Employee Value Proposition
What a job has to offer them in terms of the work itself, the work environment and the characteristics and values of the organization (the Employee Value Proposition or EVP), determines what a worker will deliver in terms of time, commitment, skills and expertise. Only if the EVP of a job really matches what someone values in his/her work, is there a win-win situation. You as an employer can then count on a motivated, committed worker who will go the extra mile. And the worker will experience his/her job as meaningful and fulfilling.
The Employee Value Proposition consists of:
Aspects of the job itself: variety, autonomy, challenge, access to resources, impact, importance, responsibility, job security etc.
Salary, benefits and conditions of employment
Financial rewards and conditions of work: salary, benefits, bonus pay, flexible working hours, work-life balance, pension scheme, opportunities for development, child care etc.
Relationship with manager: feedback, recognition, respect, fairness, inspiration etc.
Type of organizational culture: emphasis on collective effort or more on individual output, hierarchical or flat, formal or informal, traditional or innovative, high workload or relaxed, people oriented or task oriented etc.
Characteristics of the organization: profit/nonprofit, size, reputation, corporate social responsibilty, sustainability etc.
Individual work values
Certain work values, such as some degree of autonomy, getting recognition for what you do and receiving fair pay, are seen as important by every worker. How other work values are rated depends on someone’s personality, situation in life and career stage.
For a woman in her early thirties who is raising young children, work-life balance will be very high on her priority list whereas bonus pay is probably not. For someone who is just starting his/her career the opportunities for development will be important, while job security is less of an issue. For someone who wants to climb the career ladder quickly, hierarchy will be a plus, while it is a minus for someone who is not interested in status.
Match your Employee Value Proposition with a worker’s individual work values
In order to recruit the right people and match the people in your organization to the jobs that are right for them, you need to take into account to what extent the EVP of a specific position matches the work values of an individual worker.
- You can also choose to make use of our matching tool to discover to what extent your EVP matches your Employer Brand
- We help you to select 80 values and characteristics that define your Employer Brand in the job market
- You subsequently rank those in order of how they most and how they least characterize your organization according to the relevant stakeholders in the job market
- The result is a unique and distinctive profile of your Employer Brand
- You can now make use of the matching tool to find out to what extent your EVP matches your Employer Brand
What makes our matching tool unique?
- Your Employer Brand is uniquely and distinctively defined (not defined as a type) and is never the same as that of any other organization
- You get to see on a scale from 1-100 to what extent your EVP matches with your Employer Brand
- You can make use of the online matching tool by registering on Personal Deal
- Or you can choose to integrate the matching tool into your own HR-solutions or offer it as a widget on your career site so that candidates can check for themselves if they fit in. Candidates can find out if the image they have of your organization (on the basis of your employer brand) matches with what it is really like to work for you.