where you can mention your training objectives such as team-building workshops, time management, and productivity. Achieve a clear understanding of the correct leadership and management with the help of this proposal PPT. Provide your employees with proper planning to handle time management issues, leadership, and moral issues and performance issues. Provide your audience with a detailed overview of the entire process which you undertake for the employee planning. Elaborate on your assessments, analysis and training curriculums. With the help of this well-formatted proposal, explain your onlookers about your core values, mission, and vision of the company. Therefore, download this employee training proposal now and take your organization to a greater height by providing appropriate training to your employees. https://bit.ly/3lcPpCE
The document describes a "From Campus to Corporate Leaders Workshop" training program. The workshop is designed to help new recruits transition smoothly from campus to the corporate setting. It covers topics like developing self-confidence, understanding strengths and weaknesses, building interpersonal skills, working in teams, and learning corporate etiquette. The workshop is 2-3 days long and uses interactive methods like role plays, group discussions, and case studies. It provides personal feedback to help participants and their organizations. Many major companies have benefited from this training program.
The document provides an overview of employer branding services, including developing an Employee Value Proposition (EVP) and managing an employer brand to attract, retain, and engage employees. It discusses how strong employer brands can recruit better candidates, improve engagement, and enhance reputation. The company offers end-to-end consulting, workshops, and audits to help clients define their EVP, develop branding strategies, and evaluate their employment experience.
The document discusses leveraging an organization's Employee Value Proposition (EVP) to attract and retain top talent. It finds that having a strong EVP leads to better financial and business outcomes. While candidates and employers sometimes value different attributes, research in India found adequate salary, job security, promotion opportunities, interesting work, and responsibility/independence as top motivators. The document provides questions to help assess an organization's EVP and tips like flexible work hours to strengthen the EVP. The Academy of HRD aims to help members with EVP research, interventions, and career programs.
This document discusses employer branding and employee value proposition. It defines employer branding as communicating an organization's identity to potential and current employees. Developing a strong employer brand is important for attracting and retaining talent. An effective employer brand is aligned with business strategy and clearly conveys what an employee will gain from working at the organization. Researching existing employees and external perceptions is key to defining an accurate employee value proposition.
This document provides guidance on developing a strong employer brand. It discusses that candidates are like customers seeking compelling offers from companies known to deliver on desires. An effective employer brand must be known, understood, and desirable. The document outlines that employer branding is everyone's responsibility, and that companies must adopt a marketing mindset to attract talent. It also provides steps to build a strong employer brand, including researching current perceptions, articulating a value proposition, and strategic execution across channels.
Employer branding is how an organization is perceived internally and externally as an employer. An employer value proposition communicates this image to attract and retain top talent. Despite economic uncertainty, attracting and retaining talent remains critical for business success. Research from Ipsos MORI can help organizations understand how employees and potential hires view them compared to competitors, what these audiences want from employers, and how to improve their employer value proposition. Ipsos MORI uses qualitative and quantitative methods to provide a full picture of an organization's image and actionable recommendations.
This document discusses developing an effective employer brand strategy. It covers creating an employer brand insight platform by researching what makes a company distinctive from both internal and external perspectives. It also addresses developing an employee value proposition through defining attributes, core positioning, and balancing current reality with future vision. Additionally, it touches on differentiating an employer brand through distinctive attributes and expressions, as well as tailoring an employer brand for specific regional, divisional, and functional target groups.
An Employee Value Proposition (EVP) is a two-way agreement between an employer and employee that details the skills the employee provides and what the employer provides in return, such as training, benefits, and work opportunities. A good EVP differentiates a company from its competitors and shows employees what they gain from working there. Creating an EVP involves understanding employee motivations, responding to their feedback, and outlining policies, rewards, and development opportunities. Delivering the EVP during recruitment, induction, and ongoing reviews helps attract and retain top talent.
2010 Seattle SMA Presentation - Conference Room Or Cubicle, What type of recr...Steve Lowisz
This document summarizes a presentation on how talent acquisition professionals can build credibility with hiring managers. It discusses moving from being viewed as an "expense center" to a "profit center" by focusing on quality of hire rather than just filling seats. It recommends recruiters lead the job ordering and candidate selection process, communicate proactively, and focus on metrics that drive business results like quality of hire and productivity rather than just time-to-fill. It also provides examples of competencies and steps recruiters can take to align their strategy with organizational objectives.
