Employee Value Proposition (EVP)

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description

A good EVP summarizes the challenges, projects, growth opportunities, learning experiences, and the type of work that needs to be done. The written form of this should be so interesting that just reading it compels the candidate to apply.

Transcript of Employee Value Proposition (EVP)

Page 1: Employee Value Proposition (EVP)
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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…

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Define the Employee Value Proposition, (EVP)

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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?

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What does the person need to do in the job to be considered

outstanding?

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What will the person learn and become with this job?

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Why is doing this job at your company better than doing the

same job at a competitor?

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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?

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A good EVP

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• Challenges

• Projects

• growth opportunities

• learning experiences

• the type of work that needs to be done.

summarizes...

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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.

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

Page 10: Employee Value Proposition (EVP)

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Your ability to create a compelling Your ability to create a compelling pitch or convince a candidate who's pitch or convince a candidate who's

on the fence to move forward all on the fence to move forward all comes from job knowledge.comes from job knowledge.

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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.

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Getting everyone on the interviewing team to agree to this job summary establishes a

common framework to assess competency, motivation, and fit.