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What's Your EVP? (Employee Value Proposition)

Ever ask yourself, “why would I work for me?”  Or “What, aside from a stable company and secure pay cheque, do I have to offer to the great candidates I’m trying to attract and hire?”

Money is no longer the calling card it used to be. It’s no longer about hiring people who are motivated to change jobs because they want or need to make more money, or worse, because they’re peeved at their former employer. Today’s top candidates are looking seriously at their prospective employer’s core values and the employee value proposition.

With this in mind here are a few things to reflect on, maybe even brainstorm with your team, BEFORE writing that career ad or talking to a few hopeful candidates.

First, in the words of long time recruiter and author, Lou Adler – if you’re hiring the top person in the top half of the top half – and why wouldn’t you be? – what would that candidate have to do in order to be considered exceptional?

What projects, accomplishments, activities, processes would you need to see for a candidate to be viewed by you as in the top half of the top half of great candidates?  When interviewing candidates I frequently ask questions like:

  • What project have you accomplished that is similar to what my client needs to get done?
  • Can you tell me about what you feel is the most significant achievement in your last position? How did that impact the company, your position, you personally?

Secondly, although equally important, ask why would that person (the top half of the top half A-level candidate) want to work here?

  • Are they going to have an exceptional mentor, be learning significant new skills?
  • Will they be given the scope to have a major impact on the company and/or on their community?
  • How will working for your company enable them to become the person they want to be?

These are the things you’ll want to consideration when creating your EVP, the EMPLOYEE VALUE PROPOSITION.

If before you start hiring, you apply thought to these questions and develop the candidate profile you need, your ads will capture the attention of the right great people you’re looking for, and you’ll be having a more meaningful conversation with them right out of the gate.

Bottom line? You save time and money by incorporating a consistent interview process. And that significantly reduces wasted time and advertising costs.

Views: 40

Tags: Human Resources

Comment by Keith D. Halperin on February 19, 2014 at 2:06pm

Thanks, Barabara. IMHO, The so-called “War for Talent” is an ongoing salesy/markety hype designed to appeal to desperate and not-yet insolvent recruiters and their superiors who fail to recognize that in most cases they are futilely “rearranging the deckchairs on the Titanic” of their companies’ ill-conceived, over-blown, grossly-dysfunctional hiring practices and beliefs. It’s snake oil for convincing these folks that by just doing whatever is told (or more likely, sold), they’ll be able to get the very best people to come and work for their wannabe/also-ran/has-been/never-wasl companies for far less money, benies, stock, etc. than the people can get elsewhere. If you want to hire the best, you’ve got to be the best or have the best. Most of the “warriors for talent” don’t…Companies should use the Corporate Desirability Score (CDS,, and go after the people they realistically can get, and stop moaning how they need a new Lambo when they can barely afford a used Chevy Sonic..."Employee Value Proposition"? More often than not "Employee No-Value Proposition"!

Keep Blogging,




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