Professional branding involves marketing yourself as a brand that differentiates you from other job seekers. It is important to identify your unique selling propositions (USPs) which showcase your competencies and how they match employer needs. A 7-step process helps identify hard and soft skills, requirements for roles, eliminate common skills, match skills to roles, verify strengths with others, craft an impactful phrase, and monitor outcomes. Developing a strong professional brand enhances job search effectiveness.
Professional branding involves marketing yourself as a brand that differentiates you from other job seekers. It is important to identify your unique selling propositions (USPs) which showcase your competencies and how they match employer needs. A 7-step process is outlined to help individuals identify their hard and soft skills, match these to job requirements, and develop impactful catchphrases to craft a distinctive professional brand that enhances their job search effectiveness.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on what the organization stands for, differentiation from competitors, communicating benefits to employees, ensuring continuity during changes, and consistency between words and actions. Research, defining brand attributes, implementing communications, and measuring results are key steps in a typical employer branding project. Benefits of employer branding include increased productivity, retention, and attractiveness as an employer.
Employer branding involves developing an image of an organization as a great place to work in order to engage employees and attract talent. It captures the essence of a company's culture, systems, attitudes and employee relationships. Developing an effective employer brand requires insight into employee perceptions, a clear focus on the organization's purpose, differentiation from competitors, communicating benefits to employees, continuity over time, and consistency between words and actions. Research, internal communication, recruitment, leadership and workplace environment all contribute to building and maintaining a strong employer brand. The process typically involves discovery, analysis, implementation, communication and ongoing measurement and optimization. Benefits of employer branding include increased productivity, retention, engagement and attractiveness as an employer.
Organisations will easily lose high-quality talent if there are few career advancement opportunities available to them. According to a study, two out of three employees have considered leaving their jobs due to a lack of opportunities for skills development or career advancement.
As such, professional growth remains at the top of many employees' minds, and career pathing is a critical tool that you, as an employer, can use to facilitate that growth.
Providing them with clear-cut career development requires a commitment to clarifying pathways for growth. Hence, by giving you a clear understanding of your employees' needs and aspirations, career pathing can also make internal recruitment and succession planning much easier.
In this deck, you'll understand why you should prioritise career development for your team.
You'll also learn
• The benefits of career pathing to your team
• Four (4) proactive steps you can take to create an effective career pathing
• The crucial role of career pathing in your organisational success.
The document discusses different word style strategies for resumes, including using power verbs to showcase accomplishments, quantifiable metrics to provide tangible results, and industry-specific jargon to demonstrate familiarity. It also recommends descriptive adjectives, dynamic action words to convey energy, relevant keywords for applicant tracking systems, and tailoring word choices for each job application. The document promotes resume help services for crafting impactful resumes.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
The document discusses several aspects of human resource practices that are important for business success. It emphasizes that talent is a critical resource for innovation, world-class processes, and building strong brands. It also discusses the need for world-class HR practices to win the "war for talent" and compete in today's global market where customers demand continuous improvement. Finally, it outlines several domains of HR capability that are required, including strategies aligned with business goals, developing skills and engaging employees, compensation practices, and delivering excellent service.
How to hire a perfect Chief Sales OfficerHireQuotient
1.Hiring a Chief Sales Officer (CSO) is crucial for companies aiming to lead and enhance their overall sales strategy at an executive level.
2.Clarify Your Needs and Goals
Begin by defining the specific responsibilities and strategic goals for the Chief Sales Officer within your organization.
3. Craft a Detailed Job Description
Utilize the job description template provided earlier as a starting point to create a detailed and appealing job posting.
4. Utilize Various Recruitment Channels
EasySource to help you discover candidates from your internal and external candidate pools. EasySource's Candidate Discovery Module will automate candidate
5.Screen for Key Competencies
To streamline this process, consider using EasySource's AI-powered Candidate Screening Module, which will ensure candidate profiles align with your job requirements.
