5 Steps to Strengthening Your Employer Value Proposition

Higher salaries, great benefits, and opportunities for remote and/or hybrid work are among the top incentives being offered to prospective employees in an extraordinarily competitive hiring market. But if many companies are following the same script, how can you differentiate yours as the right choice for top talent?

If you haven’t done so recently, it’s time to check in on your Employer Value Proposition – and take steps to make sure you’re living up to it.

Defining an Employer Value Proposition

What is an Employer Value Proposition? It’s the promise you make to employees when they’re hired, and while they’re working for your organization. Simply put: what’s in it for them. Have you pledged to put them in the right role for their skills and talents? To empower them to contribute to the company’s success? To provide a caring and supportive working environment? To enable opportunities for professional development and career advancement? To support community involvement? To ensure pay and benefits are on par with work performance and industry standards?

Addressing these issues, among others, is likely what drew someone to your organization in the first place. Similarly, it will help attract new candidates in the future, and just as importantly, retain top performers over the long term.

Improving an Employer Value Proposition

It’s one thing to develop an Employer Value Proposition; it’s another to deliver on what you’ve promised. Here are 5 steps to determining if you’re doing so, and if not, for strengthening your efforts.

1) Talk to your employees. Ask them if the company, and their individual role, are what you said they would be. If not, discuss how to better align expectations with reality.

2) Ramp up onboarding. And not just when an employee is hired, but as work progresses. Explain what success looks like, and how it’s measured. 

3) Set employees up to succeed. Increase opportunities for training, professional development, and career growth. Also, highlight how you promote respect in the workplace, including your commitment to DE&I initiatives.

4) Build accountability. Create a team of employees, both newer and longer-term workers, to keep things on track. Set quarterly goals and stick to them.

5) Market what differentiates your company. Tell the world what you do for employees, with specific examples. For instance: we don’t answer emails at night or while on PTO. 

A well-crafted and supported Employer Value Proposition will help to define and solidify your brand, which in turn will boost both recruiting and retention. Alaant’s experts work with great companies every day to tackle issues just like this. Can we help yours? Contact us today and let’s get the conversation started!

About the Author

Tom Schin Director, Talent Acquisition Partnerships & Recruiting Consulting Services for Alaant Workforce Solutions

Tom SchinDirector, Talent Acquisition Partnerships & Recruiting Consulting Services

When he’s not working, Tom is an avid board game enthusiast, from Catan to Canasta, who makes sure game night is fun for everyone (even though they’ll probably lose). He’s also fond of celebrating his status as a child of the ‘80s by watching Star Wars, listening to U2, and reminiscing about his (gone-but-not-forgotten) Andre Agassi haircut.