6. What is a EVP
How to Elicit the EVP
Purpose
Getting your EVP out there
And fun interactive Exercises and
Take aways!!!!!!!!
7. A compelling, differentiating promise
that defines the work experience
It is a measurement of the balance between
what an employee receives from their employer
in return for their performance on the job. In
other words, it is the "get" versus the "give."
EVP has thus been described as "critical to
attracting, retaining and engaging quality
people”.
9. Create excitement about the
organisation
Ensure that the right candidates are
compelled to:
Seriously consider
yourorganisation/position before all
other opportunities
Consider your organisation as a
viable employer
10. Understand which components of the
organisation/position will be attractive
and compelling to the
candidate/market
Market the position/organisation to
gain maximum impact
Contribute to employee retention and
alignment
11. Create “extreme” employee value
propositions that deliver on your
people’s dreams!
Great Company
Great Leaders
Great Job
Attractive Compensation (& Rewards)
High Performance Culture
12. Are we offering a differentiated
promise which will target
candidates & motivate current
employees, & it is closely aligned
to our corporate brand?
Are we over reliant on salaries &
missing other more compelling
attraction & retention benefits?
13. Are we investing efficiently using the
right media approach which targets
the right candidates?
Are our employees experiencing the
promises they were given when they
joined?
Strategic Talent Management!
14. What happens if you EVP is over or under
stated?
15.
16. Consider Value Proposition by:
Position
Team
Business unit
Organisation
These can differ from area to area….
17. Prepare questions for your
Managers, other employees
(focus groups) and other relevant
sources close
Understanding your
competitors/market and what
they are offering
Partner with your recruitment
agency – gain market feedback
18. Examine relevant Company information
(internal & external)
External Annual Statement, Web site
Corporate plan
Internal Position Brief, Satisfaction surveys,
exit interviews
Case studies on employees or projects
19. When considering values there are two distinct types:
Intangible includes: Tangible Includes:
organisational values remuneration
brand name
learning that can be
reputation,
quantified
organisation or industry, leadership
style Travel
reputation of existing employees Conferences
community contribution Memberships of
lifestyle professional
associations,
Career path.
20. Brand Toolkit
People Toolkit
“Virgin Behaviours”
“Stars of the Month” and “Employee of
the Year”
Recruit Virgin People
Virgin Unite
“Forget me Not” seeds
Suggestion Boxes
21.
22.
23.
24.
25.
26. Why would a highly talented
person choose to work here?
Mission
Succuss factors
Critical Dimensions
Values
27. Deliver WOW through Service
Embrace and Drive Change
Create Fun a Little Weirdness
Be Adventurous, Creative and
Open Minded
28. What was the best mistake you
made on the job? Why was it the
best?
Would you say you are less or
more creative than the average
person – give me an example?
29. You have 90 seconds to present the
EVP to the person sitting next to you.
What are you going to say?
30. EVP is “a compelling, differentiating
promise that defines the work experience”
EVP is made up of tangible and intangible
components and operates at many levels
Eliciting the EVP from a number of sources
Getting your EVP out there – partner with
Marketing
Important to reinforce the EVP throughout
the recruitment process!
31. Great Books!
Winning the Talent Wars by
Bruce Tulgan
Delivering Happiness by
Tony Hsieh CEO Zappos
