EMPLOYER VALUE PROPOSITION

Our scientific answers to why people should work with you.

Why should people
work for you ?

An EVP is more than values or culture — it’s how you retain and re-recruit your employees. It’s the internal and external message of your employer brand. EVP is the combination of qualities that makes you unique as an employer and appeal to potential employees.

This is how you attract and retain the RIGHT talent.

5

EVP Phases

100+

Focus groups interviewed for EVP

3.4

Average number of EVP pillars

16

Employer brand attributes

IT ALL STARTS WITH DATA

Our approach to EVP is a data-driven articulation of your reputation as an employer — the unbiased truth. We research how you’re really perceived by your past, present, and potential employees, so you can adjust your messaging and improve your employer brand from the inside.

Your EVP shouldn’t attract everyone, but it should attract the right people and keep them with you.

AKHILESH NAIR
Vice President - Human Resources

How did we help Genpact?

Genpact approached Link Humans because we were looking for an external party to provide expertise / provide a professional standpoint and to provide a critical assessment of our EVP work.

We were very happy with the work completed by Link Humans. They provided a value-add service, to tight timescales. They challenged our teams in a positive way and their output helped us to shape our EVP. I have already recommended Link Humans to three other companies!

FIND OUT MORE:
GO TO GENPACT CASE STUDY

OUR EVP METHODOLOGY

The five phases of our scientific approach to EVP.
  • Research
    We analyze your employer brand by using your data and our own research (interviews, surveys, and the EBI).
  • Imagine
    Using data from the research phase, we work with you to create an EVP that resonates with your stakeholders.
  • Articulate
    Your EVP pillars are the values you cherish. We help create messaging so everyone is aligned.
  • Activate
    We create what you need to bring your EVP message to the right audiences.
  • Measure
    We measure the impact of your activated EVP so you can continue to improve your brand over time.

THE 16 EMPLOYER BRAND ATTRIBUTES

Our research found that everything about your brand can be attributed to one of these 16 attributes. We measure your performance in these areas so you can track your improvement over time or see how you compare to others in your industry.
  • Balance & Wellbeing
  • Benefits & Perks
  • Business Reputation
  • Career Progression
  • Company Culture
  • Change & Stability
  • Diversity & Inclusion
  • Environmental, Social & Governance
  • Innovation & Technology
  • Job Satisfaction
  • Learning & Development
  • Management & Organization
  • Mission & Purpose
  • Remuneration
  • Team & People
  • Workplace

EMPLOYER BRANDING RESULTS

Our clients all have unique challenges in their employer brand. These case studies provide evidence as to why improving your employer brand leads to tangible results.

Want to Learn More About Our EVP Methodology?

  • We'll use this information to contact you.
    We will never share this without your consent.

  • This field is for validation purposes and should be left unchanged.

EMPLOYER BRAND INSIGHTS

If you, just like us, have a curious mind and want to learn as much as possible about employer branding you’ve come to the right place. This is where we publish our best ideas, research, interviews and case studies to inspire practitioners just like you.

Designing the Total Employee Journey

Tending to the candidate experience is an important part of employer brand management, but it’s far from employer brand’s only job. After all, “candidate” is just the first of many roles an employee holds across their journey with your company....

The Principles of Employer Brand Leadership

Any strong employer brand leader could likely list off their organization’s core values at a moment’s notice. These values drive a company’s big picture and, at their best, fuel a health and innovative culture. Those big-picture values, however, aren’t always...

A Small Firm’s Guide to Building Employer Brand

When Aaron Kraljev left Wells Fargo in 2019, he left behind many of the comforts that come with working for a large organization: a familiar order of operations, significant resources, the security of knowing where to turn for answers, and...