We take a data-driven, consultative phased approach to EVP research and development. By combining employee insights, leadership perspectives, and market analysis, we create an EVP that authentically reflects your company's values and meets the expectations of today’s talent.

Here’s our phased approach to how we build your EVP:

1. Research and Discovery

We conduct thorough research to uncover the key elements defining your employee experience. This phase includes:

• Employee Surveys and Focus Groups: Gathering real insights from employees at all levels to understand what they value most about working at your organization and where opportunities for improvement exist.

• Leadership Interviews: Engaging with leadership to align the EVP with the company’s strategic goals and vision for the future.

• Competitive Benchmarking: Analyzing your competitors to identify what sets your company apart and how your EVP can give you a competitive advantage.

• Cultural and Market Analysis: Assessing your company’s internal culture and how it resonates with the broader job market to ensure your EVP aligns with employee expectations.

  • Other Relevant Components that may come into play:

    • Stability and Security: How does the company ensure job stability for its employees?

    • Company Reputation and Legacy: Why would someone choose to work for your company over competitors?

    • Employee Empowerment and Autonomy: Do your employees feel empowered in their roles? How do you foster autonomy in the workplace?

Deliverables:

• A comprehensive research report summarizing key findings from surveys, interviews, and competitive analysis.

• A list of the core values and benefits your employees value most.

2. Defining the Employee Value Proposition

Once we’ve gathered the necessary insights, we work with your team to define your EVP. This includes identifying the key messaging pillars that will shape how you communicate your company’s unique value to employees and candidates.

Core components of an EVP we look to help clearly define:

• Mission and Purpose: What drives your organization, and how does that align with what employees care about?

• Career Development and Growth: How do you support employees' professional growth and advancement within the company?

• Workplace Culture and Environment: What is the unique culture or atmosphere employees experience at your company?

• Rewards and Benefits: What tangible and intangible benefits set you apart, such as compensation, flexibility, and work-life balance?

• Diversity and Inclusion: How does your organization foster an inclusive, diverse, and equitable environment for all employees?

Deliverables:

• A clear, concise EVP statement that encapsulates why your organization is the employer of choice.

• Messaging pillars for consistent communication of the EVP across all channels.

3. Testing and Validation

Before launching your EVP, we validate it with key stakeholders and ensure it resonates across different segments of your workforce. This phase includes:

• Stakeholder Feedback: Presenting the EVP to leadership and employee groups to ensure it reflects their experience and aligns with business goals.

• Adjustments and Refinements: We make any necessary adjustments based on feedback to ensure the messaging is authentic and compelling.

Deliverables:

• A finalized EVP that reflects both internal and external expectations.

• Detailed feedback reports showing the alignment between leadership and employees.

4. Implementation and Activation

Once the EVP is finalized, we help you activate it across all internal and external channels to ensure it is consistently communicated throughout your recruitment and employee engagement efforts. This includes:

• Career Site: Updating your career site to reflect your EVP, ensuring that candidates are drawn in by the unique value you offer as an employer.

• Job Descriptions: Ensuring all job postings are aligned with your EVP and communicate the key benefits of working at your company.

• Internal Communications: Embedding the EVP into internal communications, from onboarding programs to company-wide initiatives, ensures employees fully understand and embrace the brand.

• Recruitment Marketing Campaigns: We’ll align your EVP with recruitment marketing efforts, creating content that resonates with candidates and drives higher engagement.

Deliverables:

• Implementation plan for EVP activation across all channels.

• Guidance on integrating EVP into recruitment marketing, job postings, and internal communications.

5. Measuring and Optimizing the EVP

An EVP is not a static document—it evolves as your organization and workforce grow. We help you monitor its performance and adjust it as needed to keep it relevant and effective.

• Metrics Tracking: We track key metrics, including employee engagement, retention rates, and candidate conversion rates, to ensure your EVP is delivering value.

• Quarterly Reviews: We conduct regular reviews to assess the EVP's impact and make necessary adjustments to ensure continued success.

Deliverables:

• A performance dashboard tracking EVP impact on talent attraction and employee engagement.

• Ongoing support for adjustments to keep your EVP aligned with evolving business needs.