Employer value proposition – Best practices

employer value proposition

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Employer value proposition – Best practices

employer value proposition

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In a connected world, and with explosion of social media ,now more than ever it is very important to look for  your company reputation.

According to a Randstand study, 86% of workers wouldn’t apply for a job position , or continue to work for a company that has a bad reputation with former employees or the general public.

The ultimate goal with employer branding and a well planned employer value proposition is communicate in all channels a great message that resonates with the proper audience and the right potential collaborators in order to attract and retain top talent trough a series of steps, the number 1 obstacle to candidate experience when looking for a job is not knowing how it is work at an organization.


What is employer value proposition?

As a concept employer value proposition is the image and reputation an external person has about your company, it is part of employer branding and as a whole it is the reputation and what is been having said of your company at the eyes of internal  / external sources such as employees (culture) social media, PR communications and been qualified for example as a great place to work.

Employer branding help your attract and retain top talent, reduces rotation, increases engagement and maximize cost per hire.



Applying lean branding recipe to your employer branding

Author Laura Busche in her book Lean branding propose a principle of framework that basically establish how to create brands that generate conversion that can be applied and you can revisited to your employer branding.

Many companies invest in brand storytelling for their products or services so you need also invest and take care of your employer branding it´s the best approach in order to build a great branding in all fronts.

Employer branding and employer value proposition well defined reduces in 28% turnover and 50% cost per hire according to a LinkedIn study

It also increases 50% qualified applicants.

Although not all concepts will apply, at least not the obvious one´s we will review;

Position statement

Defining your employer value proposition involves everything you want to transmit to your employees, mision , vision , core values, team work and belonging.

Trace your core messagge  defining concepts in order to make them pillars that stand a position in the market.


During post covid years, employees want to make a difference, be a part of a company that has some vision and impact, top performers are looking for more than a salary.

Being aligned with a vision, make some impact while you are working for a company you feel proud and being heard are the most important assets for top performers who want to make a difference, the promise to that kind of commitment need to be carefully crafted and well taking care of in order to nurture great relationships and keep employee engagement.


Hiring remote


Every brand story needs characters and that’s why we need personas in this case you need to picture real people looking for a job within your company

  • What are their expectations on a working daily basis?
  • What kind of flexibility can you bring to that particular position?
  • What kind of benefits they are going to be able to enjoy?
  • Are you offering competitive salary? performance bonuses?
  • A clear path for growth and career plan



Picture the experience of work within your company

  • What kind of challenges your collaborators will meet?
  • What kind of rewards they can get if their performance is outstanding?
  • Besides salary and benefits can they access to equity?
  • Do they have a clear path and career progress?


Recruitment marketing

Referring to recruitment marketing in 2022 is bring an approach that can help you in building a strategy to acquire the flywheel that keep bringing more and more talent that sticks to your organization and keep engagement high.


Choosing the right recruitment channels

Understanding different recruiting channels is one of the most important steps in order to define which one bring the most qualified candidates, keep tracking of every investment is a daily task that can give you more information of where invest more budget and maximize Return of investment.

In many countries LinkedIn as a professional network may be the number one option to advertise your job position , in some countries job boards are still the better option to be in.

With a near to 79% of job applicants according to a study conducted by  Glassdor  social media recruiting is one of the most popular talent acquisition channels this is the go to channel.

Provide the best candidate experience

Nowadays candidates expect a clear candidate journey in advance, ensuring fast and seamlessly application process, fast post interview feedback , even clear reasons to rejections can have a big impact in shaping a positive candidate experience to be memorable.

Employee advocacy

A great employee branding can’t be possible without your own employees an there are many ways in taking care in your initiatives.

Employee generated content  testimonies and stories about their working experience are what candidates care about, ask them to generate some content to publish into your social media regularly.


Frequently asked questions

Q.What is an Employer Value Proposition (EVP)?

A.An Employer Value Proposition (EVP) is a set of unique offerings and benefits that an employer provides to its employees. It includes a combination of tangible and intangible benefits, such as compensation, benefits, career growth opportunities, work-life balance, company culture, and more.

Q.Why is an EVP important for an organization?

A.An EVP is important for an organization because it helps to attract and retain top talent. It provides a clear understanding of what an organization offers to its employees, making it easier to communicate the value of working for that organization. This, Ain turn, can help to build a strong employer brand and improve employee engagement and loyalty.

Q.How do you create an EVP?

A.Creating an EVP involves a process of understanding what motivates and engages employees, defining the organization’s values, culture, and goals, and identifying the unique offerings and benefits that the organization can provide. This process typically involves gathering feedback from employees and conducting research on industry best practices.

Q.What are some examples of EVP offerings?

A.Some examples of EVP offerings include competitive salary and benefits packages, opportunities for career development and growth, flexible work arrangements, a positive company culture, opportunities for social impact and community involvement, and a strong commitment to diversity, equity, and inclusion.

Q.How do you measure the success of an EVP?

A.The success of an EVP can be measured through various metrics, including employee engagement, retention rates, the quality of new hires, and overall business performance. Regular feedback from employees through surveys or other methods can also help to assess the effectiveness of the EVP and identify areas for improvement.


Emptor helps you in your screening stage

Strentgthen your strategies  in Every step of the process matter to deliver a great strategy to hire and retain top talent, but it is important to stand out that all new hires should undergo a background check prior to any official hiring in order to protect the company from harm, through performing proper due diligence.

Emptor can provide companies with fast and reliable background checks so that you can rest assured that you are hiring the correct people for open positions,  book a free demo by clicking on the image.



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