Developing a meaningful EVP in a candidate-driven job market

Organizations can take key steps to refresh their EVP and refine its place in today's evolving workforce. Doing so can help create a strong brand identity, satisfied candidates and happy employees. To refresh your EVP, consider these three steps:

Conduct internal research. This research should be an adequate pulse check on employees' perspectives through the use of surveys and focus groups. To accurately represent your offerings to all audiences, it's important to understand how employees view your company.
Conduct external research. Next, you want to find out what the target talent audience is looking for when choosing the next move in the career. This can be done through a survey embedded within the job hiring process, followed up with a focus group to better understand why the selected factors are most important.
Dig into the data. With the survey results, focus groups and follow-ups, you now have internal and external data to assess your workplace's strengths and areas for improvement. Marry the quantitative and qualitative data to conclude what your authentic offerings are and what your internal and external audiences desire. This framework will provide an understanding of specific unique value propositions for particular audiences.

Related: New year, new hiring challenges? Take a candidates-first approach

Once your research, data collection, and analysis are complete, you're ready to update your EVP statement with a refreshed outlook. Your distinctive offerings and prospects will be more clearly communicated to current and potential employees, allowing your company to differentiate itself from the competition and establish connections with those who are most likely to share similar values and beliefs, contributing to a more defined culture and overall stronger brand identity.

Instant Insights /

41% of employers don't have an employee value proposition (but need one to attract top talent)

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