According to a recent SEEK Employment Insight, job security is a high priority for a vast majority of candidates.

We all know it is a candidate short market due to the pandemic and border closures, so what can employers do to entice candidates to join and stay?

It comes down to your Employee Value Proposition.

As an employer, have you asked yourself - what are candidates looking for?

‘A unique value proposition can help to attract and retain top talent who align with your company’s brand and mission. It highlights the benefits and rewards offered to employees such as flexible working arrangements, company culture or upskilling and training.’ - SEEK

Despite changes in the market, there is still a significant focus on positive company culture, plus in-house training and career development.

How do you show your organisation has a positive culture? It is one thing to sell the culture as positive, but can you provide any examples to support this? A way would be to show how the company or organisation has supported existing employees through personal battles or helped them with extra training to get them up to speed.

Changing roles can be scary, and if you know that you don’t have 100% of the skills required for the job, you want to know that the company will support and help you.

One example I have used to showcase a particular client’s culture is talking through how they supported an employee who was struggling and needed extra support and training. This example tells potential employees that they will be equally invested in, supported and encouraged to take on new challenges and further their professional development with the company.

Another great example is where employees have been promoted or have successfully transitioned into other roles within the business. One of my clients had two candidates who were promoted within their first two years of joining. One moved from Senior Service Desk into a Security Analyst position! This company clearly showed a pathway forward for staff to progress in their careers.

As a candidate, these are the things I would want to hear about when looking for a new role. The social events, free fruit or free Friday lunches, all of which are great and worthy of highlighting, are also needed alongside the examples of how employees have been supported and been able to upskill, get trained and further develop themselves within the organisation.

According to Gartner, ‘Organizations that effectively deliver on their EVP can decrease annual employee turnover by just under 70% and increase new hire commitment by nearly 30%’.

Those numbers are huge, so it is worth understanding what you offer to candidates and why they should join your organisation. When you have a great culture, you are also likely to get referrals - happy employees are happy to recommend other potential candidates.

If you are a client looking for a Recruitment Consultant who wants to understand your business, EVP and culture OR a candidate looking for a consultant who knows their clients EVP, please reach out to me at Morgan Consulting via:

✉️ ljennings@morganconsulting.com.au

📱 0437 413 878