Imagine for a moment, this situation becoming reality. An organization hosted a hiring event, displayed their brand as an employer, impressed the potential employee and shined again to reveal their company culture and overall promise to their employees. This should result in attracting the perfect talent.
This new employee goes through the full recruitment process, onboarding (hopefully), and is finally integrated into the organization. One month passes and this new employee realizes that the employer is not reflecting with what they presented while attracting candidates. The promises they made as an organization did not hold up. This is an example of a failed “Employee Value Proposition”.
Employee Value Proposition defined: A statement that clearly identifies what the organization will provide for their employees and with that, the essence of the company as a whole.
PriceWaterHouseCoopers:“From empowering mentorships to customized coaching, PwC provides you with the support you need to help you develop your career. You’ll work with people from diverse backgrounds and industries to solve important problems. Are you ready to grow?”
The point of the EVP is to attract and retain the employer’s talent. This day in age, an employer must understand that to retain exceptional talent they will have to provide the fundamentals for the employees to continue. Whether it be directed to purpose, constant development, or proof of providing a valued service, the promise must be visible at all times. If the organization does not reflect their Employee Value Proposition they will demonstrate that the organization is not transparent with their employees and this will result in poor overall performance, loss of talent, and can lead to diminishing profits.
To avoid this reality, the executives must come together and form a plan. This plan will vary based on the organization’s status and size.
Be Present | Have Purpose.