In the competitive market for top IT talents, Employee Value Proposition(EVP) may be more important than you realize. Candidates know what they want in an employer and organizations that fail to show their value risk losing them to the competition. 

A strong EVP shapes your company’s essence, from the first interaction with potential employees to their last day. It attracts great candidates, builds brand awareness, and acts as a strategic tool for talent attraction.

Without structured consideration, your EVP may have developed organically over time. However, with the right tools and knowledge provided in this article, you can take the initial steps to create your own compelling Employee Value Proposition. 

This will enable you to effectively attract the right talent in the competitive IT industry, ultimately driving your business’s growth.

What is Employee Value Proposition (EVP)?

An EVP or Employer Value Proposition outlines the strategies and initiatives implemented by a company to attract and retain top talent. It encompasses the benefits, support, recognition, and values that an employer provides, empowering employees to reach their full potential. 

It defines what employers seek in talent and performance while outlining what employees can expect in return. It encompasses rewards like salary, benefits, culture, and perks, as well as intangible elements such as values and mission. 

A well-crafted EVP establishes an emotional connection with employees, acts as a contract, and helps drive business growth by attracting and retaining the right talent. By understanding your ideal candidate personas and emphasizing the relevant aspects of your EVP, you can effectively position your company as a desirable place to work.

Benefits of a Strong EVP in IT Companies 

The benefits of a strong Employee Value Proposition (EVP) in IT companies are substantial and can positively impact various aspects of the organization. 

Firstly, a robust EVP enables companies to have a better understanding of their employees, fostering a deep connection by acknowledging their values and needs. This understanding leads to improved financial performance and enhanced engagement, as employees feel more valued and invested in their work. 

An effective EVP also contributes to improved attraction and retention of talent. According to Gartner, companies that deliver on their EVP can lower employee turnover rates by around 70%. Furthermore, a well-defined EVP provides employees with a clear understanding of the organization’s mission, vision, and values, further boosting engagement and commitment. 

It also helps save costs by attracting and retaining the right people, reducing recruitment and retention expenses. Moreover, a strong EVP enhances business performance and growth as an engaged and satisfied workforce leads to increased profitability and customer loyalty. By prioritizing employees, organizations build transparency, trust, and respect in the employee-employer relationship. 

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How to Create an Effective EVP in IT Companies? 

1. Identify Key Components of a Strong EVP

Identifying the key components of a strong Employee Value Proposition (EVP) is crucial for creating an effective EVP in IT companies. Here are the main components to consider:

  • Compensation: Ensure competitive salaries, fair performance reviews, flexible compensation structures, clear commission and bonus structures, and employee recognition for engagement and retention. According to StackOverflow, salary is a major consideration for developers looking for a new job. 
  • Benefits: Offer a range of benefits that cater to individual needs, including medical, personal, and retirement insurance, flexible working hours, paid time off, sponsored subscriptions, and education opportunities. Flexible working hours are also a major priority for IT professionals, according to StackOverflow.
  • Rewards: Acknowledge employees’ deeds and activities with rewards such as cash incentives, vouchers, holiday accommodations, and paid time off, accompanied by public recognition.
  • Culture: Attract talent that aligns with the company’s culture to build a healthy and productive workforce. Culture defines team spirit, trust, and values within the organization.
  • Vision: Ensure employees understand the company’s mission, values, and goals to foster collaboration and support among individuals with the same vision.
  • Career Progression: Offer opportunities for on-the-job training, development, career counseling, study sponsorships, mentorship, and defined succession planning to facilitate growth and advancement.
  • Remote Work: The opportunity to work remotely is highly sought after, especially by developers. According to StackOverflow, 42% of responding developers work in a hybrid environment, 42% work completely remotely and only 16% of developers work In-person. Offering this opportunity can lead to higher retention rates and a more productive workforce. 
  • Work Environment: Create a safe, healthy, and positive work environment where employees feel recognized, heard, and appreciated. Provide clearly defined roles, autonomy, innovation opportunities, and chances to make meaningful contributions.

Key components of Employee Value Proposition (EVP)

2. Craft a Compelling EVP Message 

Crafting a compelling Employee Value Proposition (EVP) message is crucial for attracting and engaging top talent in the competitive IT industry. To create an effective EVP message for your company, follow these key steps.

