Contact Us
Contact Us

Quality talent evaluates multiple opportunities before choosing where to invest their careers. Your employer value proposition articulates the authentic, compelling reasons they should choose your organisation, and stay. We help you uncover what genuinely differentiates your employee experience, then translate those insights into clear, credible positioning that resonates with the talent you need to attract.

Your EVP impacts every talent metric.

Organisations with clearly defined authentic employer value propositions achieve measurable advantages across talent acquisition and retention.  
EB 1
Yet most organisations struggle to articulate their unique employment offer beyond generic claims about "great culture" or "career growth." Authentic EVPs grounded in real employee experience create genuine differentiation in competitive talent markets.

The foundation of compelling EVPs.

Strong employer value propositions aren't manufactured from marketing aspirations, they're discovered through analysis of authentic organisational attributes that resonate with quality talent.
Module 27 (002)
Lightest Grey

Case Study | EVP

Targeted EVP

Delivering 845% surge and 48% cost savings through strategic digital recruitment marketing.

This case study examines how a targeted employer value proposition combined with multi-channel digital recruitment strategy delivered exceptional results for a NSW council's new waste service launch. The campaign demonstrates the effectiveness of evidence-based EVP development and strategic digital activation in competitive talent markets, particularly for hard-to-fill operational roles where traditional recruitment approaches fail.

take me to the case study
Harrier Case Study Targeted EVP & Recruitment Campaign 2025 (3)

Evidence based EVP development.

We don't manufacture EVPs from organisational aspirations or marketing preferences. Before recommending positioning, we assess your actual employee experience, competitive context, and target talent expectations. Our methodology uncovers authentic differentiators that create genuine competitive advantage in talent attraction and retention.

Phase 1
Phase 2
Phase 3

EVP solutions matched to your needs.

Module 24 (002)

How we develop authentic EVPs

EB 2-1

Measurable impact from EVP investment.

Module 28

Where your EVP creates impact.

A strong EVP only delivers value when activated consistently across candidate and employee touchpoints:

Careers Page

Primary EVP communication, clear value proposition, authentic proof points, employee testimonials demonstrating lived experience.

Job Advertisements

Role positioning that sells your opportunity, EVP-aligned messaging, clear value articulation, candidate-centric language.

Interview Process

Hiring manager communication and candidate interactions reflecting EVP promises, ensuring experience matches positioning.

Offer Stage

Articulation of complete value package, compensation, benefits, development, culture, and career opportunity aligned to EVP.

Onboarding Experience

New hire experience reinforcing EVP promises, demonstrating early that organisational claims match reality.

Employee Communications

Internal reinforcement of EVP through recognition, development programs, and leadership communication.

Employee Advocacy

Empowering employees to share authentic experiences that validate and amplify EVP externally.

Employer Reviews

Glassdoor, Indeed, LinkedIn reviews reflecting EVP promises, demonstrating consistency between positioning and employee experience.

 

TEF Hubspot Featured Image (4)

Common questions about EVP development.

How long does EVP development take?

Timeline varies by scope and complexity. Timeframes depend on stakeholder availability for workshops, employee research participation, and number of validation cycles. We develop detailed project plans during kick-off with clear milestones and deliverable dates.

What if our actual employee experience doesn't support our desired EVP?

This is valuable insight that often emerges during research. When gaps exist between aspiration and reality:

  • We identify specific experience gaps and root causes
  • Recommend internal initiatives to close gaps before external activation
  • Develop phased EVP messaging focusing on authentic current strengths
  • Create roadmap for experience improvements that enable fuller EVP activation
Authentic EVPs require genuine employee experience to support them. We help you understand where internal investment is required before communicating externally.

Can we develop EVP internally without external support?

We establish measurement frameworks tracking both perception and performance:

EVP Awareness & Perception

  • Candidate awareness of value proposition
  • Message recall and comprehension
  • Perceived differentiation vs. competitors
  • Alignment between EVP claims and candidate experience

Business Performance Metrics

  • Application volume and quality trends
  • Source effectiveness and channel performance
  • Offer acceptance rates and acceptance reasons
  • Time-to-fill and cost-per-hire
  • First-year retention and regrettable attrition
  • Employee engagement scores
  • Employer review ratings
We recommend quarterly reviews tracking these metrics against baseline and industry benchmarks.

How often should we update our EVP?

Organisations can develop EVPs internally, though external facilitation often provides valuable advantages:

  • Objectivity in research and synthesis, reducing internal bias
  • Structured methodology based on proven frameworks
  • Candidate market insights from broader talent market exposure
  • Competitive intelligence and positioning expertise
  • Neutral facilitation of stakeholder discussions
  • Experience identifying authentic differentiators vs. aspirations
Some organisations conduct internal research then engage us for synthesis, positioning, and activation planning. We're flexible in engagement scope based on your internal capability and resource availability.