Reframing the new employee deal: Expectations from COVID-19
Employees today want to feel valued, safe and secure. Learn in this webcast about creating a fresh, future-focused employee value proposition.
Companies today face incredible competition for talent. People looking for jobs not only have more choices, they also possess more information about companies, making them much more discriminating when choosing potential employers. Just as online shopping has changed the way people purchase merchandise, the internet has given job seekers easy access to detailed information about companies through sources such as Glassdoor reviews and best workplace lists, and social media such as LinkedIn.
Organizations need to promote the value they offer and articulate a “why buy” message in new ways that attract employees who are shopping for jobs. Every organization should have a unique Employee Value Proposition (EVP) to demonstrate to prospective employees what they can expect once they are hired.
Learn below how a fresh approach to talent management and a clear, value-driven employee promise can attract and retain employees who now shop for jobs like they shop for phones.
When developing an effective employee value proposition, there is no one size fits all. By analyzing the unique needs, drivers, and expectations of high-performing employees, organizations can identify and address gaps that may exist between what is promised and what is actually experienced by employees. Aligning with the brand promise will help inform a long-term talent plan and reinforce authenticity. Further, customizing the employee value proposition for each generational section of the workforce—Gen Z, Millennials, Gen X, and baby boomers—can make it even more appealing.
By developing a clear and enticing EVP and providing an authentic employee experience, you can give candidates stronger evidence for deciding your company is a great place for them.