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.

1. War for Talent – Understanding your EVPSonia McDonaldTalent2 HR Breakfast

2. What’s your Value Proposition!

3. Session ObjectiveEmployee Value Proposition: A Key Tool for Talent Management!

4. TodayWhat is a EVPHow to Elicit the EVPPurposeGetting your EVP out thereExercise

5. Definition of EVPA compelling, differentiating promise that defines the work experienceIt 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”.

6. Business ImperativeAttractTalent AdvantageRetainCritical as EVER

7. The Purpose of EVPCreate excitement about the organisationEnsure that the right candidates are compelled to:Seriously consider yourorganisation/position before all other opportunitiesConsider your organisation as a viable employer

8. The Purpose of EVPUnderstand which components of the organisation/position will be attractive and compelling to the candidate/market Market the position/organisation to gain maximum impactContribute to employee retention and alignment

9. War For Talent – McKinsey CoCreate “extreme” employee value propositions that deliver on your people’s dreams!Great CompanyGreat LeadersGreat JobAttractive Compensation (& Rewards)High Performance Culture

10. Ask Yourself?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?

11. Ask Yourself?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!

12. When Expectations = RealityWhat happens if you EVP is over or under stated?

14. How do you elicit the EVP?Consider Value Proposition by:PositionTeamBusiness unitOrganisationThese can differ from area to area….

15. How do you elicit the EVP?Prepare questions for your Managers, other employees (focus groups) and other relevant sources closeUnderstanding your competitors/market and what they are offeringPartner with your recruitment agency – gain market feedback

16. How do you elicit the EVP?Examine relevant Company information (internal & external)External Annual Statement, Web site Corporate planInternal Position Brief, Satisfaction surveys, exit interviewsCase studies on employees or projects

17. Tangible Versus Intangible EVPWhen considering values there are two distinct types:Intangible includes: organisational values brand namereputation, organisation or industry, leadership stylereputation of existing employeescommunity contributionlifestyle Tangible Includes: remunerationlearning that can be quantifiedTravelConferencesMemberships of professional associations, Career path.

18. VirginBrand ToolkitPeople Toolkit“Virgin Behaviours”“Stars of the Month” and “Employee of the Year”Recruit Virgin PeopleVirgin Unite“Forget me Not” seedsSuggestion Boxes

19. Getting your EVP to Market

20. Getting your EVP to Market

21. Getting your EVP to Market

22. Getting your EVP to Market

23. Getting your EVP to Market

24. Getting your EVP to Market

25. ExerciseWhy would a highly talented person choose to work here?MissionSuccuss factorsCritical Dimensions

26. Elevator SellYou have 90 seconds to present the EVP to the person sitting next to you. What are you going to say?

27. SummaryThe EVP is “a compelling, differentiating promise that defines the work experience”EVP is made up of tangible and intangible components and operates at many levelsEliciting the EVP from a number of sourcesGetting your EVP out there – partner with MarketingImportant to reinforce the EVP throughout the recruitment process

28. Action points?Contact Sonia at soniamcdonald@consultant.comOR call 0424 447 616