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.

1. AHRI
LeadershipHQ Copyright 2012

2. Sonia McDonald
Director
sonia@leadershiphq.com.au
www.leadershiphq.com.au
Mobile: 0424 447 616
LeadershipHQ Copyright 2012

5. Employee Value Proposition: A Key
Tool for Talent Management!

6. What is a EVP
How to Elicit the EVP
Purpose
Getting your EVP out there
And fun interactive Exercises and
Take aways!!!!!!!!

7. A compelling, differentiating promise
that defines the work experience
It is a measurement of the balance between
what an employee receives from their employer
in return for their performance on the job. In
other words, it is the "get" versus the "give."
EVP has thus been described as "critical to
attracting, retaining and engaging quality
people”.

8. Attract
Talent
Advantage
Retain
Critical as EVER

9.  Create excitement about the
organisation
 Ensure that the right candidates are
compelled to:
 Seriously consider
yourorganisation/position before all
other opportunities
 Consider your organisation as a
viable employer

10.  Understand which components of the
organisation/position will be attractive
and compelling to the
candidate/market
 Market the position/organisation to
gain maximum impact
 Contribute to employee retention and
alignment

11.  Create “extreme” employee value
propositions that deliver on your
people’s dreams!
 Great Company
 Great Leaders
 Great Job
 Attractive Compensation (& Rewards)
 High Performance Culture

12.  Are we offering a differentiated
promise which will target
candidates & motivate current
employees, & it is closely aligned
to our corporate brand?
 Are we over reliant on salaries &
missing other more compelling
attraction & retention benefits?

13.  Are we investing efficiently using the
right media approach which targets
the right candidates?
 Are our employees experiencing the
promises they were given when they
joined?
Strategic Talent Management!

14.  What happens if you EVP is over or under
stated?

16.  Consider Value Proposition by:
 Position
 Team
 Business unit
 Organisation
These can differ from area to area….

17.  Prepare questions for your
Managers, other employees
(focus groups) and other relevant
sources close
 Understanding your
competitors/market and what
they are offering
 Partner with your recruitment
agency – gain market feedback

18.  Examine relevant Company information
(internal & external)
 External Annual Statement, Web site
Corporate plan
 Internal Position Brief, Satisfaction surveys,
exit interviews
 Case studies on employees or projects

19. When considering values there are two distinct types:
 Intangible includes:  Tangible Includes:
 organisational values  remuneration
 brand name
 learning that can be
 reputation,
quantified
 organisation or industry, leadership
style  Travel
 reputation of existing employees  Conferences
 community contribution  Memberships of
 lifestyle professional
associations,
 Career path.

20.  Brand Toolkit
 People Toolkit
 “Virgin Behaviours”
 “Stars of the Month” and “Employee of
the Year”
 Recruit Virgin People
 Virgin Unite
 “Forget me Not” seeds
 Suggestion Boxes

26.  Why would a highly talented
person choose to work here?
 Mission
 Succuss factors
 Critical Dimensions
 Values

27.  Deliver WOW through Service
 Embrace and Drive Change
 Create Fun a Little Weirdness
 Be Adventurous, Creative and
Open Minded

28.  What was the best mistake you
made on the job? Why was it the
best?
 Would you say you are less or
more creative than the average
person – give me an example?

29.  You have 90 seconds to present the
EVP to the person sitting next to you.
What are you going to say?

30.  EVP is “a compelling, differentiating
promise that defines the work experience”
 EVP is made up of tangible and intangible
components and operates at many levels
 Eliciting the EVP from a number of sources
 Getting your EVP out there – partner with
Marketing
 Important to reinforce the EVP throughout
the recruitment process!

31.  Great Books!
 Winning the Talent Wars by
Bruce Tulgan
 Delivering Happiness by
Tony Hsieh CEO Zappos

32. Sonia McDonald
Director
sonia@leadershiphq.com.au
www.leadershiphq.com.au
Mobile: 0424 447 616
LeadershipHQ Copyright 2012