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In a highly competitive labor market, companies are faced with the need to attract the best talent to ensure their long-term success. To achieve this, employers all have a key differentiating tool that describes the experience an employee can expect when joining their company: the Employee Value Proposition (EVP).

Employee Value Proposition, a component of an Employer Brand

Employer Brand, definition

Employer branding is the application of branding principles to human resource management. In a nutshell, it is what job seekers think of when they are asked “what would you think about working in this company ?

This brand management principles refers to the deliberate actions taken to build a positive reputation among prospective employees, positioning the company as an attractive and desirable place to work.

From a managerial perspective, if potential and current employees expressed desire to work for your organization, this will lead to employee empowerment and new hire commitment, which in turn can improve business performance, decrease annual employee turnover, and give your organization a competitive edge in the labor market.

Employee Value Proposition, definition

The EVP is the set of ideas and benefits that a company wants current and potential employees to associate with it as an employer. This can include company culture, benefits, career opportunities, training programmes, corporate value and management.

A strong EVP is part of an employer brand strategy and helps to attract top talent, retain employees and build a positive employer brand image.

We are going to share with you the essential elements that characterize and effectively deliver a strong EVP and explain how to create a value proposition that resonates with employees.

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Employee Value Proposition, understanding these 5 components

To stand out to the best candidates, it is essential for companies to create a strong and attractive Employee Value Proposition (EVP). To do this, there are five components that make up the employee value proposition:

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    Benefits are paramount and include salary satisfaction, bonuses and appraisal systems. A competitive pay can be a significant motivator for top talent and salary satisfaction is an important aspect for employees. In addition, financial rewards such as stock options, profit sharing, and compensation premium can be an efficient key driver to create an effective EVP. However, it is important to note that tangible benefits such as health insurance, retirement plans, and flexible working arrangements can be just as important to employees as financial rewards (or compensation premium).

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    Work-life balance

    This component includes benefits such as paid time off, holidays and pension plans. Employees value flexible working hours, the possibility of working from home, holidays and paid parental leave. Work-life balance benefits are essential for employee well-being and satisfaction.

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    Career development and stability

    This includes career stability, employee development opportunities and training initiatives. Employees want to feel confident that their jobs are secure and that they have opportunities for growth and development within the organisation. Training and development programmes can help employees learn new skills, stay engaged and improve their performance.

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    This component will include geolocation, work environment and autonomy. When talking about the work environment, this antecedent (of location) will be composed of 3 elements: technology, physical space and culture. The right technology can help employees work more efficiently, while a pleasant and welcoming physical environment can boost productivity and employee well-being. A positive culture that values diversity and inclusion, innovation and collaboration is also essential to building a strong Employee Value Proposition.

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    This last component involves positive relationships, support, teamwork and the core values of the company’s culture. Employees want to feel valued, respected and supported in their roles. Recognition of achievements and opportunities for collaboration with colleagues can help build a positive work culture.

Having a compelling EVP is seen as an essential element of a successful employer brand strategy. Our agency Habefast has a dedicated HR marketing and employer branding practice, and has the experience and expertise to help our clients design a strategy that will highlight their company’s values, culture and organisation.

We are ready to help you formalise your EVP to give clear direction to the various departments involved in recruitment and to create an authentic DNA, reflecting your corporate culture.

Creating a compelling and strong Employee Value Proposition

To stand out and differentiate itself from other companies in its market, an employer will need to create a unique value proposition based on the current and former employees experience. In this way, the Employee Value Proposition (EVP) will be credible and authentic, while reflecting the aspirations of management and the priorities of human resources.

As a starting point, companies should interview employees at different levels and locations to understand what motivates them in their work. For example, you can conduct employee surveys and focus groups to understand the company’s employee expectations.

It is also advisable to use external consultants to identify gaps between the current EVP and employee expectations. Companies should also take into account the differences between different sectors and create a customised EVP, in the case of a parent company, for each subsidiary, while sharing common elements across the company.

Before creating an effective EVP, it is essential to create a positive corporate culture. Recruitment professionals must be brand ambassadors and this requires the creation of a positive culture within the organisation. Without a strong culture, it is difficult to convince current and potential employees of the value of the brand.

