Frame Your Employee Value Proposition to Bury the Competition

February 2, 2015 at 12:36 PM by Rob Stevenson

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Let me guess. You can offer talent a great salary, cool offices, and big logo? Snore. When it comes to the truly hard-to-fill positions, these aspects of the
opportunity aren't going to make you stand out. The top of the line individuals who are open to moving around are going to have a few offers to pick from, so as you get ready to make your pitch, you'll need to figure out some key draws about your opportunity that make it, well, an opportunity! Here are some areas you can stress in your pitch to articulate your employee value proposition in a compelling way.

Goals for Growth

Especially if you're a small- to medium-sized company, you'll want to share what's on the horizon in terms of your organization's growth, and how the candidate fits into it. Go over the recent hires you've made, funding, and some strategic roles you're looking to fill in the near future. Since you've been reading the Entelo blog, and know to be in close contact with hiring managers, you'll have a good idea of the targets each team is trying to hit, and can fill in your candidate on these goals. Being specific in terms of the projects and technologies involved in the role for which you're hiring goes a long way with candidates who traditionally feel as though recruiters don't understand tech jobs.

 

Upwards Mobility

People are always keeping one eye on the rung above them in their career ladder. While you may not be able to offer specifics about what the promotion track could look like for this open role, you can show your candidate that your organization is one where development and career progression is commonplace. Give examples of roles that were filled internally to show that the company first looks to it's own for leadership. Similarly, tell of a co-worker who began in one type of role but developed into a different sort of position which more accurately fit their skill set and the company's needs. This goes to show that the organization values talent in all it's shapes and sizes and is commited to helping it's own succeed.

 

What Makes You Unique?

Here's where it gets a bit tricky. If you've  already spent time trying to nail down what your employee brand is, this is where it belongs in the hiring cycle. Whether it's the problem your company is trying to solve, the culture it espouses which makes coming in to the office a delight, or the calibre of the talent already in place, you're going to need to dig deep and decide what's truly cool about your company. For inspiration, try thinking back to when you joined and what your own reasoning was.

How do you go about distinguishing your opportunity from the competition? Leave a comment or tweet @EnteloRob!

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