6.. Engage Short-Listed Candidates
Engaging short-listed candidates effectively is critical, especially at the executive level. Personalized communication that resonates with their extensive experience and career aspirations is key to attracting their interest. EasySource’s Candidate Engagement Module can assist in crafting compelling, hyper-personalized messages quickly and efficiently.
7. Assess the Skills of the Candidate
Assessing the skills of candidates for a CSO role requires a thorough evaluation of their strategic sales leadership and management capabilities. Use HireQuotient’s EasyAssess.
8. Evaluate Leadership and Strategic Thinking
Assess the candidate's ability to lead at an executive level and their strategic approach to sales.
9.Check References
Contact previous employers to verify the candidate’s past accomplishments, leadership skills, and effectiveness in executive roles.
10. Make a Competitive Offer
Once you identify the right candidate, make a compelling offer that reflects the value they bring to your organization.
11. Ensure a Smooth Onboarding Process
Facilitate a comprehensive onboarding process that introduces the new CSO to your company’s sales processes, tools, and team members
To read the full article, visit
https://www.hirequotient.com/how-to-hire/chief-sales-officer
The document discusses designing an HR architecture for a differentiated workforce. It emphasizes establishing a workforce philosophy aligned with business strategy to guide the development of a unique HR system. An effective HR architecture consists of interrelated HR policies, programs, practices, and processes to attract the right employees, differentiate roles, and link performance to outcomes. This helps create a culture where strategic employees understand and contribute to achieving the company's mission and goals.
Lesley Harvey presented on building an effective employee value proposition (EVP). An EVP describes the mix of benefits, characteristics, and ways of working that an organization offers employees. It is important for differentiation, appealing branding, and ensuring reality matches promises. Benefits of a strong EVP include attracting and retaining talent, standing out beyond compensation, engaging current employees, and creating a strong employer brand. An effective EVP clearly articulates offers, differentiates from competitors, targets desired talent, and is integrated across the organization. The presentation outlined key elements an EVP should contain and the process for creating one, from collecting and analyzing data to revising and launching the proposition.
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2. ENABLING COMPANIES
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INTRODUCTION
Objective:
This Brandoos Inspiration “Employer Branding” captures the essentials of Employee Value Proposition (EVP) development. It provides you the necessary knowledge, assignments and work templates to develop an EVP for your company.
The EVP framework you are about to develop defines how your company is positioned on the job market vis-a-vis existing and future talents and thus helps you build an effective foundation for employee recruiting and retention.
About Brandoos:
We are a market oriented strategic management consulting firm and deliver fact based, creative and actionable strategies and recommendations that help you grow your business, brand and people.
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As such, the EVP is the foundation of all HR efforts and builds the basis for the interaction with existing or future employees across all touchpoints
An employer brand or employee value proposition (EVP) defines how a company is positioned on the job market vis-a-vis existing and future employees
WHAT IS AN EMPLOYER BRAND AND WHAT ARE ITS LONGTERM OBJECTIVES?
Effective Recruiting of Employees
WHAT
Sustainable Retention of Employees
However, communicating a promise is not enough. You have to walk the talk and bring the promise to employees to live across all touchpoints. Employees need to experience the EVP in their entire career. If executed right, the relevant EVP will help you retain talents sustainably and make your company a preferred place to work
The objective is to develop a strategy driven employer brand that offers a relevant value proposition and promise to employees that allows us to start the dialogue with future employees based on their needs and our company’s business objectives. This will help attracting talents more effectively if executed consistently and across all touchpoints
OBJECTIVES
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WHAT ARE THE REQUIREMENTS FOR AN IMPACTFUL EMPLOYER VALUE PROPOSITION?