  • Understand your business needs and align your EVP with your organization’s long-term goals and required competencies. This will guide the development of your EVP by ensuring it resonates with your company’s strategic objectives.
  • Define your target groups and segment them based on business needs and critical competencies. Allocate resources effectively and tailor your EVP messaging to address the specific needs and preferences of each target group. To effectively communicate your EVP, understand your target groups. Research to uncover what they find attractive in an employer and their current perceptions of your organization. This knowledge will enable you to tailor your EVP messaging and communication strategies to effectively engage and resonate with your target groups.
  • Optimize your EVP by ensuring it includes attributes and communication themes that are attractive, credible, sustainable, and differentiate your company. Identify the unique value that your organization offers to employees, such as opportunities for growth, work-life balance, cutting-edge technology, or a collaborative culture. For example, advertising your use of the latest tech stack may attract skilled developers to your company.
  • Set clear objectives and select appropriate key performance indicators (KPIs) to measure the impact of your EVP. These metrics can include factors such as attractiveness, brand association, employee engagement, and retention rates. By defining measurable goals and tracking progress, you can assess the effectiveness of your EVP strategy.
  • Develop a detailed annual plan that integrates your business needs, target group definitions, EVP messaging, communication mix, objectives, strategies, and KPIs. This ensures your EVP efforts are aligned with your broader talent acquisition and retention strategies.
  • Develop compelling communication ideas that resonate with your target groups and differentiate your company. Use storytelling, testimonials, videos, and interactive content to showcase your EVP. Test these ideas with representatives from your target groups before implementing them.
  • Execute your EVP communication plan across chosen channels, monitor results, and regularly update KPIs. Continuously evaluate feedback, adjust strategies, and optimize EVP messaging to align with evolving needs and expectations.
  • Reinforce your EVP internally by equipping recruiters to act as brand ambassadors. Guide for maintaining an on-brand presence across various channels. Showcase examples of effective social media posts, impactful InMails, and LinkedIn profile best practices.

By following these steps, you can develop a comprehensive and compelling EVP message that attracts and retains top talent for your IT company. Remember, EVP is an ongoing process that requires continuous evaluation, refinement, and alignment with business goals and the evolving needs of your target talent pool.

Promoting and Communicating Your Tech  EVP 

Effectively sharing your company’s Employee Value Proposition (EVP) is essential to attracting and engaging the right talent. Crafting a compelling EVP is just the first step; now it’s time to spread the message across various channels and platforms to resonate with potential candidates.

1. Utilizing Digital Channels and Social Media to communicate tech EVP

One of the most effective ways to communicate your EVP is through the use of the myriad of digital platforms that exist today. Here’s how you can make meaningful connections:

  • Career pages: Start by creating a dedicated careers page on your website, where candidates can explore job openings and learn about your company’s EVP and benefits. This provides a centralized platform for showcasing your employer brand.
  • Job boards: Make use of popular job boards such as LinkedIn, Indeed, ZipRecruiter, and Glassdoor to connect with potential candidates. Showcase your EVP on your company profile and include a condensed version in individual job listings to capture attention.
  • Recruitment events: Bring your EVP to life at career fairs and other recruitment events. Ensure your booth is staffed with enthusiastic and knowledgeable employees who can effectively communicate with your EVP. Offer print-outs, and business cards, and collect contact information for follow-up.
  • Social media and online presence: Leverage your company’s social media pages and online presence to showcase your culture and values. Highlight employee activities, awards, and the aspects that make your organization unique. This gives potential candidates a glimpse into your company and creates a positive impression.
  • Design compelling ads and listings: Design visually appealing and engaging ads and listings following best practices. Customize your messaging to resonate with your ideal candidates, emphasizing the key elements of your EVP that will attract and engage them.
  • Research and choose compatible platforms: Research to understand the demographics and preferences of your target personas, helping you select the most compatible social media platforms for reaching them. Tailor your outreach efforts accordingly to maximize the effectiveness of your EVP communication.
  • Incorporate email marketing campaigns: Incorporate email marketing campaigns as part of your overall communication strategy. Craft compelling emails that highlight your EVP and encourage candidates to explore job opportunities within your organization.
  • Utilize your recruiters: To ensure consistent communication of your EVP, empower your recruiters to act as brand ambassadors. Collaborate with them to identify individual communication channels, such as InMails, job adverts, social media posts, profiles, emails, and phone interviews. Guide on maintaining an on-brand presence across these channels and share examples of well-crafted content to inspire and guide them.

By effectively utilizing digital channels and social media, you can amplify your IT EVP message, reach a wider audience of potential candidates, and create meaningful connections that attract top talent to your organization.

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2. Implementing Internal Communication Strategies 

Implementing a robust internal communications plan that genuinely engages employees is essential for business performance. Effective internal communication creates an emotional connection between talent and the organization, resulting in reduced employee turnover. In today’s digital and hybrid workspaces, regular updates and engagement are vital to prevent employees from feeling isolated while working from home.

