A digital marketing employee value proposition (EVP) helps you show prospects and current employees what makes your company unlike any other. It can help you attract the right candidates to your team and sell them on the opportunity of working at your company.
An employee value proposition (EVP) is a way to communicate the value of your company to current and prospective employees. It’s also a way to increase your chances of recruiting talented people who are motivated by similar things as you are, and it can be used as part of your corporate strategy.
If that sounds like a lot of pressure, don't worry! You don't need to reinvent the wheel—you just need to determine what makes you unique and how you can use that information in your hiring practices.
Why and When to Build a Digital Marketing Employee Value Proposition
Employee value propositions are a great tool for helping marketers communicate how the digital marketing team contributes to the overall success of your organization. They can be used to address specific questions about what your company does (or doesn't do), and why that's important. But, just like any other type of content, you need to know when and how to use them. If you're wondering when you should build an employee value proposition, here are some tips:
Define the purpose of your digital marketing team.
This is a critical step to help you realize how to best organize and structure your team. It starts with understanding why your company has a need for digital marketing, and then it goes deeper by defining that in relation to the industry and competition. The more clear you are on this, the easier it will be to hire people who fit into those roles.
Regardless of your digital marketing EVP's content, one thing to avoid entirely is being too specific about job specifications and tasks. This will make it difficult for you to keep your digital marketing EVP current with changes in the industry and competitive landscape.
Instead, focus on describing what it means to perform the broad range of responsibilities associated with a job title or role related to digital marketing. For example, if you're looking for an SEO specialist candidate, don't write that they should know their way around Google Analytics or have experience managing a team of writers—write that they should be able to execute strategies that help achieve business goals. This way, when someone applies for a position in this area (and brings up their own relevant skills), all you need do is evaluate whether or not those skills are still useful at this time; if so, then rest assured: That person will be able to do whatever needs doing within your organization!
Local culture can be a barrier to attracting and retaining digital marketing talent. In addition to your corporate culture, you need to show job candidates what’s special about where you do business. This is especially important if you are trying to hire people who aren't already familiar with your company or industry.
You should also consider how local culture can support a positive EVP experience for existing employees. The way your company adapts its culture based on local conditions will make it more or less attractive as an employer—and that might matter more than compensation alone.
Your EVP can be used in a variety of ways. For example, it can act as a recruitment tool, where you advertise the values your company holds dear and what you stand for. You can also use it to measure employee engagement and retention, by asking employees to rate how much they agree with each value on a scale from 1-to 10. You could even use it as a performance management tool by using EVPs to identify weak areas in an employee’s profile or highlight strengths that need further development.
You can also use your EVP as a career development tool: you could offer training courses based on each value or give employees opportunities for job rotation based on their individual strengths or career goals. Finally, if you want to help employees plan their careers at your company (even if they aren't sure where those careers will lead them), consider including information about professional development options within your EVP so that employees have access to this important information when they need it most!
A Digital Marketing Employee Value Proposition is a statement of what a company does for its employees. It’s also a statement that defines what a company is, and it provides an answer to the question “What makes you different?”.
A Corporate Value Proposition, on the other hand, is a statement of what a company does. A corporate value proposition is not necessarily tied to one particular department or function within the organization; rather it applies to all departments and functions because every employee plays some role in delivering on the promise made by that corporate value proposition.
A Digital Marketing Employee Value Proposition helps you attract and retain talent for your marketing organization. It also helps you build a culture of innovation, collaboration, success, and learning.
In addition to attracting top talent, a Digital Marketing Employee Value Proposition will help you create a culture where people are comfortable being candid about their strengths and weaknesses. This is key because it reinforces the idea that everyone is accountable for their own success or failure in accomplishing their goals as well as those of the company—and that there is no right or wrong answer when it comes to getting things done.
Candidate attraction, retention, and engagement are integral to the success of any marketing organization. A well-crafted Digital Marketing EVP makes your brand a magnet for top talent and helps you create an environment where people love working. This gives you a distinct advantage in attracting and retaining the best people—and in developing an innovative marketing team that’s eager to deliver exceptional results for your business.