RELEVANT
UNIQUE
CREDIBLE
STRATEGIC & SUSTAINABLE
EVP
The EVP needs to be relevant for employees
The EVP needs to address talent’s needs and decision drivers
Key elements that drive employee retention need to be incorporated in EVP
The EVP needs to speak to relevant trends
The EVP needs to be strategy led
To be impactful, the EVP needs to attract the right talents with the relevant competencies for future growth
The employer brand also needs to be aligned with values of the company brand
The EVP needs to be credible - walk the talk
To be credible, all employee touchpoints need to meet expectations raised by the promises we make with our EVP
All touchpoints from recruiting to hiring to daily work routine need to be assessed (thorough touchpoint audit)
The EVP needs to offer unique benefits
Facing war of talents, the EVP needs to differentiate from what everyone else communicates and offers to talents
Ideally, an employer brand offers talents a differentiating signature touchpoint
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RELEVANT – THE EVP NEEDS TO ACCOMODATE THE NEEDS OF A HETEROGENEOUS WORKFORCE
NORTH AMERICA
LATIN AMERICA
EUROPE
AFRICA
ASIA
MIDDLE EAST
Family oriented
Seeking collectivist culture
Monetary driven
Seeking career opportunity
Entrepreneurial
Reputation
Seeking flexible work opportunity
ILLUSTRATIVE STAFF SEGMENTS AND THEIR SPECIFIC EMPLOYER CHOICE DRIVERS
The most important requirement when developing an employee value proposition is relevance:
It needs to be relevant for all job profiles (e.g. techies, admin, service staff, operations etc.)
It needs to be relevant for different employee hierarchies within the company
It needs to be relevant for different regions the company is operating in In short, you need to know the needs of employee segments that drive their employer choice. As the specific needs of different employee profiles are very diverse, EVP’s are usually developed on a global scale and subsequently tailored to regions’, hierarchies’ and job profiles’ needs.
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STRATEGIC AND SUSTAINABLE – WE NEED THE RIGHT EMPLOYEES THAT WILL MAKE US SUCCESSFUL IN THE FUTURE
ILLUSTRATIVE EMPLOYEE PROFILES THAT EXCELL AT OUR FIRM
COMPANY SUCCESS
The Accountant Looking for a 9 to 5 job which he carries out with analytical rigor an precision
The Leader Looking for opportunities to lead teams or divisions to develop leadership skills
The Careerist
Is highly motivated and looking for the employer with the highest prestige factor
The Entrepreneur
Is seeking a growing and dynamic company in which he operates independently and may assume responsibility
The Balanced
Life balance and cultural fit describe the priorities of the Balanced employee
The Analyst
Is seeking to deploy his analytical skills in a well led team. Is not looking for leadership opportunities
When developing an EVP we need to ensure that strategic objectives are met. The EVP should not only be relevant for employees but more importantly should attract and retain the RIGHT employees. These are the question you should ask:
Which employee capabilities and skills do we need to develop to meet our actual and future strategic objectives?
What employee profiles make our company successful?
Which profiles usually succeed at our company given our culture and ambition? And which do not?
The Explorer Is seeking challenges and diversity of roles and assignments in a dynamic environment
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UNIQUE – IDEALLY, THE EVP OFFERS DIFFERENTIATING BENEFITS THAT SETS US APART FROM OTHER COMPANIES FIGHTING FOR TALENTS
Emotional
Functional
Structured career development
Attractive work conditions and competitive salary
Family business in which everyone counts
Positive work culture
Passion for excellence
Work Life Balance
Individual fulfilment & career perspectives
Firm 1
Appreciation, trust & respect
Firm 2
Firm 3
medium
strong
week
differentiation
ILLUSTRATIVE COMPETITOR EVP LANDSCAPE
The war for talents is ever increasing. In order to win, companies will need to provide unique benefits to their employees that are at the same time attracting and retaining the right employees to reaching the companies' business objectives To ensure our EVP will have a differentiating edge, the competitive landscape needs to be assessed:
What are competitors communicating in job advertisements and on their websites?
What are generic topics all competitors talk about (reveals table stakes)?
How are they trying to be relevant and what is their point of differentiation (reveals potential decision drivers)?
What are potential and relevant white spots (EVP territories) we can own?
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TASK: ASSESSMENT OF NEEDS
Please name the specific needs in the three phases (evaluate, onboard, advance) of the employee cycle for each employee segment in your company. You can define employee segments by hierarchy, geography or job profile.
STAFF SEGMENT NEEDS
EMPLOYEE CYCLE / PHASE
Segment A
What are specific needs in each phase?
Segment B
What are specific needs in each phase?
Segment C
What are specific needs in each phase?
Segment D
What are specific needs in each phase?
Employer evaluation: What are key drivers when selecting
a company in the
different segment?
Onboarding:
What are critical needs when joining a company and becoming acquainted?
Advance: What are key requirements to retain employees?
