Building an Employee Value Proposition

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Kirsten Davidson, Head of Employer Brand, Glassdoor Kirsten Davidson is Head of Employer Brand at Glassdoor. She is responsible for sustaining and growing Glassdoor's vibrant Employer Brand while navigating the challenges that come with hyper growth. Her work includes leveraging Glassdoor's powerful data to provide insight and learnings that help global employers navigate a new world where the lines between recruiting, marketing, brand, and culture are increasingly blurred.

Recruiting & HR

© Glassdoor, Inc. 2016
“The balance of power has shifted from employer
to employee, forcing business leaders to learn how to
build an organization
that engages employees
as sensitive, passionate, creative contributors.”
Josh Bersin
Principal, Founder
Bersin by Deloitte

© Glassdoor, Inc. 2016
Defining an Engaged Employee
Emotional Commitment
Connection to Your Mission
Passion and Pride in Their Work
Personal-Investment in Business Success
Opinion of Senior Leadership
Sense of Ownership

© Glassdoor, Inc. 2016
Beat the Competition with Engaged
Employees
Glassdoor’s “Best Places
to Work” list outperformed
the S&P by 122%
Chamberlain, Andrew (2015). “Does Company Culture Pay Off? Analyzing Stock Performance of ‘Best Places to Work’ Companies,” online at glassdoor.com/research/.
Lowest rated companies
underperform S&P by
29.5%

© Glassdoor, Inc. 2016
Source: Glassdoor Economic Research, 2015
Drivers of Employee Satisfaction
Salary is NOT the main driver of satisfaction

© Glassdoor, Inc. 2016
Source: Glassdoor Economic Research, 2015
Drivers of Employee Satisfaction
Culture, opportunities and leadership matter most

© Glassdoor, Inc.
2016
Your Employee Value Proposition
is the How

© Glassdoor, Inc.
2016
Mutual Prosperity

© Glassdoor, Inc.
2016
Let’s Build Ourselves an EVP

© Glassdoor, Inc.
2016
4 Simple Steps = Your Objective!
1. Gather data
2. Mine for insights
3. Understand the competition
4. Understand your organization
A great EVP is believable, relevant and grounded in truth

© Glassdoor, Inc.
2016
Step 1: Gather Data
1. Performance data
2. Employee satisfaction surveys
3. Glassdoor analysis
4. Social media audit

© Glassdoor, Inc.
2016
Step 2: Mine for Insights
1. Identify and organize themes
2. Align against strategic initiatives
3. Focus groups

© Glassdoor, Inc.
2016
Step 3. Understand the Competition
1. New employee surveys
2. Glassdoor reviews
3. Messaging
a. Careersite
b. Job descriptions
c. Glassdoor
d. Social Media

© Glassdoor, Inc.
2016
Step 4. Understand your Organization
1. Align insights with strategic
initiatives
2. Align insights with values
3. Know behaviors you want to
drive
4. Reverse engineering is OK

© Glassdoor, Inc.
2016
The Hard Part - K.I.S.S.
1. Solve for the objective
2. Get a rough draft that’s “in the zone”
3. Put it into visuals - a slide deck is a good
place to begin
4. No wrong way to roll it out:
a. Town Hall
b. Engagement campaign
c. Messaging
d. Slides

© Glassdoor, Inc.
2016
1
9
IS IT? DOES IT?
✓ Attractive Appeal to prospective
top talent?
✓ Credible Reflect the employee experience?
✓ Authentic Align with Leadership?
✓ Differentiated Stand out from competition?
✓ Aspirational Take you where you’re going?
The EVP Checklist

© Glassdoor, Inc.
2016
wellbeing@glassdoor

© Glassdoor, Inc.
2016
Tips for Success
1. Each organization is different
2. Align with strategic initiatives
3. Perfect is the enemy of good

© Glassdoor, Inc.
2016
2
5
Employee Value Proposition (EVP)
The employment deal that
defines what an employer
expects from employees and
what it provides in return.
EVP = The Deal

Employee Value Proposition (EVP) is beneficial in companies of all stages of maturity, but learning how to develop one can be a complex and confusing for even the most advanced organizations. This slideshare will walk you through the steps of developing an EVP that meets the needs of your corporate culture. Content created and presented by Sarah White & Associates, LLC a Human Capital Market Strategy and Advisory firm. We provide best practices and market education to corporate Human Resource teams around talent and integration of technology technology into employee lifecycle. We also partners with vendors to improve their offerings to best meet the needs of practitioners. Learn more or see full speaking schedule at www.SarahWhiteLLC.com This event was sponsored by Achievers employee recognition software. Learn more about them at www.Achievers.com

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Lauren Larose, LinkedIn Daniel Sanders, LinkedIn A strong talent brand is no longer a nice to have, but a must have if you want to hire quality talent. In order to have a strong talent brand, you must first start with the foundation: a clear employer value proposition. Your employer value proposition is your unique set of offerings and values that distinguishes your company from the competition - it gives people a reason to work for you. This session will cover the basics of employer branding and how to leverage LinkedIn insights and research to craft a compelling employer value proposition. Key highlights: Have an understanding of the basics of Employer Branding. Know the steps and inputs required to build/hone a compelling. Employer Value Proposition Understand how to measure the ROI of your Employer Branding efforts. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

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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.

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TALiNT Partners

Keep a Pulse: Turning Data into Relationship Insights and (Automated) Action

TALiNT Partners

Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn - Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly - However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session -We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.

Data Analytics in Today's War for Talent

TALiNT Partners

Exceptional Talent

TALiNT Partners

WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...

TALiNT Partners

Innovation Spotlight: The First Universal Solution for Hirers, Agencies, Wor...

