Long-term Employee Value Proposition

Career moves - Back to basics it's no longer just about more $$$ Over the past few years, we've seen a strong focus on roles that promise dramatic salary jumps of often $20K, $30K, or more. However, recent market shifts, tighter margins, and an increasingly uncertain future have led companies to reach or exceed the maximum sustainable compensation they can offer. In the past few months, many larger firms have also started to scale back the size of their teams, consolidate roles, and reduce costs. From our vantage point as a boutique recruitment firm, here’s what we’re observing and advising: For Candidates: It may be time to rethink your approach. While competitive compensation remains important, consider also: - Opportunity & Growth: Seek roles with clear personal and professional development paths. - Company Culture: Look for organizations where mission, values, and teamwork truly matter. - Career Development: Prioritize companies that invest in education, training, coaching, and clear promotion tracks. - Benefits: Evaluate comprehensive packages that offer generous PTO, quality healthcare, remote work options, 401(k) matches, pensions, and more—contributing to both immediate well-being and long-term security. For Clients: This is a pivotal moment to articulate a well-rounded Employee Value Proposition (EVP). Consider emphasizing: - Cultural Elements: Clearly communicate your mission, values, and collaborative work environment. - Career Focus: Showcase your commitment to continuous learning and career growth through robust education, training, and coaching initiatives. - Benefits: Highlight benefits that address both immediate needs (like PTO and healthcare) and long-term financial security (such as 401(k) matches and pension plans), as well as the flexibility of remote work options. As the market evolves, the most compelling career moves, and talent strategies will increasingly be about more than just the paycheck—they’ll focus on overall growth, fulfillment, and a supportive work environment. Stay tuned: In the coming weeks, we’ll be launching our 2025 Industry Salary Surveys to provide deeper insights and data behind these market sentiments. We look forward to sharing these findings and helping both candidates and companies navigate this new landscape.

▶ A strong EVP increases new hire commitment by up to 29%. ▶ Companies that use their EVP effectively reduce annual employee turnover by nearly 70%. ▶ 65% of candidates have dropped off from a hiring process, due to an unattractive EVP. An EVP (Employee Value Proposition) is what a company offers, in return for the skills and capabilities of an employee. But so many companies don't have an EVP. If you're looking to hire, this is what you should be including: ⭐ Purposeful Mission: Lead with a clear and inspiring company mission that resonates with candidates seeking purpose-driven work. ⭐ Cultural Showcase: Highlight your unique company culture and values, providing a glimpse into the environment candidates can expect to thrive in. ⭐ Total Rewards: Outline comprehensive compensation packages, encompassing not only salary but also benefits, bonuses, and perks. ⭐ Growth Opportunities: Emphasize career development prospects, including training, mentorship, and pathways to advancement. ⭐ Work-Life Harmony: Showcase flexibility initiatives and policies promoting work-life balance to cater to diverse lifestyles. ⭐ Inclusivity Commitment: Detail your dedication to diversity, equity, and inclusion, creating a workplace where everyone feels valued. ⭐ Meaningful Impact: Illustrate the impactful projects employees will contribute to, igniting their passion and sense of purpose. ⭐ Collaborative Atmosphere: Describe your collaborative teams and the supportive community that drives collective success. ⭐ Effective Leadership: Highlight leadership's approach in fostering a positive workplace, encouraging open communication and growth. ⭐ Recognition & Appreciation: Showcase how your organization recognizes and rewards employees' outstanding efforts. ⭐ Wellness Initiatives: Share wellness programs and resources that prioritize employees' mental and physical well-being. ⭐ Social Responsibility: Highlight your commitment to social causes and community involvement, appealing to candidates who value giving back. ⭐ Transparent Communication: Emphasize your commitment to open communication and transparent information sharing. ⭐ Real Stories: Include authentic employee testimonials to provide a genuine perspective on life at your company. ⭐ Promising Future: Address your company's stability, growth prospects, and position in the industry. Remember, your EVP is your opportunity to stand out and attract the best talent. Tailor it to showcase what sets your organization apart and captivate the hearts of future team members. Bonus tip: It has to be authentic not just because it ‘sounds good’ 🤦🏽♀️ #culture #hiring #talent #retention

