Why Competitor Brands should have a Flexible EVP Darren Kerrigan, Global Talent Lead, Mapi

1. Darren Kerrigan
Global Talent Partner

2. Mapi is the leading Patient-Centered Research
company serving academia, life science researchers,
and the pharmaceutical industry for over 40 years.
Mapi’s commitment to patient-focused research is
demonstrated not only by our expertise and nearly
four decades of service but also through our direct
contribution back to the industry. Mapi is among
only a handful of global organizations that is capable
of engaging with a patients’ complete ecosystem,
their HCPs, Patient Communities, payers, and even
regulators. And only Mapi has the unique history to
make us the most experienced at interacting with all
of them.

3. Why competitor brands should have a flexible,
proactively delivered EVP

4. The employer value proposition (EVP) is a unique set of
offerings, associations and values to positively
influence target candidates and employees

5. Organisation
Image
Culture
People
Talent
Values
Content
Practices
Experience
Career
Development
Training
Exposure
Benefits
Pension, Car
Allowance, etc.
Health/Happiness
Compensation
Base Pay
Incentives
Company Job Reward

6. Time
Qualifications
Efforts
Engagement
Compensation
Training & Development
Career Path
Health/Happiness/Values

7. Good Basic
Fair holiday
Bonus ££
L&D
Good Basic
Parental Leave
Flexible Working
Strong Pension
Flexible Working
Healthcare
Strong Values
Holiday Allowance
Clear Career Path
Recent
Graduate
New
Parent
Long
Serving
Employee
Career
focused
future
manager

8. What your employees want
Make sure your EVP fits each group within your business
Monitor, analyse, adapt
What your employees get
What your employees needs What your employees get
Tell your employees what they get
Plan for the future
EVP

9. Company Stages of EVP
Group 1
No holistic plans for the delivery of an EVP (Do have Values, Benefits, Culture etc)
Group 2
A defined EVP is in place which has been articulated and delivered
Group 3
All of Group 2 + a communications programme to deliver the message and results
showing the “promise” has been delivered
Group 4
All of 2 + 3 + realisation that “we can’t be all thing to all employees”
- Created Drivers to engagement
- Created Drivers to candidates
- Flexible and tailored packages
- Use of advanced analytics to evaluate “total reward” programme

10. What can an EVP do?
• Improve the commitment of new hires by 29%
• Reduce new hire compensation premiums by around 34%
• Increase employee advocacy by 36%
*Help you attract and retain talent*

11. Key 3
Offer the experience
Reinforce Values
Deliver the promise

12. How do we make it flexible?
1. Segment your target audience using data/insight
2. Categorise your target audience by engagement point
3. Tell your audience what they need to hear
Allow your target audience to make a decision
based upon what they have been told

14. Where do the recipients of the
message go?

15. How do we on-board recipients of the message?

16. Pension
Career
Path
Healthcare
Happiness
Bonus
Parental
leave
Annual
Leave
Flexible
Working
Salary
Decide on the message you want to
deliver for each of your groups based
upon the values that will attract them

17. “Outside of the box”

18. Inside of the box
• Inside of the box:
– ATS / CRM
– Policies/processes/procedures
– Engagement and outreach
– Selection Processes
– Interview processes
– Offer Processes
*Essentially, your ability to hire*

19. European Employee Engagement Results
Safety
People
Focus
Custom
er
Interact
ions
Diversit
y
Org
Reputa
tion
VP/Bra
nd
Allignm
ent
HR
Practic
es
BU
Leaders
hip
Career
Opport
unities
Commu
nicatio
n
%<> 7 6 6 5 4 -6 -6 -4 -3 -4
-8
-6
-4
-2
0
2
4
6
8
%<>

20. Movers and Shakers
• More than a third of UK employees will have
change jobs in 2015 (37%) up 18% on 2014
• 59% of those people will have moved because
of the company/organisation
• 56% plan to move for a better salary

21. Approval
Advertising Content
Advertising Channels
Advert Delivery
Selection Process
1st Interview
Feedback
2nd Interview
Feedback
Offer / Reject
Hire
Engage

22. “ Think Outside……..
….Work Inside”