What is an EVP and how do you implement it?

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Graeme Wright, Strategy Director at Havas People, talks about the difference between employer and employee value propositions and what makes implementation successful.

Business

#talentbites
EVPs – beyond the theory
Graeme Wright
Strategy Director, Havas People
@Grey101

#talentbites
What is the theory
Employer Value Proposition vs Employee Value Proposition
@Grey101

#talentbites
Knowledge does not equate to emotional engagement.
People may understand a message but it makes
little difference unless they care
@Grey101

#talentbites
EVPs work when they generate an emotional and
experiential connection between an individual and
an employer or potential employer.
@Grey101

#talentbites
What makes a successful
EVP implementation?
@Grey101

#talentbites
Authenticity
@Grey101
As a starting point we need to help people
recognise the stories they have to tell, and
tell them in a natural, believable and
compelling way

#talentbites
Orange Connection
@Grey101
14 sites
2 photo-booths
2 days on each site
+ 500 testimonials

#talentbites
Senior Leadership Endorsement
@Grey101

#talentbites@Grey101
We’re looking for
talented, driven
and ambitious
people who can
become our Future
Leaders. The future
of our company will
be defined by you.
Carlos Brito, CEO

#talentbites
Ipsen
• Accountability
• Agility
• Team spirit
• Result-orientation
@Grey101

#talentbites
Leadership management seminar
@Grey101

#talentbites
‘Letter of commitment’
@Grey101

#talentbites
Team spirit – ‘wake up’ video
@Grey101

#talentbites
Respect organisational purpose
@Grey101

#talentbites
1,000 BRIC
professionals
@Grey101

#talentbites
Adaptability – an EVP should last
@Grey101

#talentbites@Grey101
• Leadership
• Buy-in
• Authenticity
• Respect organisational purpose
• Segmentation
• Personality
=
• Longevity

#talentbites
View more at
talentbites.com

What's hot

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

How to create a compelling employer value proposition | Talent Connect 2016

LinkedIn Talent Solutions

Natalie Mellin, Global Employer Brand, King Robert Käck, Global Employer Brand, King Claudia Tattanelli, Chairman Strategic Board, Universum Companies achieve a solid talent brand message by first laying the foundation with a strong employee value proposition (EVP). A smart and structured EVP empowers the culture, community and workplace transformation that your employees love to post, tweet and talk about with their friends. Without an EVP, talent brand messaging risks being diluted or scattered.

You've Established your EVP. Now How Do you Bring it to Life?

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Employer Branding & EVP- NHRDN presentation

National HRD Network

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

DIY Employer Brand: 4 Steps to a Compelling Employer Brand from Scratch

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We’ve always been an organization with strong values, but scaling our Employer Brand with such rapid growth takes more than a compelling Employer Value Proposition (EVP). We needed to find a way to iterate on our current frameworks. To articulate and capture what makes Hootsuite special, and make it easy for current and future employees to sing from the same sheet of music. Our answer was to develop an Employer Brand playbook, “A Guide to #HootsuiteLife.” The playbook was developed to share the why, what, and how we approach Employer Brand; including examples of Employer Brand campaigns and how our peeps can bring them to life. Focused primarily on equipping our talent department, we also wanted to build something that our employees felt equally empowered by. Use this playbook to inspire your own employer brand.

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Originally delivered at LinkedIn Talent Connect in 2016. This presentation takes a look at the idea that hiring managers think the recruiting function is getting worse, why they feel that way and how you can use data and training for your recruiting teams to overcome this perception. In the presentation, we look at the metrics of Time to Accept, Recruiting vs. Business and Requisitions per Recruiter.

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As consumers we have different priorities when making purchasing decisions. For example, when buying a new car we will all consider different elements important (safety, price, large boot, etc.) So when people "buy" a new job from a company their purchasing decisions are equally as unique and personal e.g. the company brand, the salary, the location, culture, etc. Some are more focused on the facilities and technology available. Essentially, the Employment Value Proposition (EVP) is the compelling reason to join a company. EVP encompasses both Employer and Employee Value Proposition. The key thing is, that the EVP should be ongoing and not just something to be considered at the stage of attraction.