ONBOARD
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TASK: PROFILING OF SUCCESSFUL EMPLOYEES AND CAPABILITIES NEEDED
1
2
3
4
5
Think of all employee segments in your company and profile the “successful employee” for each of them. Note the qualities that make them successful on the right side
Successful traits and qualities
The Accountant
Looking for a 9 to 5 job which he carries out with analytical rigor an precision
The Leader
Looking for opportunities to lead teams or divisions to develop leadership skills
The Careerist Is highly motivated and looking for the employer with the highest prestige factor
The Entrepreneur
Is seeking a growing and dynamic company, independency and accountability
The Balanced
Life balance and cultural fit describe the priorities of the Balanced employee
The Analyst
Is seeking to deploy his analytical skills in a well led team. Is not looking for leadership opportunities
The Explorer
Is seeking challenges and diversity of roles and assignments in a dynamic environment
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TASK: ASSESSMENT OF COMPETITOR’S EVP STRATEGY
Emotional
Functional
Firm 1
Firm 2
Firm 3
Please screen job advertisements and websites of your key competitors on the job market and identify their EVP topics. You can distinguish between functional and emotional employee benefits. Then colour competitors according to the weight they give to the different topics.
medium
strong
week
weight
Firm 4
Firm 5
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DISCUSSION: WHAT ARE POTENTIAL EVP THEMES?
Talent needs The theme has to speak to talent’s needs
Required perspectives when developing an EVP
In the previous tasks you have gained relevant insights for three of the four key perspectives…
RELEVANT
UNIQUE
CREDIBLE
STRATEGIC & SUSTAINABLE
EVP
Business requirements The theme needs to attract the RIGHT talents and meet business requirements
Unique benefits The theme needs to provide unique benefits we can own
Walk the talk We need to be able to live up to the theme as a firm
Discussion
Based on the insights from the three previous tasks, you should be able to brainstorm and develop potential themes that are relevant to employees, unique vis-à-vis competitors EVP’s and anchored in the company’s strategy. Brainstorm at least 3-5 potential themes (common denominators of the 3 perspectives).
Illustrative example for a theme:
TALENT NEEDS
Fast career progression
BUSINESS REQUIREMENTS
the smartest
talents
UNIQUE BENEFITS
fast learning, strong career development,
reputation
Theme:
Learn from the smartest and grow your career while having meaningful impact
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TASK: PRIORITIZE THE DEVELOPED EVP THEMES & DECIDE WHICH OPTION TO CHOOSE
Please rate the developed themes by the assessment criteria below. You can use the Harvey Balls (clocks indicating low or high fulfilment) or simply use the rankings “low, medium, high”. When you are done, you should be able to prioritize a theme based on the assessment (you will go with the theme with the highest overall ranking).
Relevant for employees
Unique & we can own the theme
Fit to strategy and brand
Theme 1
Theme 2
Theme 3
Theme 4
Assessment Criteria
Can be implemented
The overall theme is relevant for all employees and can be tailored if necessary to employee segments
The theme has potential to differentiate us as an employer from competition
The theme attracts the employee profiles that make us successful as a company
To bring the theme to life is not a cultural or financial stretch for the company
Low fulfilment
High fulfilment
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TASK: DEVELOP GLOBAL MESSAGING AND TAILOR TO EMPLOYEE SEGMENTS
Global EVP theme:
Learn from the smartest and grow your career while having meaningful impact.
ILLUSTRATIVE EXAMPLE: EVP THEME FOR STATEGY CONSULTANCY
After agreeing on a global EVP theme that works across regions, hierarchies and job profiles it needs to be translated into tactical messaging for websites, job ads and brochures. The messaging should be tailored in case the needs of employees differ between cultures or job profiles. The example on the right illustrates how a global EVP theme can be translated to different job roles with a different need focus.
The Global EVP has 2 main elements: “grow career” and “meaningful impact”
For Senior Managers, “meaningful impact” is slightly more important while Juniors expect fast career growth As a result, the messaging for the two job profiles can highlight the specific needs within the boundaries of the global EVP. Ideally, the messaging contains valid proofpoints, that make the messaging credible.
