What an EVP is and Why you Need One! (Employee Value Proposition)

Recruiting continues to be a hyper-competitive and challenge for companies. This is even more true for staffing and recruiting firms, who are not just competing against their direct competitors, but all the other companies out there! Having a unique edge to make your company stand out is more crucial than ever. An effective Employee Value Proposition (EVP) is one such edge that can distinguish your firm from the competition. But what exactly is an EVP, why is it essential, and how can you create one? Let’s dive in.

What Is an EVP?

An Employee Value Proposition (EVP) is a set of offerings, associations, and values that an employer provides in return for the skills, capabilities, and experiences an employee brings to the organization. It’s the unique set of benefits employees receive by working for a particular company, encompassing everything from the workplace culture and career development opportunities to benefits and work-life balance.

The Importance of an EVP for Staffing Firms

For staffing and recruiting firms, an EVP is not just about attracting potential clients but also about attracting and retaining top talent. With Gen Z about to make up 25% of the workforce next year, understanding EVPs and creating a solid foundation for your own now is a great way to get ahead of the market. Here are just a few reasons how having an EVP can boost your Recruitment Marketing efforts:

1. Attraction of Top Talent: In a saturated job market, a compelling EVP helps attract the best candidates. When prospective employees see clear, unique benefits and a strong company culture, they’re more likely to choose your firm over others.

2. Retention: A strong EVP ensures current employees feel valued and appreciated, which can significantly reduce turnover rates, no-shows, and ghosting.

3. Differentiation: An effective EVP sets your staffing firm apart from competitors. It highlights what makes your firm unique and why someone should choose to work with you rather than others in the industry. This is especially important in your local market if you have several competitors in the same industry.

4. Client Trust: Clients are more likely to trust and partner with firms that have a solid reputation for treating their employees well. An EVP communicates stability and reliability by providing real-life examples, which is much more effective than a sentence on a site that says, “We treat our employees better than anyone!”

Examples of Effective EVPs

To understand the power of a strong EVP, let’s look at a few examples from well-known companies:

1. Salesforce: Salesforce’s EVP focuses on its vibrant company culture, commitment to innovation and opportunities for personal and professional growth. They emphasize their dedication to equality, giving back to communities, and a supportive work environment.

2. Google: Google’s EVP includes innovative and collaborative work environments, competitive salaries, comprehensive benefits and perks like on-site wellness and development programs. They highlight their commitment to work-life balance and employee well-being.

3. HubSpot: HubSpot’s EVP centers around flexibility, with a remote-friendly culture, unlimited vacation policy and a focus on employee autonomy. They also emphasize career growth opportunities and a strong, inclusive company culture.

How to Create a Compelling EVP

Creating a compelling EVP requires a thorough understanding of what your current and prospective employees value most. Here’s a step-by-step guide to crafting an effective EVP for your staffing firm:

1. Research and Understand Your Audience: Conduct surveys and focus groups with your current employees to understand what they value most. Look at industry trends to see what top talent in your field is looking for.

2. Identify Your Unique Strengths: What does your firm offer that others do not? This could be anything from unique professional development opportunities, a supportive and inclusive company culture, exceptional benefits or opportunities to give back to nonprofits and other philanthropies.

3. Communicate Clearly: Your EVP should be communicated clearly and consistently across all channels. This includes your website, job postings, social media and during the recruitment process.

4. Align With Company Values: Ensure your EVP aligns with your company’s core values and mission. It should reflect what your company stands for and the type of workplace culture you promote.

5. Evolve with Feedback: An EVP is not a set-it-and-forget-it strategy. Continuously gather feedback from employees and adjust your EVP to reflect changing needs and expectations.

6. Showcase Real Stories: Use testimonials and success stories from current employees to illustrate your EVP in action. This adds authenticity and helps potential candidates visualize themselves within your company. This also provides content to be shared on your site and social channels!

A unique and compelling EVP can be a game-changer, and it is something a lot of staffing companies overlook without much thought. By understanding what an EVP is, looking at successful examples and following best practices to create your own, your staffing firm can position itself as an employer of choice in the industry and your local market. Start crafting your EVP today, continuously tailor and optimize it, and get ahead of your competitors.

Recruiting Strategies: Thinking Outside the Box

Since the COVID-19 pandemic in 2020, recruiting via traditional methods like job boards and active candidate searches has taken off even more than where it already was. Still, as we enter the second half of 2024, companies are finding that these options are no longer sufficient by themselves to build a robust talent pipeline. To achieve the best recruiting results and top talent, it’s essential to think outside the box with supplemental strategies to your efforts on the job boards. Here are some outside-the-box strategies to help you attract top talent:

1. Host Virtual Events and Webinars
   Virtual events and webinars are excellent ways to connect with potential candidates. Host industry-specific webinars or virtual career fairs where attendees can learn about your company, hear from current employees and participate in Q&A sessions. This approach not only helps you identify interested candidates but also positions your firm as a thought leader in the industry.

2. Tap Into Niche Communities and Forums
   Online communities and forums tailored to specific industries or skill sets can be gold mines for finding hidden talent. Engage with these communities by participating in discussions, sharing valuable insights and posting about job opportunities. Platforms like GitHub for developers, for example, and even Reddit subreddits can help you discover passive candidates who might be perfect for your clients.

3. Implement an Employee Referral Program
   Your current employees can be your best recruiters. Implement a robust employee referral program that incentivizes them to refer qualified candidates from their networks. This not only expands your reach but also often results in higher-quality hires, as employees are likely to recommend individuals who are a good fit for your company culture.

4. Build Relationships with Educational Institutions
   Partnering with universities, colleges and vocational schools can help you tap into emerging talent before they enter the job market. Participate in campus career fairs and provide guest lectures or workshops to build your brand among the next generation of professionals.

5. Create a Strong Employer Brand
   A strong employer brand can attract top talent who align with your company’s values and mission. Invest in building a positive online presence through employee reviews, testimonials, and engaging content that highlights your company culture.

6. Explore Talent Pools in Unexpected Places
   Think beyond traditional talent pools and consider candidates from non-traditional backgrounds. Veterans, career changers and individuals re-entering the workforce can bring diverse perspectives and valuable skills to your organization. Implement training and mentorship programs to help these candidates transition smoothly into new roles.

7. Engage With Passive Candidates
   Building relationships with passive candidates—those who are not actively seeking new opportunities but are open to them—is crucial. Maintain a talent database and keep in touch with potential candidates through regular updates, personalized messages and by sharing relevant industry news. When the right opportunity arises, these candidates will already be familiar with your firm and more likely to consider your offer.

By incorporating these out-of-the-box recruiting strategies, staffing and recruiting firms can enhance their talent acquisition efforts in 2024. Embrace innovation, leverage technology and build strong relationships to stay ahead in the competitive recruiting landscape.

Stay ahead of the curve and think outside the box to attract the best talent and build a resilient talent pipeline for the future.

Are you ready to learn more about how Haley Marketing and the recruitment marketing team can help drive improved results from your job advertising budget? Contact our team today to learn more and set up a free recruitment marketing consulting call!