This document discusses the importance of an Employer Value Proposition (EVP) and engaging employees throughout their employment lifecycle. It outlines how an EVP communicates a company's values to attract the right talent and retain current employees. The document also describes lessons learned in developing an EVP campaign and key metrics for measuring its success, such as improved hiring times and quality, engagement, and retention. Finally, it discusses engaging employees at different stages including attraction, onboarding, development, and separation.

1. 
Your EVP : Creating the “right”
connections
September 2016

2. Agenda : Your EVP : Creating the “right”
connections
 Why your Employer Value Proposition
Matters
 A journey of discovery : Lessons learned
 Can I really measure this : the key metrics
 Q&A

3. Why your EVP matters :
 It improves your ability to attract “your brand” of unique
talent
 It communicates to your current workforce what the
company values and lets them know what it takes to be
successful
 Your EVP tells your story to the world….........

4. Engaging your employees @
key points
The Employer Value Proposition (EVP) should touch
every aspect of the employee lifecycle from Attraction to
Separation:
► Attraction & Selection
► Recruitment & Assessment
► Onboarding & Orientation Experience (these should
be rich experiences and vital touch points)
► Engagement : Development & Targeted Retention :
Stay Interviews / Exit interviews

5. The Employee Life Cycle

6. Employer Value Proposition
(EVP)
Attraction & Selection
Behavioral Based Interviewing tools
Psychometric Assessments (OPQ, ViaEdge,
Hogan)
iCIMS Applicant Tracking System Global
Hiring Manager
Evaluation
Engaging your candidates @
key points

7. A journey of discovery :
Lesson’s learned
Not an easy journey & risky :
 Why are you spending time and resources on this?
 Is this really necessary, we know who we are….......
 This feels soft and like a nice to have, how will does
this create value for the company?

8. Developing, validating, and
launching the EVP and campaign

9. Can I really measure this :
The key metrics
The deliverables…................
 Increased traffic to company Careers page and other social media sites
by perspective candidates = improved time to fill rates
 Improved time to fill and quality of hire metrics = speed of execution
and on-time delivery of business strategy
 Improvements in employee engagement = improved discretionary effort
and higher productivity v previous measures
 Incremental improvements in attrition = $$$ saved v previous measures
 Increase in internal referrals = $$$ saved v previous measures
 Short and long-term improvements in recruiting cost = $$$ saved

10. Start with the end in mind

11. What we discussed
 Why your Employer Value Proposition
Matters
 The journey of discovery and lessons learned
 How to measure the success of your EVP
campaign
 Q&A

12. Appendix

13.  Competencies by Job Family
Established
 Individual Development Plan (IDP) process and
templates and in use across all Regions
 People Calibration Sessions taking place across all
Regions
 Top 125 Roles identified &
Incumbents calibrated globally
 Functional HCC processes being
developed
Engaging Employees at each phase of the
employee Life Cycle (cont.)
Career Progression Guides by Job Family being
developed

15. Appendix - Sample EVP branding
collateral (Danaher)Branding at office premisesBranding at office premises
Key message cardsKey message cards
Career page for university studentsCareer page for university students