Archive for employer value propositions
Employment Branding now is the time
Branding your image as the best place to work right now can be a powerful weapon in the war for talent. You have to be bold and innovative but with the right approach you can seize market share now.
The absolute best time to get the best people is now but you need to define yourself and I am not talking about just words, I am talking action. Any recruiter or human resources manager can type up a compelling statement that reflects your company as a great place to work but once that transaction has taken place if you are not ready to reflect those statements you are just wasting your time and possibly damaging your reputation. To truly come up with a plan of action during an economic slow down you must be willing to make investments in shaping a recruiting model that provides excellent employer value propositions and a workforce plan that incorporates it.
Employer value propositions are a tough sell unless they have value to the employee or candidate. The best EVP has choices not limitations gaining popularity based on you’re flexibility as an employer of choice. A good example would be professional development. If you are offering tuition reimbursement for continuing education in a related field, than add tuition assistance for any undergraduate and graduate program. This can guarantee long term employment with your company. A high attrition rate and vacancies can impact productivity which costs money, the investment is worth it. The value of a few good EVP’s can go along way in attracting the people that you want, especially during an economic slowdown.
The problem right now is a lot of companies are risking loosing talent by freezing any hiring and limiting valuable benefits. Is this the right move? Yes and no, of course some companies cannot make those large investments, so what are they to do? The answer is good leadership and relationships with their employees. A good employment branding plan always incorporates good management that fosters positive relationships. In other words you have a good boss. The value of flexibility has gained a lot of popularity over the past few years as well, allowing employees the benefit of controlling their schedules. A performance based model judges your employees based on results, not time spent sitting at their desk looking like they are working. The future of our workforce will be spending more time away from the office and for those industries that can provide this option to their employees will see increased productivity, which will have a far reaching impact on business as a whole. My point is simple, be bold, be daring, and pave the way for the future of your company by giving what is not being given, listening when nobody is listening, and providing certainty when nothing seems certain. They will come!
Employer Value Propositions That Have Value, PART II
In part II of this blog post I wanted to discuss some tips and trends to give your employer value proposition value. In my previous post I mentioned the importance of getting to know what your employees want through communication. I am willing to bet that the preponderance of your employees would agree that quality of life issues are high on their list.
Here is a short list of ideas that would qualify as valuable EVP’s
ROWE (results only work environment) judging you on performance not attendance.
Telecommuting for non-essential office personnel, this coincides with ROWE.
Recognition and rewards programs for superior performance
CEO open door policy and senior management
Career Counseling, (find out what your employees goals are and help them get there)
Most of these programs that I mentioned are fairly common but how many are you using? Are you promoting them to your employees, recruiting tools? The best way to get feedback on a specific EVP is to monitor its participation. If they are not using it get rid of it and replace it with something better. I have never been a fan of web based assessments or surveys, put a team together and get involved. Attitude is everything when you are putting together an EVP system and when you show your employees how important it is they will feel the value it immediately.
Employer Value Propositions That Have Value, PART I
A lot of companies miss the mark when it comes to creating an employer value proposition that is compelling enough that it really means something to its employees and potential employees. A good EVP system will cover all demographics in your organization with enough diversity so that no one person is left out, in other words choices. An EVP that has choices or options alleviates rules that can affect the value of the EVP. If you really want to be known as “the best place to work” than you need to start communicating with your employees. One of the most powerful EVP’s is communication and if your employees feel that those lines are open, you will be able to identify situations and problems, so you can deliver solutions.
The single biggest problem in developing a good EVP system is ignorance. Talk to them, find out what they need and why, collaborate on realistic solutions. That has value! It varies from industry to industry but a lot of good EVP’s will cost you very little, things like good management, flexibility, promotion, and training. If you want to have EVP’s that have value than it is as simple as finding out what is valuable to your employees. The road to being the best place to work is there but you need to talk with your employees before you make that drive.
In part II this blog post we will talk about examples of EVP’s and the latest trends that will give your company an identity that is attractive.
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