Evp making the right approach

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Andrew Levy, Uber Researching and defining an Employer Value Proposition (EVP) is one of the most important undertakings an organization can do. After all, EVP is how your employees feel about work and how candidates evaluate you as a potential employer. When done right, a good EVP helps you effectively, efficiently recruit and retain the best talent for your specific culture. Without EVP, your recruiters and employees may not be telling a consistent, truthful story about work. For most organizations, EVP is a terrifying task -- it requires a significant investment of time and money -- often paid to a consulting firm. I'm here to tell you a different story of constructing an EVP. At Uber, we turned this process on it's head and decided to build EVP quickly and lightly, for free, in house, using tons of data points. Here's how we did it... Session highlights: -You and your recruitment team are likely telling/selling the wrong story to candidates about your company without even knowing it. Years of reporting structures, cascading goals, and executive speeches have conditioned us to repeat messaging form the top even if it doesn't match the reality in the ranks. -Brand definition work does not require monetary investment by the part of HR, recruiting, or brand marketing. An EVP can be researched, defined, and disseminated using completely free tools. -The success of your EVP project can be measured out in the marketplace with candidates and internally with your employees. Doing the work to understand EVP has much broader implications outside of recruiting and can help illuminate the most impactful HR programming your organization should tackle. Catch the best of Talent Connect: http://bit.ly/2e5ojNe

Building an EVP from scratch, in-house, super fast, for free, based on real d...

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Recruiting Optimization Roadshow - Stacy Zapar, Tenfold

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LinkedIn's Talent Brand Index

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What do Accenture, Achievers, Capital One, Deloitte, Genentech, Hyatt, Intel, McGladrey, and Stryker all have in common? Easy, they have a data driven edge when it comes to employment branding – they are walking the talk. These 9 firms won recognition in 2014 for not only creating a great work environment but translating that commitment to the treatment of their candidates – even the ones they don’t hire. This webinar talks about the practices they’ve put in place to define, measure, improve and spread the word about their ‘Great Rated!’ workplaces. http://recruitingwebinars.com/walking-talk-aligning-candidate-experience-great-workplace/

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What's hot (20)

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An EVP for Everyone: How to Build Yours Jennifer Boulanger, Talent Acquisiti...

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Evp making the right approach

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Modern Marketing & Sales: Best Practices for Talent Acquisition Leaders | Tal...

Building an EVP from scratch, in-house, super fast, for free, based on real d...

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What is an EVP and how do you implement it?

1. #talentbites

2. #talentbites EVPs – beyond the theory Graeme Wright Strategy Director, Havas People @Grey101

3. #talentbites@Grey101

4. #talentbites What is the theory Employer Value Proposition vs Employee Value Proposition @Grey101

5. #talentbites Knowledge does not equate to emotional engagement. People may understand a message but it makes little difference unless they care @Grey101

6. #talentbites EVPs work when they generate an emotional and experiential connection between an individual and an employer or potential employer. @Grey101

7. #talentbites@Grey101

8. #talentbites What makes a successful EVP implementation? @Grey101

9. #talentbites Authenticity @Grey101 As a starting point we need to help people recognise the stories they have to tell, and tell them in a natural, believable and compelling way

10. #talentbites Orange Connection @Grey101 14 sites 2 photo-booths 2 days on each site + 500 testimonials

11. #talentbites@Grey101

12. #talentbites Senior Leadership Endorsement @Grey101

13. #talentbites@Grey101 We’re looking for talented, driven and ambitious people who can become our Future Leaders. The future of our company will be defined by you. Carlos Brito, CEO

14. #talentbites Buy-in @Grey101

15. #talentbites Ipsen • Accountability • Agility • Team spirit • Result-orientation @Grey101

16. #talentbites Leadership management seminar @Grey101

17. #talentbites ‘Letter of commitment’ @Grey101

18. #talentbites Team spirit – ‘wake up’ video @Grey101

19. #talentbites Respect organisational purpose @Grey101

20. #talentbites Segmentation @Grey101

21. #talentbites 1,000 BRIC professionals @Grey101

22. #talentbites Personality @Grey101

23. #talentbites@Grey101

24. #talentbites@Grey101

25. #talentbites Adaptability – an EVP should last @Grey101