Creating an employer value proposition to attract tech talent
If you are in need for good talent to work for you, you need people to apply for jobs in your company. Just because there is an excess of people looking for employment does not ensure the right kind of talent for your company to apply in yours. For the best of the best talent to be attracted to your company, you need to have a brand value that stands out.
How you decide to put across the need for human resource is important. Be it any kind of advertisement, you need to be able to factor in all important details in a minimal yet informing manner. This is where your employer value proposition (EVP) comes into play. Your EVP should be decided beforehand and then begin with the branding part.
What is an Employer Value Proposition?
Though employer value proposition and employer branding look almost the same, they are quite different from each other. Both these factors together decide why the top best talent should work for you. Employer branding is putting your company on a pedestal making the current and potential employees look good with the company name. Your company’s values and culture come into play here and defines who you are as an organization. Employer brand is what makes businesses compete for the best candidates and build credibility.
However, EVP is what you would offer to the candidates or potential employees that would make them want to work with you. Your salary package, incentives, benefits, insurance and more are the things your provide in exchange of their time and talent. At the end of the day, the decision to join a company comes down to these basic details.
How to create your EVP for tech talent
There are a few factors that inevitably scream good EVP to attractive candidates.
These are the incentives from the side of the company given to the employee for achieving something like trips, day offs, compensation, benefits in the form of health and retirement.
If the work you are offering borderlines on dream job description, that is a crowd puller.
More and more people are asking to see personal growth and learning opportunities when they enter an organization. Work is no longer solely about the money.
No matter how good the position offered is, if the people you are working with are a pain, then the job simply cannot be done. This applies to not just immediate colleagues but also higher authority and their behavior.
The quality of the product/service you provide is very important. Where is stand in the market speaks volumes.
To have a basic idea of where you currently stand, try figuring out answers to the following questions based on the current work and observation.
• When given what kind of assignments and work is your technical team the most excited about?
• What kind of projects make you stand out from the rest of the companies?
• What offer a candidate cannot resist is offered by the company?
• What suggestions and improvements do the current technical team add in to improve the employee experience?
Rather than just pondering on these questions by yourself, try asking the employees the same and take out time to actually going through their response. It is important to gather the opinion of the employees when it comes to adding more talent into the group. With the growth in the economy, it will look like more talent will only do you good but opinion from inside the department can help immensely.
If your EVP is almost the same as what your employees think too, then the right candidate is bound to find the company attractive. Hence, getting inside opinion, opinion from departments, personal opinion and unbiased third-party opinion are all majorly helpful to validate the EVP.