Posted on 10/31/2013 5:50:47 AM PDT by thackney
While the great crew change plagues the energy industry and poaching is at an all-time high, mid-size companies can compete against the giants when searching for the best and brightest, said Rodney Smoczyk, global director of talent acquisition at EDG, at the People in Energy Summit conference in Houston.
“In the war for talent, there are the haves and have nots,” he said. “Which of these you are is based more on how you package it then on what you actively have in comparison to others. The package is your employee value package (EVP) or overall employee experience.”
When companies perfect their EVP, the burden of recruiting top talent during these trying times is lessened, he mentioned. EVP can fall under the employer branding category and is defined as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization.
“It must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention,” he emphasized.
The five factors of an EVP are:
Career
Compensation
Environment
Benefits
Culture
Once an EVP is created, companies are able to attract and retain key talent, help prioritize their Human Resources agenda, create a strong people brand, help engage a disenchanted workforce and reduce hire promotions.
“Employees need a return for their performance at the workplace,” he said.
Smoczyk noted that the role of a HR personnel is to sell their company’s EVP during interviews, have at least one key point in each of the five factors that they can regularly sell, champion the EVP throughout the company, do not settle for almost good enough when refining their EVP mission and provide tools and resources to make it an obtainable priority to upper management.
“The extent to which employees connect with your organization’s EVP determines the amount of discretionary effort they commit to brining the company culture, mission, vision and values to life,” he said.
I always gave my best and acted as a company man, but I did and do so because it reflects on me. Employees create an "employable EVP" just as much as employers aim to attract cheap talent.
Thank God someone came up with a new stupid acronym. I was afraid they weren’t making them anymore.
LOL. Unfortunately, EVP is hard to remember. They should have named it “CCEBC” for the five pillars of the EVP. See, isn’t that more memorable?
BTTT
To be used in a Dilbert comic strip coming soon.
LOL. Where have these folks been.
The EVPs are just an acronym created after the fact for what HR organizations have been doing for at least 2 decades now.
Isn’t that cute. The personnel department has come up with a fancy new term for pay and benefits so they can show how vital they are rather than being a corporate drag and general annoyance.
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That’s funny. Been out of the games for a while, I see.
As the ‘one employer for your entire career’ world ended a few decades back, HR groups recognized that they now had a bigger challenge in recruiting top talent. Packaging pay, benefits and the like was recognized as a selling tool. No more, no less.
EVP is simply a recently created acronym for what has been going on in recruiting for quite a long time now.
Yes, I recruited IT folks for a organization that has revenue of about 15 billion now.
M.F. Morgan
I remember an interview I had in the 70’s.
Someone told me:
The main job of the person hiring you is to get you for the least amount of money possible. It is NOT a case of your qualifications.
YOUR job is to convince them that you are worth more.
These days, in my section of the industry, their job is to hire you if you come close to being qualified.
If they can do that without setting a new record for the top of the pay scale, they not only did their job, they did it well.
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