I am a huge believer in EVPs that provide differentiation and clarity on the value of the employee experience offered by an organization. Not only does the EVP need to help candidates gain clarity among organizations competing for talent, the EVP needs to provide the same authentic clarity to the organization's workforce, the employees who need a reason to believe every day at work and in every conversation they have with potential employees. The EVP must ring true in order to have power. If it does, it will have enormous power to retain and get the best from employees.
Could not agree more. For some time now, we've been advocating that if EVP, the way it's thought of and approached today, continues, it's not helping people make better job and career decisions, which is the opposite of what a value proposition should do. In our view, it's not the concept of a value proposition that is at odds with job seekers; it's that people search and define value differently, and if what they experience is all high-level, feel-good-about-ourselves content, then they have little to go by. The result is a lot of poorly fit applicants, not because applicants are bad, but because fluffy in, fluffy out. Keep 'em coming James. Love it.
I am a huge believer in EVPs that provide differentiation and clarity on the value of the employee experience offered by an organization. Not only does the EVP need to help candidates gain clarity among organizations competing for talent, the EVP needs to provide the same authentic clarity to the organization's workforce, the employees who need a reason to believe every day at work and in every conversation they have with potential employees. The EVP must ring true in order to have power. If it does, it will have enormous power to retain and get the best from employees.
Could not agree more. For some time now, we've been advocating that if EVP, the way it's thought of and approached today, continues, it's not helping people make better job and career decisions, which is the opposite of what a value proposition should do. In our view, it's not the concept of a value proposition that is at odds with job seekers; it's that people search and define value differently, and if what they experience is all high-level, feel-good-about-ourselves content, then they have little to go by. The result is a lot of poorly fit applicants, not because applicants are bad, but because fluffy in, fluffy out. Keep 'em coming James. Love it.
I hadn’t thought about the lack of transparency with negatives leading to people not trusting the positives when it comes to job listings.
I look forward to the next chapter of this story.