Employee Value Proposition

Convince today’s talents

In the journey to get chosen, your Employee Value Proposition will be fundamental. That is why we set up a team of experts and a methodology to help you formulate or improve your current EVP.

What is an EVP?

An EVP is the value created by the employer that is perceived by the employees in exchange for their work. Ideally your EVP should be strong enough to differentiate vs other companies. The key questions to answer are:

  • how do you answer the needs of today's talents
  • what make people choose your company over your competitors
  • how do you evaluate this value and its perception
  • how do you communicate to candidates, managers, employees and the outside world

What is our approach?

We adhere to 2 key principles

  • flexibility: we adapt our approach to your company’s setup, objectives & challenges
  • authenticity: we do not create an EVP from scratch, everything is based on candidate or employee’s insights

Here is our methodology

  • 1

    Set expectations

    • Context & objectives
    • Deliverables
    • Team
    • Deadlines
    • Budget
  • 2

    Gather insights

    • Existing: employee surveys, current communication
    • Online surveys
    • Competitive review
  • 3

    Create your EVP

    • Strong assets
    • Compare with competition & talent needs
    • Develop content
    • Articulate: theme & pillars
  • 4

    EVP workshop & finalisation

    • Involve
    • Get inputs
    • Motivate & engage
    • Finalise the EVP
    • Get approval
  • 5

    Communicate in recruitment channels

    • Job site & candidate experience
    • Job ads
    • Recruitment process
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Luuk Zonneveld
Chair of the Board of Directors - EDFI

Why do you like to work with us? I highly appreciate the personal commitment of the Profile Group (PG) expert, Hans, I worked with. He pro-actively contacted me regularly to ensure the efficient and successful recruitment procedure, he kept in contact with the long- and short-listed candidates and was helpful in discussing candidates’ suitability for the function in question. What were the recruitment challenges you, as head of the recruitment committee, had for the search for the new General Manager for EDFI? The job profile for the function was very specific, it was not like recruiting for a generalized function like teacher or bookkeeper, making it challenging to recruit and assess applicants. How has PROFILE GROUP answered these challenges? PG/Hans submitted a diverse initial long list to us. Because of our feedback PG/Hans gained better insight in the exact candidate profile we were looking for, which helped PG in its recruiting and initial assessment. What was it like to work with Hans in the search for the General Manager? Relaxed and informal in the best sense of these words. I could call him whenever I wanted, and he was almost always available. The informal character of the cooperation made it easy to quickly get to the point, talk frankly and progress well. What appeals to you in PROFILE GROUP’s service? It’s no-nonsense approach, efficiency, and quality. Why would you recommend Profile Group/Hans as Executive Search partner? Because such searches are always more complex in terms of profile sought and delicacy of process, and Hans is an excellent partner with the necessary capacity to listen to me as a client, patience, discretion, and tact.