Create an Offer That Attracts and Tetains the Right People
We can help you define and deliver an employee value proposition (EVP) that will resonate within the company and in the labor market.
EVP as the Basis of an Authentic Brand
Many companies offer benefits that no one wants. Without knowing and understanding employees, the offer remains just a promise. We will help you create and articulate an empolyee value proposition based on data, people’s expectations and brand strategy.
Relevant Candidates
A clear EVP attracts candidates who share your values and simplifies the selection of the best fit.
Engagement and Retention
Employees who understand what the company really offers them are more loyal and motivated.
Your Competitive Advantage
A strong EVP will set you apart in the marketplace and attract those looking for more than just a salary.
Human-centered approach to EVP
We combine design thinking methods with marketing strategy. EVP is not a slogan – it is your real offer, based on employee experience, taking into account the competitive environment and containing specific steps to fulfill it.
Expectations and Experiences Survey
The foundation of every strong EVP is listening – we find out what employees really experience, how they perceive the company culture and what is important to them.
We also include a competitor analysis in the survey to understand how your company stands in the labor market.
- Interviews, questionnaires
- Analysis of competitors’ offers
- Data, emotions, context
Universal and Personalized EVP
Based on the data we collect, we formulate a value proposition that reflects people’s real experiences and is relevant to different groups of employees.
We use a give & get approach and work with personas to make the EVP concrete, understandable and relevant.
- Working with personas
- Value pyramid
- Give & get approach
Testing and Communication
We verify the created EVP in practice – we collect feedback, consult with ambassadors and fine-tune the formulations with regard to various communication channels.
The result is a promise that is not only attractive, but also achievable and credible. The outputs include recommendations for its communication.
- Prototype testing
- Involvement of ambassadors and management
- Recommendations for communication
Examples of Using EVP in Practice
A well-defined EVP is not just a document. It is the basis for meaningful and unified communication throughout the company. It will help you be consistent, credible, and attractive to current and future employees.
From Data to Meaningful Offer
Behind every EVP formulation is specific knowledge of people, their experiences and expectations. All outputs allow you to transfer this knowledge into everyday practice – from communication to leadership.
Clear Give & Get Matrix
Structured EVP Document
Overview of Personas and Key Motivations
Recommendations for EVP Communication
Examples of Using EVP in a Company
Frequently Asked Questions and Answers
How long does it take to create an EVP and what is the whole process like?
A comprehensive EVP creation typically takes 6-12 weeks, depending on the size of the organization. The process includes a current status audit, employee and candidate research, workshops with key stakeholders, defining EVP pillars, and final testing before implementation.
Does a small company with 20-50 employees need an EVP?
Yes, of course. Small companies often struggle with a lack of a clear identity in the job market, and EVP helps them define their uniqueness. Plus, in smaller teams, each employee has a greater impact, so it’s key to attract and retain the right people from the start.
How do we measure the success of EVP after its implementation?
We monitor the success of EVP using specific metrics: quality and quantity of applicants, time to fill positions, employee engagement score, retention rate, employer brand rating on platforms such as Atmoskop or Glassdoor, and internal feedback from employees regarding the fulfillment of promised values.
What if our EVP is no different from the competition?
Every company has a unique combination of culture, opportunities, and benefits. Our job is to identify your specific strengths and challenges and communicate them authentically. We can present even seemingly similar benefits in a unique way that resonates with your target talent pool.
Can we create EVP ourselves internally?
You can create an EVP yourself, but an outside perspective brings objectivity, industry experience, and proven methodologies. An external consultant can also better identify “blind spots” and help with unbiased research among employees, where people often speak more openly.
How often does the EVP need to be updated?
We recommend that you completely rewrite your EVP every 3-5 years, with regular annual reviews of content and communications. The frequency depends on the dynamics of your industry and the pace of change in your organization. Fast-growing technology companies may need to update more frequently than traditional manufacturing companies. The key is to monitor how your EVP resonates with current and potential employees and respond to changes in their expectations or the job market.
We Will Create a Tailor-made Solution
Every company is different – and so is its brand. That’s why our approach isn’t just about templates, but about listening and finding solutions that make sense for you and your people.
Survey of the Situation
We will understand what makes your company unique. We will rely on data, interviews and comparisons with selected competitors.
We Will Propose a Solution
We will create an authentic and understandable EVP. We will clearly name what you offer to people - and why they should be interested in it.
Putting into Practice
We will validate the proposal in the real world. We will help you with internal acceptance, pilot communication and fine-tuning of the promise.