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Attract and Retain Talent with a Strong Employee Value Proposition

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William Chin
William Chin
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Employee Value Proposition An Approach to Attracting and Retaining Talent William Chin www.asiarecruitingtidbits.blogspot.com
Business Imperative As Critical As Ever
EVP Outcome
Attributes of EVP Culture Work The Perceived Values by Working in an Organization
Badges of Honor:Marketing and Branding
Social Media and Internet Content Speak Directly to Your Audience
A Disconnect How Many Programs is Enough? How Many Programs Can You Support? Differentiation vs. More of the Same
Risk: EVP Erosion Economic down-cycle Low to no budget Headcount reductions Salary freeze ,[object Object]
Employee morale down
Critical programs stalled!
3 Strategies Make the Work Interesting
Inclusion & Engagement Inclusion & Engagement
Location Strategy Location Strategy

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Attract and Retain Talent with a Strong Employee Value Proposition

Notas del editor

  1. Elements of perceived valueby working in an organizationEnables Attraction of critical skills from the external labor marketCreates Retention value for existing workforce
  2. EVP programs not alignedExternal labor market valuesEmployee preferencesCompany business strategiesNo real differentiatorsDoing more of the same as competitor companies
  3. Business ValueLeverage diversity organizationGlobal InputMakes FinancialEmployee base is the R&DGenerating ideas and business strategyResultLoyaltyPersonal CommitmentEngagedStakeholder
  4. Getting more mileageCrowded market place for critical talentRotation from company to companyPaying more for the other guys employeeResultRetention“Best” company to work
  5. Think of the generational impactSocial, interaction, personal matters