Employee Value Proposition and the Power of Employer Brand

Pubished 26th March 2018


There has been a huge behavioural shift in the talent market with EVP and Employer Brand now having a significant impact on talent acquisition.

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  • 84% of surveyed HR specialists admitted that it is harder than ever before to attract and retain high achieving employees (Lumesse)
  • 84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation (Glassdoor)
  • 75% of job seekers consider an employer’s brand before even applying for a job (CareerArc)
  • 69% would not take a job with a company that had a bad reputation, even if they were unemployed (Glassdoor)
  • Employer branding can increase your stock prices by 36%. (Lippincott via LinkedIn)
  • It takes 52 days on average to fill a position – up from 48 in 2011 (NFIB)
  • Less than 20% of consumers believe a company’s claims about themselves, compared to 92% who trust their peer’s reviews of companies (Chris Carlson – president of sales talent Inc.)

Last week, InterQuest hosted a lunch workshop surrounding the topic of Employee Value Proposition, led by Talent Attraction Consultant, Euan McNair. With a great mix of attendees from different sector backgrounds, the workshop was extremely thought provoking, really highlighting the value in a strong, well thought out Employee Value Proposition.

The key points for discussion were:

  1. Discovery – what does your EVP looks like now vs. how it could look?
  2. Purpose – who is your organisation and why would someone want to work there?
  3. Communicating your brand – how do you get the buy in from your business, and how do you market your EVP to new candidates?
  4. Business benefit – what can be achieved?

In her new blog, Georgia Chuter talks about the value of a strong EVP. Read more on LinkedIn.



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