“We are a Fortune 500 Company”
“We do work that matters”
“We value our customers and employees”

As you read those quotes, they may have sounded pretty familiar to you. That’s because these are commonly utilized statements incorporated in most organizations’ Employer Value Propositions. Although these are noteworthy characteristics when showing off the organization, how beneficial are these quotes to potential candidates? In the past, we have featured a blog that discusses the differences between EVPs and TVPs as well as the importance of each in Employer Value Propositions V. Team Value Propositions: So What? The previous piece emphasizes how EVPs are paramount as a talent acquisition tool because they “Allow candidates to understand who you are as an employer. Which, in turn, captivates your targeted applicant pool audience on what your company has to offer to them.”

Conversely, is that really the case when you incorporate general statements bragging about your company on your website? How much of a unique identity are you actually creating? We challenge you with the following question. Let’s see if your EVP passes the test.

If you copy and paste another company’s logo onto your Employer Value Proposition, would anyone notice the difference?

Millennials today are bringing a certain level of enthusiasm and innovation to the workplace you need at your organization. They are fresh, vibrant, and willing to go the extra mile to offer their perspective to cultivate new ideas. With that said, the battle for this high in demand talent is not one that will be won by implementing non-individualized statements into your recruitment strategy. It’s time to dig deeper.

According to a Forbe’s article titled Ushering In The New Generation: 15 Ways To Attract Quality Millennial Talent, in order to attract high quality millennial talent, you must set the bar high yourself. The article explains candidates are attracted to opportunities that sell them and that are individualized because there truly is not a one-size-fits-all company or career. It is essential to identify what you’re actually offering your potential candidates that drives their attention to your organization verses the next. Once you develop the story you would like to tell, it will be a seamless journey capturing the attention of mission aligned candidates.

If you are not confident your EVP is doing its job to attract, engage, and inform these candidates on the authentic nature of your company and what you have to offer to them, it’s time to make a change. In order to make an effective transition, we have included three aspects essential in developing your new and improved employee driven EVP.

Focus on the Candidate

Sure, young and eager candidates care about the reputation and profitability of the company of interest. But what does any of this mean if the candidate cannot visualize themselves in the role they are being offered? What does this mean if they do not even know what’s being offered to them? In order to captivate millennial’s attention, lean into opportunity.

Instead of saying “We value our employees”, begin focusing on why they are irreplaceable and the backbone behind your success.

Let Your People Do the Talking

The power of employee testimonials is unparalleled to any other recruitment strategy. An ONGIG published blog says candidates trust employees 3x more than the employer to provide information on working at the company. What better way to learn about a day in the life than from a person who actually embodies the position? Don’t be afraid to utilize your employees as Brand Ambassadors.

Be Transparent

Being honest is key. For the sake of your time and potential candidates, being fully transparent about the culture, career advancement opportunities, and environment is essential. Allow your authentic story to weed out candidates who aren’t the right fit. Then, draw in the perfect-fit applicants without wasting anyone’s time.