While recognition and reward are prerequisites of EVP, more employees and job seekers are prioritising emotional care and mental health benefits to staying afloat at workplaces.
Talent is drawn to purpose-driven organisations, where they can add value to the community: PayU’s Priya Cherian
To develop a sense of what talent – existing and prospective – is looking for in an employer, you need to really listen to employees, create multiple channels of feedback, and keep your ear to the ground, says Priya Cherian, chief people officer at PayU.
How can we build an experience that delivers ‘more?’
As employee expectations change, talent priorities must be incorporated into the business strategy so as to better attract and retain talent. Maria Zhang, Senior Director of Human Resources for Juniper Networks in the APAC region, tells us about what's changing and what companies can do to adapt.
“Building’ the employer brand is only the job half done. Once you have a great EVP, you need to invest budget, time, and effort into getting that message across your career site, social media, and other marketing platforms,” says ANSR’s Katarzyna Kern.
With the right kind of EVPs, employers can standout in the marketplace to attract the best talent.
Organisations where leadership is not ‘noun’ but ‘verb’ will be most sought after by talent: Volvo Group India CHRO Amit Sharma
In the current talent scenario, the three top factors that a company needs in its employer brand include leaving society in better shape for the next generation, that employees be cared for and listened to, and the ability to design one’s own career, says Amit Sharma, chief human resources officer, Volvo Group India.