TALiNT Partners

Drey Francis, Director, Engage The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process

Creating Value Beyond Recruitment

TALiNT Partners

Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do! - Russell will cover some of these new value creation channels and share some of his experience of over twenty five years in the recruitment sector in the UK and US

Welcome to RLCon Scotland 2017

TALiNT Partners

The document discusses the evolution of talent acquisition and recruitment technologies over three generations from the 1990s to present. The first generation in the 1990s included the introduction of job boards and early applicant tracking systems. The second generation from the 2000s brought improvements like professional networks, video interviewing, and applicant tracking systems 2.0. The third generation from 2010 onward includes new innovations such as chatbots, skills assessments, and analytics tools to help optimize recruitment and talent strategies.

Finding Your Fit: Using Company Culture to Hire the Right Talent

TALiNT Partners

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TALiNT Partners

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Talent Leaders Connect, The Year Ahead and Candidate Experience 2018 - Welcom...

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Connecting Up the Supply Chain

The times, they are changing...

Keep a Pulse: Turning Data into Relationship Insights and (Automated) Action

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WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...

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原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma 1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700 留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才

哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样

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原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma 1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700 留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才

Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...

SocialHRCamp

Speaker: Celine Maasland In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.

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Speaker: Heather Pysklywec Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.

Your Guide To Finding The Perfect Part-Time Job

SnapJob

Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.

AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024

SocialHRCamp

Speaker: Shahzad Khan This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.

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原版一模一样【微信：741003700 】【(csun毕业证书)加州州立大学北岭分校毕业证硕士文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma 1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700 留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才

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一模一样(unh毕业证书)美国新罕布什尔大学毕业证学位证书案例原版一模一样

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原版纸张【微信：741003700 】【(unh毕业证书)美国新罕布什尔大学毕业证、学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma 1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700 留信网认证的作用: 1:该专业认证可证明留学生真实身份 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才

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Building an Employee Value Proposition

3. © Glassdoor, Inc. 2016 “The balance of power has shifted from employer to employee, forcing business leaders to learn how to build an organization that engages employees as sensitive, passionate, creative contributors.” Josh Bersin Principal, Founder Bersin by Deloitte

4. © Glassdoor, Inc. 2016 Defining an Engaged Employee Emotional Commitment Connection to Your Mission Passion and Pride in Their Work Personal-Investment in Business Success Opinion of Senior Leadership Sense of Ownership

5. © Glassdoor, Inc. 2016 Beat the Competition with Engaged Employees Glassdoor’s “Best Places to Work” list outperformed the S&P by 122% Chamberlain, Andrew (2015). “Does Company Culture Pay Off? Analyzing Stock Performance of ‘Best Places to Work’ Companies,” online at glassdoor.com/research/. Lowest rated companies underperform S&P by 29.5%

6. © Glassdoor, Inc. 2016 Source: Glassdoor Economic Research, 2015 Drivers of Employee Satisfaction Salary is NOT the main driver of satisfaction

7. © Glassdoor, Inc. 2016 Source: Glassdoor Economic Research, 2015 Drivers of Employee Satisfaction Culture, opportunities and leadership matter most

9. © Glassdoor, Inc. 2016 445K Companies 54K Free Accounts 3K Advertisers Source: Glassdoor Internal Data, Q3 2015, Products Services Sponsorships Partnerships Brand z Events Development People Benefits Employer Brand Physical environment Values Recognition Apps Website Events Traditional BrandEmployer Brand EVP

12. © Glassdoor, Inc. 2016 4 Simple Steps = Your Objective! 1. Gather data 2. Mine for insights 3. Understand the competition 4. Understand your organization A great EVP is believable, relevant and grounded in truth

13. © Glassdoor, Inc. 2016 Step 1: Gather Data 1. Performance data 2. Employee satisfaction surveys 3. Glassdoor analysis 4. Social media audit

14. © Glassdoor, Inc. 2016 Step 2: Mine for Insights 1. Identify and organize themes 2. Align against strategic initiatives 3. Focus groups

15. © Glassdoor, Inc. 2016 Step 3. Understand the Competition 1. New employee surveys 2. Glassdoor reviews 3. Messaging a. Careersite b. Job descriptions c. Glassdoor d. Social Media

16. © Glassdoor, Inc. 2016 Step 4. Understand your Organization 1. Align insights with strategic initiatives 2. Align insights with values 3. Know behaviors you want to drive 4. Reverse engineering is OK

17. © Glassdoor, Inc. 2016 The Hard Part - K.I.S.S. 1. Solve for the objective 2. Get a rough draft that’s “in the zone” 3. Put it into visuals - a slide deck is a good place to begin 4. No wrong way to roll it out: a. Town Hall b. Engagement campaign c. Messaging d. Slides

18. © Glassdoor, Inc. 2016 1 9 IS IT? DOES IT? ✓ Attractive Appeal to prospective top talent? ✓ Credible Reflect the employee experience? ✓ Authentic Align with Leadership? ✓ Differentiated Stand out from competition? ✓ Aspirational Take you where you’re going? The EVP Checklist

21. © Glassdoor, Inc. 2016 Tips for Success 1. Each organization is different 2. Align with strategic initiatives 3. Perfect is the enemy of good

23. © Glassdoor, Inc. 2016 Begins with a Compelling EVP 2 4 Employer Brand is the identity of a company as an Employer. Employer Branding is the process that facilitates the company’s ability to attract, recruit and retain the right talent.

24. © Glassdoor, Inc. 2016 2 5 Employee Value Proposition (EVP) The employment deal that defines what an employer expects from employees and what it provides in return. EVP = The Deal

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