EVP Strategy

We know employer branding improves company identity, image, employer reputation and consistency to market, building momentum, trust, and advocacy internally.    EVP Strategy is the pathway to achieving these outcomes – will underpins the ability to ability to attract, retain, engage the very type of talent required by your organization.   EVP strategy takes identified brand appeal; known and latent strengths, capabilities, and mechanics for the EVP positioning – embeds this internally, demonstrating EVP widely externally, omni-channel, omni-device.  

Employee Value Propositions, EVP Strategy, EVP Outcomes The Higher Mix

Australian EVP Attributes

Certain fundamental attributes skilled talent will look for in your organization (as an Employer of Choice), before such in-demand talent makes the move, and decides that it is your company they prefer to build on their careers with. 

Usually revolving around culture, career growth, innovation, manager quality, challenging (empowered) work, pay for performance, and a ‘values-driven’ organization – however, you still must put your own spin on those.  Need to be unique, and suitable for your particular organization’s style and workplace etc? 

Australian EVP Attributes The Higher Mix

The Higher Mix helps companies to set unique Attributes and the accompanying EVP strategy to support execution of it.  Throughout any EVP program, we engage directly with workforce influencers so they feel included, part of your positive, on-the-move organization.  Not forgetting Leaders either, we will be embedding an EVP focus with them to foster more commitment, drive and their further support for the organization, talent and skills strategies. 

Strengthening business relationships with clients, suppliers, employment markets, and regulatory bodies.

EVP-build sessions arrive at umbrella EVP (core proposition) after which we funnel through our EVP matrix.   EVP Strategy involves a review,  discussions, recapping the implications of EVP audit summary findings too.  Where we challenge initial EVP themes (based on evidence | research, environmental scans) – incl. reputational stigma /misconceptions/ negative perceptions.

In the same workshop, prioritising future EVP themes for claims-testing to help you consider the impact, authenticity, cost of implementation, competitors and more.   Before finally arriving at finalized authentic EVP themes, on which you can all 

  • a) reach consensus;
  • b) remain confident these can be localised; and
  • c) ensure the EVP attributes are powerful enough to progress to next phase of the Employer Branding program.

EVP Support Services

  • Comprehensive Employer Brand Matrix (data) – differentiation, Identity concepts, memory structures, characteristics, benefit and value
  • Target-group strategy:  Critical roles | Skills blend | Candidates specifics 
  • Production of compelling EVP Territories (EVP Attributes) and EVP Statements
  • Pilot and Claims-test new Data-sets  
  • Social content, Creativity considerations – Design, Position, Tone of Voice, Language, Imagery, Palette
  • Trial EVP strategy across locations/ states
  • Apply consistency measures to ensure your EVP resonates through employee life-cycles – processes, technology, practices, touch-points (incl. attraction,  retention, talent management)
  • Road-map Implementation; coherent approach to measure/ optimise employer brand  incl. talent management, recruitment strategy
  • Social content, Creativity considerations – Design, Position, Tone of Voice, Language, Imagery, Palette
  • Reviews / Recommendations on internal brand strategy
  • Culture/organisational levers in support of EVP experience, desired culture
  • Coach Leaders on EVP delivery, attitudes, approach, behaviours and language.