To promote and communicate your IT EVP within the organization, consider the following strategies:

  • Create internal branding: Establish a consistent visual “look and feel” for the EVP, accompanied by key messages that reinforce its credibility and significance.
  • Conduct internal marketing campaigns: Use internal marketing strategies to promote the EVP within the organization. Seek employee buy-in and ensure they have a deep understanding of the EVP and its value.
  • Incorporate EVP in all internal messaging: Find opportunities to link the EVP messaging with other internal communications. Connect various aspects of the organization’s activities to the EVP to reinforce its importance and visibility.
  • Use a range of internal communication channels: Employ multiple channels, such as newsletters, company blogs, town halls, and emails, to ensure broad exposure to the EVP messaging. Repetition across different channels helps reinforce communication and its impact.
  • Engage current employees as brand ambassadors: Employee referrals indicate the strength of your employee brand. They result in high-quality hires and positive reviews. By educating and empowering employees about your company’s mission and values, they become enthusiastic advocates who can share their experiences both in person and on social media, ultimately boosting your employer brand and attracting top talent. According to Zippa, using referrals increases retention by 40%. Encourage employees to refer candidates and reward successful referrals. 

By implementing these internal communication strategies, organizations can effectively promote and communicate their EVP, reinforcing its value and commitment to employees. 

How to Measure the Impact of the EVP 

1. Collect Employee Feedback 

To measure the impact of your Employee Value Proposition (EVP), it’s crucial to collect employee feedback. Here are some strategies to gather valuable insights:

  • Employee Surveys: Conduct regular surveys to gather feedback on your EVP. Ask targeted questions to understand what attracts potential employees, what current employees value, and areas for improvement. Listen to responses without bias.
  • Exit Interviews: When employees leave, conduct exit interviews to understand their reasons and identify retention opportunities. Use this feedback to improve your EVP and address any concerns.
  • Focus Groups: Engage employees in focus groups for in-depth discussions. Explore their motivations and gather qualitative insights into the perceived value of your EVP.
  • Involve Hiring Managers: Seek input from hiring managers to assess the quality of hires and the integrity of the hiring process. Their insights can highlight areas for improvement and ensure alignment between expectations and performance.

By collecting feedback through surveys, interviews, and focus groups, you can gain a comprehensive understanding of your EVP’s impact. Actively listen to employees, make necessary adjustments, and strengthen your employee brand to attract and retain top talent.

2. Monitor Employee Retention and Engagement 

Measuring the impact of your IT Employee Value Proposition (EVP) is crucial for attracting and retaining top talent. Monitor key metrics related to employee retention, engagement, recruitment, and brand perception to gain valuable insights into your EVP’s effectiveness. Consider the following strategies and metrics:

  • Employee Productivity, Attendance, and Performance: Track metrics to determine if your EVP positively contributes to employee satisfaction and organizational success. A motivated and engaged workforce should exhibit higher productivity and better attendance.
  • Recruitment Metrics: Analyze metrics to assess if your EVP attracts desired top talent. Monitor applicant quantity and quality, as well as job offer acceptance rates, to evaluate EVP’s effectiveness in securing the best candidates.
  • Job Offer Acceptance Rate: A strong employer brand should lead to increased acceptance rates. If acceptance rates don’t improve, it may indicate poor candidate experiences, hiring process bottlenecks, or over-branding. Seek feedback from candidates, especially those who reject offers, to identify areas for improvement.
  • Measuring turnover rate: Analyzing turnover rates and reasons behind employee departures helps identify areas for improvement in the EVP. Effective delivery of the EVP can reduce annual employee turnover by almost 70%. Using the standard turnover rate in the tech industry as a benchmark, employers can analyse the company’s turnover rate to look for areas of improvement and measure the effectiveness of their EVP.
  • Competitor Comparison: Benchmark your employer brand against competitors by analyzing metrics like competitor applicants and talented employees lost to them. This helps assess brand strength and identify areas for improvement.
  • Employer Brand KPIs: Establish key performance indicators (KPIs) to measure EVP impact. These may include satisfaction, commitment, and engagement levels; time-to-hire; applicant-to-interview ratios; cost-per-hire; and Glassdoor ratings. Regularly monitor these metrics to identify trends, make data-driven decisions, and assess EVP effectiveness.

Consistently monitoring and analyzing these metrics provides valuable insights into the impact of your EVP on employee retention, engagement, and recruitment. 

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Employee Value Proposition Consulting

The Employer Value Proposition (EVP) holds immense significance for IT companies. It serves as a powerful tool for attracting and retaining top talent in a highly competitive industry. With an ever-increasing demand for IT professionals, IT companies need to differentiate themselves to maintain a healthy workplace, retain employees and achieve growth. 

If you’re looking to redefine your EVP with a touch of innovation and insight, Future Code is here to guide you. For inquiries or more information, we’re just a message away.

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