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 – underpins your 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 fundamentals/  attributes skilled talent look for in your organization (as an Employer of Choice), before those in-demand people make the move, and decide that it’s your company they want to build on their careers with. 

Usually revolves around the culture, career growth, innovation, manager quality, challenging (empowered) work, pay for performance, and a ‘values-driven organization – but each company must put their own spin on these.   Has to be authentic, unique…. and suit your particular organization’s style and workplace, etc.  

Australian EVP Attributes The Higher Mix

A most unique approach to guiding co-designed EVP Strategy

The Higher Mix guides smart teams to set unique Attributes and accompanying EVP strategy to support execution of it.   

EVP-build sessions arrive at an umbrella EVP (core proposition) after 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.

Throughout any EVP program, we engage directly with workforce influencers so they feel included, part of your positive, on-the-move organization. 

Not forgetting your Leaders either, embedding the EVP focus with them fosters greater commitment, drive and their support for the organization, talent growth and skills strategies.  Strengthens business relationships with clients, suppliers, employment markets, and regulatory bodies.

In the EVP Build workshop, prioritizing future EVP themes for claims-testing to help you consider the impact, authenticity, cost of implementation, competitors, and more.  Before finally arriving at authentic EVP themes, on which your execs can all reach consensus, be confident these can be localised; and ensure EVP attributes are powerful enough (read: differentiated from the competition) to progress then to next phase of implementation; EVP internalization with your leaders.

EVP Support Services.

  • Comprehensive Employer Brand Matrix (data) – differentiation, Identity concepts, memory structures, characteristics, benefits, 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.