Life is pretty simple: You do some stuff. Most fails. Some works. You do more of what works. If it works big, others quickly copy it. Then you do something else. The trick is the doing something else.
--Tom Peters

Is this not an interesting discussion for a workshop or breakfast ????

When companies are developing strategies for attracting candidates, there are several techniques, tools and sources evaluated. Many companies often turn to their employment value proposition (EVP). The EVP is a powerful branding technique designed to define and promote the value of working for an employer, e.g. fitness center, day care, great leadership, culture, etc.

However, as we continue to find ways to source and attract talent, we often run into challenges such as generation, diversity, education, etc. Is promoting our companies employment brand enough, does it really provide the value you think it does, or do we now need to change our thinking and approach and begin to promote a candidate value proposition? Let me know your thoughts. I feel that EVP should not be compromised or diluted. A CVP may be a facet of the EVP and a company should from time to time revisit the EVP in order to be competitive. It's the same as for any other brand. A Value Proposition may have to change from time to time based on market trends.

Is promoting our companies employment brand enough, does it really provide the value you think it does, or do we now need to change our thinking and approach and begin to promote a candidate value proposition? Let me know your thoughts.