Does your organization have an effective EVP (Employee Value Proposition)? McLean & Company Insight A strong EVP provides a compelling but realistic view of the benefits of joining the organization, while also leading to a connection that encourages employees to stay. The Situation: 👉 Talent attraction and retention challenges exist for all organizations, whether onsite, remote, or hybrid. 👉Only 5% of organizations have implemented an up-to-date employee value proposition (EVP) that highlights an accurate employee experience and includes the ways in which the organization has adapted to recent environmental pressures (McLean & Company 2022 HR Trends Report, n=295). The Complication: 👉 HR departments already strapped for time spend the majority of their attention on other HR activities rather than the EVP 👉 When creating an EVP, organizations often forget about the employee voice and engagement, neglect to look at competitors, and confuse it with employer branding, which leads to inaccurate, misaligned, and undifferentiated EVPs. Our Solution: ✴️ Create a realistic and compelling EVP by using the employee voice to uncover the lived experience and the organizational offerings that employees highly value. ✴️ Highlight the organization’s unique features in the EVP to differentiate from competitors, allow potential and current employees to assess fit, and support recruitment and retention efforts. ✴️ Fully integrate and sustain the EVP through strong communication partnerships across the organization that reach both internally and externally. ✴️ Creating an EVP is an iterative and collaborative process. It requires partnership with multiple departments and the involvement of many stakeholders. It also requires time from all stakeholders involved, including executives, leadership, and employees. ***Link in comment box for more information on McLean & Company’s Uncover the Employee Value Proposition research. Acknowledgement: McLean & Company #employeevalueproposition #employeeexperience #talent #hr #leadership #recruitment #experience #communication #branding #engagement #partnerships #ceo #chro #humanresources

I recently chatted with Dave D'Angelo for the "Built By People" podcast in a deep dive discussion on the importance of having a well articulated #EmployeeValueProposition (#EVP). Here are a few insights, but check out the podcast for additional perspective and more learnings: - EVPs should directly answer two key questions: 1. Why come to work here? 2. Why stay here? - Compelling EVPs integrate what an organization uniquely does to address four key areas enabling employees to perform at their best: 1. Purpose; 2. Social/Human connection; 3. Financial wellbeing; 4. Mind/Body health - Whether you are building an EVP from scratch or refreshing an already existing EVP, be sure what you proclaim aligns with what employees actually experience and measure EVP relevancy and effectiveness on some periodic basis Think you don't have to worry about an EVP because your attrition is low and the talent market is "soft?" Think again... #Culture #AttractAndRetain #EVP https://lnkd.in/gNJUtgiV

Forget the Wild West days of throwing cash at talent. Today's top performers in Advanced Air Mobility (AAM) crave more than just a paycheck. They seek a mission, a purpose. That's where a strong Employer Value Proposition (EVP) becomes your secret weapon. Why it matters: - Attract Mavericks: Show them why joining your revolution is the ultimate career move. - Cut Through the Noise: Stand out from the "innovation" crowd. Shout what makes your company unique and exciting. - Recruit for Fit: It's not just skills. Highlight your culture, challenges, and impact to find those who truly belong. - Boost Retention: Engaged employees, connected to your values, are more likely to stay. Ready to soar? - Get Real: Share authentic stories, not just bullet points. - Be Specific: Showcase unique opportunities and the impact you make. - Make it Visual: Bring your EVP to life with compelling images and videos. - Be Consistent: Integrate your EVP everywhere, from websites to social media. Remember, your EVP is a promise. Make it one that attracts the best and propels your AAM company to the future. #aam #uam #evtol #recruiting #evp P.S. Share your AAM recruiting tips in the comments!