Kerry O'Neill

Oct 17, 2022

How To Highlight Your Employee Value Proposition In A Candidate-Driven Market

Blog

Right now, factors like the UK skills shortage put candidates in the driver’s seat when it comes to recruitment. What’s more, the aftermath of the pandemic has left people re-evaluating how their job slots into their daily lives, and what exactly they want from a role.

So, where does this leave businesses looking to grow their team or fill vacancies? You’ll be pleased to know there are steps you can take to highlight your employee value proposition and appeal to the best candidates. Read on for our top tips…

Find your difference

To stand out from the rest, you need to figure out what makes you different – this means defining your employee value proposition (EVP). What can you offer that other companies can’t? This could be anything from a higher salary and clear progression opportunities, to investing in your employees’ personal development and offering greater benefits, like free food and drink, subsidised gym memberships or private healthcare options.

Prioritise diversity and inclusion

Diversity and inclusion isn’t an employer brand strategy – it’s integral to your organisation. But that doesn’t mean you shouldn’t have a strategy in place. Taking the steps to ensure you’re implementing clear, impactful policies that champion diversity and inclusion at every level of your business demonstrates to candidates that you’re an employer who cares about fostering equal opportunities.

Define your ESG

Increasingly, candidates are seeking roles within companies that commit to sustainable business practices. With this in mind, and in addition to examining the diversity of your organisation, you should also consider your carbon footprint; outline your environmental, social and governance (ESG) goals; and make sure this information is visible on your website. Be prepared to answer questions about your ESG initiatives, too.

Put your words into action

If your EVP doesn’t reflect the authentic employee experience, then does it really apply to your business? Today’s candidates aren’t interested in empty words or promises – they’re inspired by a commitment to values and real action. Does your EVP truly emphasise what your employees value most about working on your team? If not, why not? What are the steps you can take to change this?

Shout about your difference

Once you’ve successfully highlighted your EVP, you need to let people know about it. This could be as simple as sharing it on social media. You should also include your EVP on your careers page and in any job postings – as well as on all company marketing material. Ask your employees what they love about working for you, then see if they’ll post about it on their own social media accounts too.

Win the recruitment race with Cast UK

Crucially, candidates aren’t just interested in the skills and experience that they can bring to your company – but what your company can offer them in return. These days, they have their pick of the market when it comes to new roles, so if you’re not offering an attractive employee value proposition, they’ll find someone who is.

Taking the time to build an inspiring EVP not only serves to attract top talent, it also works to retain employees in the long term, elevating your business as a brand that cares about its employees’ success and wellbeing.

To make sure you stay ahead of the competition, we’ve created an insightful guide: 7 Ways To Win The War For Talent. It’ll help you action your EVP and secure the candidates you need.

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