Work with experienced teams and the smartest consultants
Fast career progression for high achievers
Get an internal mentor for structured coaching sessions
Formal yearly training according to employee’s needs
Lead challenging client engagements
Work on industry changing projects that have meaningful client impact
Learn from our partners and senior partners who are esteemed experts in their fields
Junior Consultant Role
(Key need: grow career)
Senior Manager Role
(Key need: have impact)
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CREDIBLE – THE EVP NEEDS TO BE IMPLEMENTED ACROSS ALL TOUCHPOINTS AND ACROSS ALL EMPLOYEE STAGES TO BE CREDIBLE
Unfortunately, with developing an EVP theme and the messaging for employee segments, you are not done yet. The question is: can our company live up to the developed EVP promise?
If we can’t deliver the promises made in our communications, the EVP is not credible and thus we could not retain the talent we have attracted with our promise.
What needs to be done is a thorough assessment of all touchpoints with our employees. To be consistent, all of them – from awareness to belonging – need to support the claimed EVP promise.
First, you have to identify all touchpoints. Once this is done, each individual touchpoint needs to be assessed based on the alignment with the developed EVP promise.
If you consider again the EVP promise “Learn from the smartest and grow your career while having meaningful impact”, this translates into specific activities at each touchpoint (on the right).
«The company is the best option for me» Agreement
Consideration «I consider to work for the company»
Awareness «I recognize the company as a potential employer»
Employee Experience
Belonging «I truly belong to the company»
Confirmation «The company delivers on the promise»
…we are known to recruit only the best talents from the best institutions
ILLUSTRATIVE EXAMPLE: EXECUTION OF EVP AT TOUCHPOINTS
Learn from the smartest and grow your career while having meaningful impact means that…
…the recruiting process is seamless and interviewers demonstrate that talents can learn a lot
…the offer is convincing, from a financial but more importantly from a development perspective
…training and development programs are excellent. Career progression is as fast as promised
…on the long, the company offers meaningful work where talents feel that their work matters and they have impact
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TASK: ASSESSMENT OF STRENGTHS AND WEAKNESSES AT EMPLOYEE TOUCHPOINTS IN REGARDS OF THE CHOSEN EVP THEME
«The company is the best option for me» Agreement
Consideration «I consider to work for the company»
Awareness «I recognize the company as a potential employer»
Employee Experience
Belonging «I truly belong to the company»
Confirmation «The company delivers on the promise»
Please collect all the touchpoints employees have with your company. You should then assess each of the touchpoints in respect of how they are aligned with the developed EVP promise. Touchpoints that are not aligned with the EVP need to be worked on, until they do! Note for each touchpoint if it fulfils the EVP claim and what implications are.
«Give the promise»
«Live up to the promise»
Recruiting events
Aligned with EVP? Yes / No
Implication:
Website Aligned with EVP? Yes / No
Implication:
Job ads
Aligned with EVP? Yes / No
Implication:
People, office
Aligned with EVP? Yes / No
Implication:
Job interviews
Aligned with EVP? Yes / No
Implication:
Job offer
Aligned with EVP? Yes / No
Implication:
Onboarding / work desk
Aligned with EVP? Yes / No
Implication:
Training programs
Aligned with EVP? Yes / No
Implication:
Job assignments
Aligned with EVP? Yes / No
Implication:
Team, mentors, seniors
Aligned with EVP? Yes / No
Implication:
Company culture
Aligned with EVP? Yes / No
Implication:
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IMPLEMENTATION OF THE EVP
So far, you have developed a global EVP theme with tailored messaging to employee segments and identified and assessed employee touchpoints. Now you have to implement the EVP at all touchpoints to bring it to live. Here is what you have to do:
Align touchpoints with the developed EVP: Launch necessary initiatives to eliminate identified touchpoint gaps
Develop missing programs necessary to live up to the developed EVP
Develop all communication materials based on the global EVP theme and the tailored messaging (website, job ads templates, brochures, job fair stationary etc.)
Launch the EVP across all touchpoints internally and externally
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Contact:
Brandoos AG
Limmatquai 72
8001 Zurich
+41 (0)43 243 8020
www.brandoos.com
Tobias Ammann, Partner
tobias.ammann@brandoos.com
Manuel Specker, Partner
manuel.specker@brandoos.com