Are the people on your team happy to work for you? Are you able to attract and retain the best people?
I am consulting with a company on creating their values and purpose statements. The team was clear on their values, but interestingly some members were unclear on why a values statement was important. Is it helpful for the people currently working at the company or for attracting new hires?
Do company values guide decisions? Can having a compelling recruiting message that clearly articulates the organization's values and purpose attract people that are a great fit with the culture?
What do you think?
“I judge my people on two people leadership questions: Are the people in their group happy working for them? And, do they bring in great people? If managers can’t help us attract and retain the best people, then they aren’t doing a good job.” ─ Ken Ryan, CEO DoubleClick
When surveyed, talented managers responded that they wanted the following elements in their jobs:
1. Exciting work
2. A value-driven culture in a great company
3. A company that is well-managed by great leaders
4. Wealth and rewards
5. Opportunities for growth and development
6. The ability to meet personal and family commitments.
To create an exciting recruiting message, a company must provide these core elements and articulate them well in their recruitment literature. A few more benefits or a great health plan won’t make the difference when a talented candidate is choosing between your company and another. A strong message appeals to talented people when it outlines the facts: work with the company is interesting and challenging, there is a value-driven culture that inspires passion, the compensation is attractive, and there are opportunities to develop and learn.
The authors of The War for Talent promote the idea of attracting talent through an “Employee Value Proposition”. An EVP is similar to a customer value proposition. It is the sum of everything people experience and receive while they are part of the organization – the culture, values, work satisfaction, leadership, compensation and more. It’s about how the company can fulfill employees’ needs, expectations and dreams. When a company has an EVP that addresses candidates’ higher needs, it is very attractive. A strong EVP excites people by appealing to their passions and needs for fulfillment.
The EVP message is not about benefits and perks. It is about what people experience on a daily basis in your organization. It is a strong answer to the compelling question “Why would a highly talented person choose to work here?”
Why would a talented person want to work at your organization?
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