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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
The
Employee Value Proposition: 6 Things You Need to Know.
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
eTest
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
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A Note From The Editor
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the split network for third party recruiters, has
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- Sales/Marketing/Retail
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Technology/Computer/Telecommunications
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Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $75. (Save $25% off
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Weekly Article
The
Employee Value Proposition: 6 Things You Need to Know.
By Davis Advertising
1. A Definition
So exactly what is this thing we call an Employee Value
Proposition? Essentially, it is a measurement of the
balance between what an employee receives from their
employer in return for their performance on the job. In
other words, it is the "get" versus the "give." If in
the employees' minds they "get" rewards equal to or
exceeding what they "give," the company will tend to
have more satisfied employees and increased retention.
2. The Significance of an EVP in Recruitment
From a recruitment standpoint, it is the "get" part of
the Employee Value Proposition that is the focus. That's
because recruitment advertising is no different from
consumer or business-to-business advertising. To
generate the most action from an ad placement, you must
answer the candidate's most important question: "What's
in it for me?" And that is precisely what you'll find in
the "get" part of the EVP.
 3.
The Importance of Branding
Recruitment or Employment Branding is generating more
and more interest among today's aggressive employers.
However, it is fairly common to see employers and other
professionals get Employment Branding mixed up with the
Employee Value Proposition. The brand is the personality
of the company. Those companies that have done the best
job of branding are able to concentrate on the EVP in
their advertising to potential candidates. In others
words, the company can invest most of their advertising
dollars into more of the persuading factors that give
them a competitive edge. And let's face it, your ad is
unquestionably a sale of your company to potential
employees.
4. Look at Core Positions
Could the details of an Employee Value Proposition
differ from area to area of a company? Certainly! That
differs from the brand, which remains constant. So the
first thing you need to do is look at your major target
audiences. In healthcare, for example, you could look at
Registered Nurses, Radiology and Pharmacy. You need to
determine exactly what attracts candidates to each of
your core positions. Then, use this valuable information
to clearly state what makes your company the obvious
choice over the competition. But remember...advantages
may differ within a specific discipline. Using
healthcare as an example once again, the advantages may
be somewhat dissimilar between an Operating Room Nurse
and an Emergency Department Nurse.
5. Get Input from Various Groups
To be effective in understanding the "get" side of the
Employee Value Proposition, may very well require
discussions with individuals who currently fill these
core positions. What you, as a recruiter, feel
constitutes the selling points may not totally reflect
reality. So talk to others. It could give you some
insights that are a revelation to you and a great help
to the results if used in your recruitment advertising.
6. Develop Focus Groups
It may very well be that you would like to go through a
more formal process in determining your company's
advantages as an employer. That would require setting up
focus groups. Such groups can be run by an outside
consultant who is well-versed in conducting effective
events or your recruitment advertising agency may have
experience in running these productive sessions. In
either case, you should not be present at the focus
group. Employees need to feel free to make comments.
This will ensure your ability to get meaningful
information that, if used properly, can lead to more
productive recruitment advertising.
About the Author
Davis Advertising is a
full service recruitment advertising agency. More
information at
www.davisadv.com.
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Recruiting Polls and Trends
Trend
Watch:
There has been a ten percent year-over-year growth in
the best practice of having a link one click from the
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Click
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Layoffs and Downsizing
Report - NEW
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
Job Fair Companies
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Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Recruiting Conference and Expo
Tactics for Today --
Strategies for Tomorrow
Learn
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Final Note - On The
Lighter Side
As a kid, knock knock
jokes were hilarious.
View a comprehensive list
of knock jokes (some of them are actually funny)
View jokes
here >>
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