Profile Group - Your employee value proposition

We understand candidates and know what they expect

As recruiters, we meet candidates daily and understand their needs & expectations. We also have the tools to set up surveys and interviews to gather specific insights. These surveys and interviews are designed with an EVP research expert Listen to translate insights into clear, actionable priorities.

The difference between Employer branding and EVP?

EVP and employer branding are opposite sides of the same coin:

EVP is the internal definition of  what employees get out of working for a company: it is under the HR’s responsibility to define the EVP strategy

Employer brand is the external expression of the EVP, designed to attract talent. It is the public perception of your company and the responsibility of the Marketing & communications department.

Your EVP should act as the foundation of your employer branding by articulating the benefits, opportunities, and rewards promised at your company — while your employer brand transforms those benefits into external messaging, and ultimately, an external positive reputation.

Our principles 

Authenticity:

Your EVP should reflect the perceived reality by your employees. It is critical to involve your employees at all stages of this project. It is also key not to make it up !

Flexibility: Each company is unique. We promote a flexible approach that will be adapted to your own ambitions and challenges.

Listen & involve all stakeholders: talent, employees, competitors

Employees

- Interviews, discussion groups, co-creation workshops and if needed quantitative study
- Corporate identity vs internal perception - levers & limitations
- New employees : engaging elements, WOW effect, promise vs reality...
Candidates

- Societal trends & impact on the relation towards work
- Interviews, Key expectations (e.g. meaning, evolution, flexibility...)
- Profiling & personas