An EVP helps you ‘sell’ your workplace to candidates.
Let’s get to work on your enticing EVP.Step 1: Determine the role you’re hiring for.
An Employer Value Proposition should change with each role since candidates’ motivators differ. For example, what motivates salespeople is very different than what motivates those in back office support. Salespeople are motivated by a high earning potential and having administrative help that will keep them out selling. Those being hired into support positions like customer service and administrative are more attracted by a steady income and useful technology.Step 2: Know their motivators.
Ask individuals currently in the role what they love about their jobs. Just 3 quick bullet points will get you what you need. Hiring for a role for the first time and have no one on your staff to ask? Reach out to industry professionals or online forums. (Or, ask WizeHire! We know the motivators for many types of roles.)Step 3: Create a short statement that addresses each motivator.
Here’s a statement that would attract sales professionals motivated by high earning potential. ‘If you work hard, you can hit six figures.’ Administrative assistants would prefer to see something about stability and process. ‘We invest in industry-leading software and technology that makes your job easier and customers happier.’Step 4: Determine proof points that back you up.
Motivating statements are great, but you need to back them up. Prove to candidates that your company outshines your competitors. Your goal is to share enough information to attract as many applicants as possible so you can screen for the perfect hire. Here’s how we put an EVP together for a Real Estate Sales Agent.