Tech talent shortage holding you back? Here’s how you can build a strong EVP that stacks up. 

While you probably don’t need a report to tell you, talent attraction, retention and upskilling are some of the key issues keeping Australia’s CEOs up at night, according to KPMG’s annual survey of business leaders. 

Job ads are at a record high and skilled migrants are at record lows in Australia, which means it’s critical that organisations listen to (and provide) what their people need. 

Here’s how to build a strong EVP that hits your candidate's motivators. 

In this guide: 

• What’s an EVP?
  
• How is an EVP different to employer brand?
  
• What elements make up an EVP?
  
• How to use the Candidate Motivators Report to build your EVP
  

What’s an EVP? 

Your Employee Value Proposition (EVP) is your give/get promise to employees. It summarises the rewards and benefits employees get in return for their skills, knowledge, and outputs. 

Why’s that important during recruitment? 

A strong EVP can be a magnet for top talent, provided it’s unique, valuable, and relevant. And given that candidate motivators evolve over time, it’s essential your EVP evolves with them to maintain relevance. 

How is an EVP different to employer brand? 

Your EVP underpins your employer brand. So, consider your employer brand the creative expression of your EVP. That is, while an EVP lists the benefits and incentives that align with your company’s culture, mission, and values, your employer brand is the marketing vehicle that brings your compelling offer to life. 

What elements make up an EVP? 

We measure 18 attributes that make up an EVP. That’s a lot to fit into one statement, right? 

But you’re only trying to stand out and attract and retain the right people who align with your values. That’s why you’ll flex your core attributes up and down based on what’s most important to the people you want to attract. 

For example, some tech companies are leaning on their remote-first workplace to attract high-performing, autonomous talent. But to make this enticing to candidates, they’ll also want to be offering complementary benefits like, covering some work from home expenses and health and wellbeing initiatives that promote balance in an always online at home office. 

So, how to choose which ones are right for you? 

How to use the Candidate Motivators Report to build your EVP 

A strong EVP answers the question every candidate wants to know: What’s in it for me? (WIIFM) Which means you really need to understand what’s motivating your ideal candidates.

Use data to identify trends 

Consider the candidate groups you’re looking to target (that could be by discipline, seniority, ​​location, life stage etc). Use the data and trends from Talenza’s 2023 Candidate Motivators Report to identify the areas most important to that talent segment. 

Audit your website 

Review your career site and assess whether you showcase the core drivers that attract this talent group. Update accordingly. 

Audit and update internal messaging 

Review your internal documents and intranet content – are these core drivers mentioned here? Also measure how engaged employees are with this information and consider if there are better ways to communicate with them. 

Collaborate with HR 

Speak to your HR team. Point out the areas where you are excelling and lacking, and work together on a plan to review your EVP to reflect current motivators. 

Remember, a strong EVP must be unique, valuable, and relevant. With the dramatically altered business landscape post-pandemic, it’s critical that organisations review their offer to remain attractive and competitive. 

Download Talenza’s 2023 Candidate Motivators Report to get started.