Become a first-choice employer

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Your Employee Value Proposition what people perceive your organisation offers in terms of being an employer.

It's a mix of market perceptions, the aspirations of leaders and the experience of employees.  

It's more than just a cool image and a catchy tagline.  It should be a tool to develop capability in your organisation to attract, recruit and retain the calibre of talent you need to achieve your goals.

Organisations approach developing their employee value propositions in different ways, but if all you are doing is surveying your current staff you are missing big parts of your value proposition.

You need to analyse gaps between what your employees experience, what your leaders want to offer and what the market perceives you offer.

With this information you will be able to find the balance point of these three perspectives and deliver an Employee Value Proposition that will be expected and experienced.

A strong, authentic and valuable Employee Value Proposition should incorporate  messages that resonate with the target audiences,  imagery that is relevant,  informative and attractive, and finally employees whose experience mirrors the messaging and imagery.

It should succinctly encapsulate an answer to the question "why should I work for your organisation?"

The measure of this success can be a number of things, but often the most powerful is the conversation rate of the number of acceptances you receive for the employment offers you make.

Too many employee value propositions focus on the creative imagery, and forget how to bring it to life.

You need to understand what messaging, imagery and leader behaviour is required at each stage of an employee lifecycle from attraction through to offboarding/exit and build a change plan to bring it to life at each one of these stages.

Otherwise it just becomes a set of aspirational images on a careers page which people don't understand or align with.