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    Measuring the effectiveness of your Employee Value Proposition

    To determine the effectiveness of implementing an EVP, companies can assess their ability to deliver their message. This can be done by measuring employee engagement, retention and referral rates, as well as comparing their employer brand with that of their competitors in terms of image associations.

    A strong employer brand can have significant business impacts, such as reduced recruitment costs, increased attention to job postings, a more efficient hiring process, improved quality of recruitment, and the creation of a sense of pride, commitment and referral among current employees.

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    Analyse feedback and make improvements

    After measuring the effectiveness of the EVP, it is important to analyse the feedback received from employees, job applicants and other stakeholders. This feedback can help identify strengths and weaknesses of the Employee Value proposition and provide information on how to improve it.

    Based on the feedback received, organisations can make adjustments to their EVP and implement changes if necessary. This continuous improvement process ensures that the Employee Value Proposition remains relevant and effective over time.

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Employee Value Proposition, examples of outcomes

In this part, we will present you with great employee value proposition examples that showcase how a strong EVP can benefit your organization.

Creating positive work environnement and encouraged employees to be part of the development of the organization's evp

At first, a good employee value proposition can help to align employees with the company’s mission and values. This can be achieved through the creation of a compelling employee value proposition that fosters a positive work place and encourages employees to take an active role in talent management.

In fact, creating a positive work culture that encourages efficient communication across the entire company can lead to a more engaged and productive workforce, better employee experience, as well as decreased annual employee turnover.

Moreover, encouraging employees and senior leaders to take an active role in talent management by delivering their own employee value proposition can help to build a sense of ownership and foster a positive work place. By providing employment benefits, learning and development opportunities, and meaningful work that aligns with the organization’s mission and values, companies can effectively deliver a compelling employee value proposition.

Communicate the value of the organization's EVP through job descriptions

Then, job descriptions can play a crucial role in conveying the company’s employment value proposition to potential candidates.

By clearly communicating the organization’s mission, values, and employee benefits in job postings, companies can attract the right candidates and improve their chances of hiring the best talent in a competitive labor market.

Additionally, education reimbursement and local fitness studios memberships can be attractive perks for existing employees and new hires alike, contributing to a great employee value proposition.

Importance of the relocation benefits and company-sponsored events

For companies with a global workforce, relocation benefits can be a valuable component of their employee value propositions.

These benefits can include support with moving expenses, housing, and visa requirements, making it easier for employees to relocate for work. Offering these benefits can not only help to attract talent from a wider pool of candidates but can also contribute to decrease annual employee turnover by helping employees to feel supported and valued, which lead to a better employee experience.

In addition to benefits like relocation support, company-sponsored holidays and events can also be an important part of a compelling EVP. Celebrating important cultural and religious holidays can help to build a sense of community and inclusivity among employees, while team-building events and retreats can help to foster positive working relationships and a sense of belonging within the organization.

Retention through development, investing in new hire

Finally, new hire commitment can be a powerful tool in decreasing annual employee turnover and fostering a positive work environment.

By demonstrating a commitment to investing in and developing new hires, companies can build a sense of loyalty and trust with their employees, contributing to a strong employer value proposition. This can include providing extensive training and onboarding, mentoring programs, and opportunities for career development and advancement. By investing in their employees’ growth and development, companies can create a positive cycle of employee engagement and retention.

Those employee value proposition examples can be applied to your organization to improve your employee experience and attract the best talent in the labor market

Employee Value proposition, our employer branding and HR marketing arm

Having an attractive Employee Value Proposition is key to retaining top talent and improving employee satisfaction. As a consultancy and communications agency with a dedicated employer branding and HR marketing division, we are here to help you develop a customised Employee Value Proposition that meets your specific needs.

We will work closely with your HR and marketing teams, and recommend the involvement of the company’s main business lines in a workshop format, in order to formalise an Employee Value proposition that will have the support of all stakeholders.


In conclusion, to attract and retain top talent, companies need to create a strong Employee Value Proposition (EVP).

This proposition should be based on the key elements of compensation, work-life balance, career stability and development, location and respect.

To create a strong EVP, it is important to understand what motivates employees in their work, to create a positive company culture, to use external consultants to formalise a company’s EVP so that a clear direction can be given to the different departments involved in recruitment.