EVP = “Why would a talented person want to work with us?"

Yesterday, I watched a webcast on Staying Ahead of Change: The Importance of the Employment Value Proposition. The presenter were Mitzi Adwell (Practice Leader, Talent Management – The Newman Group) and Gautam Ghosh (Co-Founder & Managing Partner – The Imagence Partners)

What is EVP:
• What attracts a candidate to an organization
• What keeps her motivated and contributing
• Is more than employer branding
• Is more than salary and perks

Perspective: Where does EVP affect your talent management operations?
• Attraction Drivers (Sourcing: Strategies to attract targeted talent for organizational fit)
• Commitment Drivers (Retention: Activities to increase the EVP commitment levels of employees, thus increasing satisfaction & reducing turnover)

The EVP Encompasses the Entire Employee Experience
• Rewards: Compensation, Health Benefits, Retirement Benefits, Vacation
• Opportunity: Stability, Future Career Opportunity, Development Opportunity, Meritocracy, Growth Rate
• Organization: Empowerment, Integrity, Respect, Industry Desirability, Formal & Informal Work Environment, Diversity, Social Responsibility, Brand awareness, Market Position, Product – Service Quality, Technology Level, Risk Taking, “Great Employer” recognition, Organizational Size
• Work: Job Interest Alignment, Recognition, Innovative Work, Level of Impact, Location, Business Travel, Work Life Balance
• People: Manager Quality, Coworker Quality, People Management, Collegial Work Environment, Sr. Leadership Reputation, Camaraderie

Conclusion
• Every Organization has an EVP, whether they know it or not
• Attraction & Commitment Drivers determine the shape and effectiveness of the EVP
• A conscious and continuous focus on EVP is vital in competing for talent.

Sources/Related links:
http://gauteg.blogspot.com/
http://humancapitalinstitute.org/hci/events_webcasts.guid
http://www.tngconsulting.com/
http://www.net-temps.com/employers/hrcorner/?id=17