Do You Have A Unique Employer Value Proposition?

In competitive and candidate-focused recruitment climates, employers have two options.

You can either:

1. Continue participating in the talent bidding war (watching salaries rise at an unsustainable level).
2. Look for a way to differentiate yourself from your competitors in the eyes of your potential employees.

Rather than making higher and higher offers to fend off other companies trying to fill similar roles to you… why not guarantee recruitment success by pinpointing the value you have to offer and then showcasing it?

What is an Employer Value Proposition?

An employer value proposition is a key part of any firm’s recruitment branding.

It’s a guideline of sorts that covers all the assets you can provide your employees with that no one else in your market can offer (or, at the very least, not to the same extent).

Some examples include:

• career progression
• job satisfaction
• supportive networks
• training schemes
• thriving company culture
• competitive benefits

(Source: People Scout).

Alternatively, to create your own employer value proposition, you might decide to look a little further afield.

You could review the skills, experience, and connections you have in your organisation, promising mentorships from famous names or regularly providing free attendance to local conferences.

The Benefits of an Employer Value Proposition

Not only can a clearly outlined employer value proposition increase initial traction in encouraging quality applicants to consider your job advertisement but it also:

1. Significantly influences your overall recruitment success.
2. Increases job transparency and encourages open communication.
3. Can be used to retain talent and reduce turnover.

Why?

Well, in competitive talent climates, even if you manage to identify prime candidates who have sent in their resumes… it doesn’t guarantee that they’ll convert. This will leave you with an unfilled role and a wasted recruitment budget.

At the end of the day, without an employer value proposition to hand, jobseekers won’t understand why they should consider working with you over a similar role elsewhere.

That’s not a risk you should be willing to take.

Thankfully, you likely already have an array of unique offerings in your company that you can use to your advantage to attract and onboard new employees.

How to Implement an Employer Value Proposition

Typically, an employer value proposition offers passive benefits to your organisation. However, once you start incorporating it into your recruitment efforts, your results will skyrocket.

Ask yourself:

1. Where do I go above and beyond to reward my employees for doing their job?
2. How can I use my internal benefits structure to my advantage when filling roles?

An effective employer value proposition would clearly outline the perks of working at your company and also detail the strategy you’ll use to share and publicize this information.

Some companies create content focused on their employer value proposition (especially when they have a job advertisement open), while others make it a key part of their ongoing social recruitment efforts.

Whatever your approach, it’s imperative that you take the time to pinpoint what your unique offering is and start applying it to your marketing. This way, you’ll be able to successfully attract candidates – even in an industry facing vast talent shortages.

How Ross Clifford & Associates Uses Your Employer Value Proposition

When the recruiters at Ross Clifford & Associates onboard candidates looking for a job, we carefully explore what they are looking for in their new position.

Everyone has a different idea of what makes a “perfect employer” and aligning their requests with your clear value proposition allows us to carefully place talent that will thrive in your organisation.

By aligning their long-term goals with the unique strengths you have to offer, Ross Clifford & Associates makes accurate recruitment decisions that fuel your company’s growth.

 Contact us today for more information.