EVP (Employment Value Proposition)
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The document discusses defining an employment value proposition (EVP). An EVP must clearly describe the real needs of a job and expectations to attract top talent. It should answer questions about what makes the job attractive, what outstanding performance looks like, opportunities for learning and growth, differences from competitors, and why people join and stay with the company. An effective EVP summarizes the challenges, projects, growth opportunities, and type of work in an interesting way that compels candidates to apply. Developing an accurate EVP requires a deep understanding of the job to attract candidates and convince those who are unsure.
EVP (Employment Value Proposition)
- 1. EVP ( Employment Value Proposition ) www.jdooley.com
- 2. Define the Employment Value Proposition (EVP). A complete understanding of the job is essential and the EVP must clearly describe real needs and clarify job expectations. Here are questions that must be answered before starting any sourcing approach… www.jdooley.com
- 3. 1. Why would someone who is good at this type of work want this particular job? What does this job offer that is unique or makes it most attractive to a potential candidate? www.jdooley.com
- 4. 2. What does the person need to do in the job to be considered outstanding? www.jdooley.com
- 5. 3. What will the person learn and become with this job? www.jdooley.com
- 6. 4. Why is doing this job at your company better than doing the same job at a competitor? www.jdooley.com
- 7. 5. Why do people come to work at your company and why do they stay? Is it leading edge technology? Fast growth? Industry reputation? Work/life balance? How does it differentiate you from your primary competitors? www.jdooley.com
- 8. A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done. www.jdooley.com
- 9. The written form of this should be so interesting that just reading it compels the candidate to apply. All good sourcing activities require deep job knowledge to attract top talent. www.jdooley.com
- 10. Your ability to create a compelling pitch or convince a candidate who's on the fence to move forward all comes from job knowledge. www.jdooley.com
- 11. Job knowledge also allows the headhunter to understand what the benefits are for the candidate (i.e., opportunity, growth, stretch). Otherwise, all you have left is compensation and benefits, and in this market, that's not nearly enough. www.jdooley.com
- 12. Getting everyone on the interviewing team to agree to this job summary establishes a common framework to assess competency, motivation, and fit. www.jdooley.com