5 Steps to Building Your Dream Team: Executive Recruitment Guide for EVPs
In the competitive landscape of executive recruitment, the creation and communication of a strong Employee Value Proposition (EVP) can be the linchpin in attracting and retaining top-tier talent. An EVP that resonates with high-caliber candidates not only differentiates a company from its competitors but also encapsulates the essence of the organization’s culture and values. Below are five steps to construct an EVP that can help build your dream team in the banking, finance, and accountancy sectors.
Step 1: Define Your EVP
The initial step in crafting an EVP is to understand and define what your organization stands for and what it offers to employees beyond the paycheck. This involves a deep dive into the organization’s culture, mission, and the unique benefits of working there. A well-managed EVP can significantly enhance your ability to source from a wider talent pool (Corporate Leadership Council). The EVP should be holistic, focusing not only on remuneration and benefits but also on the culture and opportunities for personal and professional development (Tate).
Step 2: Research and Develop Your EVP Platform
Conducting research is essential to uncover the pillars of your EVP. Surveys, focus groups, and interviews can provide insights into what current and potential employees value most. This phase involves identifying the common or high-priority target profiles for your hiring needs and tailoring your EVP to these groups (Pinpoint). The findings will form the foundation of your messaging across all recruitment marketing content and should remain consistent throughout the candidate journey.
Step 3: Communicate Your EVP
Once your EVP is defined, deciding on a communication strategy is crucial. This could involve explicit statements or implicit sharing through employee stories that demonstrate the EVP in action (Rally Recruitment Marketing). The communication should be consistent and reflect the reality of your employees’ experiences to ensure that the content resonates well with both existing and prospective employees.
Step 4: Activate and Measure Your EVP
Activating your EVP means integrating it into every aspect of your recruitment process. This could include A/B testing messages on social media or through digital advertising to understand which messages are most effective (Rally Recruitment Marketing). Additionally, measuring the sentiment of your EVP before and after activation can help in refining it further. This could be done through surveys or focus groups with your target audience.
Step 5: Align Your EVP with Recruitment Strategy
The final step is to ensure that your EVP aligns with your overall recruitment strategy. This means that the EVP should be evident in the job descriptions, interviews, and any other candidate touchpoints. It should also be a part of the onboarding process and continue to be a focus throughout an employee’s tenure at the company. This alignment ensures that the EVP is not just a recruitment tool but a living part of the organizational culture.
Conclusion
In the banking, finance, and accountancy sectors, where competition for top talent is fierce, a compelling EVP can be the key to unlocking the potential of your workforce and positioning your organization as an employer of choice. By following these five steps, companies can develop an EVP that not only attracts but also retains the best executives in the industry. Have you considered what your organization’s EVP says about you to the top talent in your sector?
About
Warners Scott , based in London and Dubai, is a global leader in executive recruitment for Banking & Investments, Accounting & Finance, and Digital & Fintech. With over 18 years of experience, they have built solid relationships with top-tier banks, financial institutions, and accountancies. Their distinct advantage comes from these long-term relationships with hiring managers and internal recruiters, a broad candidate network, and continuous candidate engagement. This unique positioning earns them trust from both talent and hiring managers. Their in-depth understanding of recruitment needs enables them to identify senior C-suite, EVP, SVP, and MD-level hidden, ready-to-move talent that other recruiters cannot reach.
Providing customized recruitment solutions, Warners Scott serves both international and regional clients as true business partners. Their offerings encompass retained, exclusive, and contingency searches, along with permanent, contract, and interim staffing services.
In Banking and Investments, they engage with international and regional banks and investment houses in London and the Middle East, including conventional and Islamic banks. They cover areas such as Private Equity, Asset Management, Investment Banking, Treasury & Global Markets, Wholesale Banking, Digital & Technology, Risk Management & Compliance, and C-Suite Appointments.
In Accounting and Finance, Warners Scott partners with The Big 4 and Top 50 accounting firms, along with globally recognized consultancies. They specialize in Audit, Risk & Compliance, Tax (Private Client, Expatriate, and Corporate Tax), Corporate Finance, Transaction Advisory, Restructuring, Turnaround, Insolvency, Forensic Accounting, Disputes & Investigations, Forensic Technology, eDiscovery, Cyber Security, and Management Consultancy.
In Digital & Fintech, they assist large banks, digital startups, and innovative Fintechs in areas such as FinTech (AI, Blockchain, Cloud Computing, Big Data), InfoSec/Cybersecurity (Application, Infrastructure, Network, Cloud, IoT securities), Digital Leadership, Digital Transformation, Software Development, IT Project/Program management, Data Science & Analytics, Data Privacy, and Data Architecture.
References
– Corporate Leadership Council. “6 Steps to Building Your Employee Value Proposition.” Recruiting.com, https://www.recruiting.com/blog/6-steps-building-employee-value-proposition/.
– Tate. “The Complete Guide to Building a Unique Employer Value Proposition (EVP).” Tate Recruitment Solutions, https://www.tate.co.uk/recruitment-solutions/thought-leadership/the-complete-guide-to-building-a-unique-employer-value-proposition-evp/.
– Rally Recruitment Marketing. “A 5-Phase Guide to Uncover Your EVP.” Rally Recruitment Marketing, https://rallyrecruitmentmarketing.com/2018/09/a-5-phase-guide-to-uncover-your-evp/.
– Pinpoint. “How to Create an Employee Value Proposition.” Pinpoint Insights, https://www.pinpointhq.com/insights/create-employee-value-proposition/.