If you’ve seen the acronym EVP, chances are you’ve seen plenty of conflicting content about what an employee value proposition (EVP) actually is.

Before we get into some myth-busting about what an EVP is not, let’s start with this:

An authentic EVP is the secret ingredient to help you understand, shape and grow your organisation.

Women earn on average $263.90 less than men per week, a shocking fact that highlights the reason why Prime Minister Anthony Albanese announced a new bill into parliament.

The Workplace Gender Equality Amendment Bill 2023 requires companies with 100 or more employees to disclose how much they are paying their workers. Albanese posted on Twitter to say: “Women should be paid the same as men. It’s as simple as that.”

Social media has the power to revolutionise your recruitment.

More than 82% of Australians are active social media users. That means plenty of scope to help you reach and attract the top talent in your space!

Who are you as an employer, and why should people care?

These are the questions you ask yourself when you set out to showcase an authentic employer brand that helps your organisation facilitate positive interactions with top talent. Build your employer brand well, and you can create a thriving team, and an environment where the happy employees can do their best work.

It’s time to rethink your recruitment strategy.

The hiring market is changing. Now more than ever, you need to innovate and adapt your approach to talent attraction.

Believe it or not, some of the world’s biggest tech businesses can help you discover how to build your team with confidence. Here’s what you can learn about recruitment from Salesforce, Google and Hubspot.

Customers and clients are not your only audience or the most important one. Your people are your audience too.

Employees are the face, voice and physical presence of your brand. What they think and say about your organisation matters. To the public, they are perceived as the experts of your brand and as advocates of your employee experience.

We are living in the era of talent, and the employment landscape is changing. 

Post-pandemic, hybrid and remote work arrangements have become increasingly popular, even operating as the norm for some organisations. Experts say that we can expect this trend to continue, with more leaders and employees favouring the balance and flexibility afforded by hybrid models. 

Before you need to hire a new team member, ask yourself, are you top of mind for your ideal audience?

Today’s hiring market is competitive. If you want to attract the best employees to join your organisation, you need to think ahead about how you can be a brand talent are attracted to. Then, when it comes to hiring, you’ll need to market your jobs in a compelling way.

Here’s the secret: recruitment is marketing.

In fact, according to Forbes, a recruiting-as-marketing approach can lead to a 45% reduction in cost per hire. The latest Recruitment Marketing Report cited 59% of employers as recognising that recruitment marketing had a high impact on hiring outcomes.

We take a modern, marketing-led approach to talent.

We’re connectors and problem solvers who value people, relationships and exceptional communication.

Now might be the hardest time to find great talent.

According to KPMG, talent challenges are the number one issue keeping leaders awake.

So what can you do?

Expanding your team is never a one-size-fits-all approach.

There are so many things to consider if you want to choose the right type of employment engagement and the right person to join your team.

Whether you’re looking to hire someone for two months or two years, a careful evaluation of their skills and experience is critical.

Are you using design thinking in your talent attraction, yet?

Design thinking is no longer only associated with product design and advertising, it can be used to enhance talent attraction and retention outcomes.

According to recent Gallup research, 76% employees experience burnout at least some of the time. Surprising? Saddening? We think so.

Think of your own team. Could you guess who is burnt out? Would they tell you if they were?

Diversity matters..

In 2023, it’s time to start building diverse and dynamic teams. Diversity is good for business, driving greater innovation with the potential to boost profits by as much as 35%. Not only this, but a diverse workforce will foster inclusion at your organisation, building a work culture where your people feel valued.

Leadership is powerful.

Being a leader in the new world of work is complex. Our relationship with work has changed, forever. People’s expectations of their employer are very different from a few years ago.

But the old adage is still true: People don’t leave organisations, they leave leaders.

Employee experience and employer brand come hand in hand. If you deliver a great employee experience, you will strengthen your employer brand.

A people-first organisation understands the needs of its people and provides a workplace where people can thrive. It drives a positive employee experience, which becomes a selling point to attracting, engaging and retaining top talent.

Let’s look beyond standard recruitment metrics and uncover what matters.

As talent professionals, we’ve been taught to measure key details like time to hire and cost per hire. Maybe you’re measuring the volume of applications you receive and which job board most applicants come from. You might be tracking tenure and turnover to help you assess talent suitability.

Recruitment is marketing. To attract the right talent, employers need to stand out and be different (not necessarily better). 

In a challenging hiring market, you have the power to change your approach to building your team. It starts with understanding and developing your employer brand.