topics include EVP Development, Peer Group Views
With the wide recognition that a strong and compelling EVP is significant in the attraction and retention of talent, there is an increasing amount of dismay in evidence amongst HR professionals at what is seemingly required of them - and a myriad of other people to be able to articulate that EVP. The £ signs flash alarmingly – and with little slush in the budget, it’s all too easy to put it on the back burner.
Granted, doing it well does require a thorough and often time-consuming process of research and testing, both internally and externally, but there is no doubt that it is perfectly possibly to secure a few quick wins early in the piece – which will have a long-term value.
Bearing in mind the sophisticated nature of many candidate management systems now, we are somewhat surprised to see that few organisations seem to be utilising the available facilities provided to really establish the perceptions of candidates regarding the organisation and the marketplace as they move through the selection process.
After all, when an individual applies to an organisation, their mind is typically far from made up – and there’s a very strong chance that they will also be applying to other organisations too. They are certainly far from committed or loyal and they will clearly have an external (if sometimes well-informed) perception of the organisation that is immensely valuable.
As they progress through the selection procedure, that perception may change – influenced by what they learn, who they meet, what they observe and how they are treated. Those changing perceptions are also enormously valuable and should be captured because collectively, they can provide useful drivers to the further development of the selection process and will also highlight the effects – positive and negative, of the various touchpoints encountered during the process.
Likewise, those organisations that are dependent upon recruitment consultancies for the supply of good candidates could be making better use of captive potential candidate groups – simply through working collaboratively with their consultancies to secure information from the broader candidate database that will undoubtedly be of considerable value – to the client and consultancy alike.
Quick wins are essential in this uncertain time, where any expenditure has to be justifiable – but where, arguably more than ever, it will be the strength of the broad employer offering that attracts and retains the best people. And that has to be encapsulated in an accurate EVP.
Post new comment