The key of any recruitment campaign is to attract the right people into the right positions in a timely manner. The reasons that you give to a candidate as to why they should choose to work at your organization, over any other potential employers, makes up your EVP. This is the “sales” pitch that is used for anyone considering employment and needs to truly describe the benefits of working at your organization.

There is always a risk as you describe yourself as an employer of choice, that the reasons you give from the HR prospective may not mirror what the rest of your organization believes. Our facilitated EVP process reaches beyond the executive level people in your organization, and learns what the people in your organization think about working at your organization. We work with new recruits, mid-term employees and long term employees to determine why they work there, what they tell their friends and family about the organization, and then come up with an EVP that truly reflects you.

One of the hidden costs in recruitment is the costs associated with attracting and hiring the wrong person for the wrong job. You could go as far to say that this is the most costly expense of recruitment, as it can cost you a second recruitment at a minimum and customers and other good employees at the top end. By determining your EVP and using this to guide both your employment branding and your employee communications, you can ensure that when new hires arrive they find exactly what they thought they would find, improving the retention of new hires. It also ensures that the people that you recruit will be happy in your organization and that the organization will be happy with them.