Having a strong Employer Value Proposition (EVP) won't make you hire faster. But it will make you hire better ⭐.
- When I joined ACELR8, we had pre-covid hire and covid hire culture.
- We were just getting used to the" new normal".
- We weren't actively listening.
- And people left 👋.
Companies and people go through growth stages, and it's expected to part ways. That means that you'll need to hire faster than you did if you're ambitious about your growth plans.
While as ACELR8 we know that we can hire stellar talent at fast-pace, we also know that you cannot duck tape a cracked pot and expect that it will hold 💔.
That's why we decided to stop "taping the cracks" and address your culture and values the best way we know - by defining our Employer Value Proposition and actioning the learnings. We learned that:
🌱 People want more growth, learning and development.
❤️🩹 People want to discover new ways to engage, build friendships and stay connected.
🤑 People want us to innovate on approaching recognition and rewards.
🧠 We have to become more transparent about our remote-working policy and address mental health in a remote working setting.
🙋♀️ 🙋♂️ We have to improve our internal onboarding flows to make new joiners successful from the first week (by successful, we mean, happy).
This is when:
- As a founder, Michael Varley decided to join the People's function and address onboarding, benefits and retention first-hand
- We organised a company-wide "stinky fish 🐟" practice where we learned that we need to redefine our values and improve internal events
ACELR8 is not perfect, but we're getting to a healthy, fun place. Now we're not only finding better internal alignment, but we're also searching for deeper alignment with those whom we are yet to hire.
EVP doesn't make us hire "much" faster, but it helps us hire and retain our most valuable players and attract superstars that make an immediate impact at ACELR8 or our clients.
Now I know that plenty will say that running an EVP is an expensive and time-consuming task. BUT IT DOESN'T HAVE TO BE. Here's what you'll need:
x1-3 persons to help you conduct EVP interviews
x1-4 weeks (depending on the size of your company)
x1 question list that you can find here
x1 favourite tool for documentation
Take the time. Get humble, ask, listen and ACTION. Practice this ritual and start acquiring talent that stays to grow.
- When I joined ACELR8, we had pre-covid hire and covid hire culture.
- We were just getting used to the" new normal".
- We weren't actively listening.
- And people left 👋.
Companies and people go through growth stages, and it's expected to part ways. That means that you'll need to hire faster than you did if you're ambitious about your growth plans.
While as ACELR8 we know that we can hire stellar talent at fast-pace, we also know that you cannot duck tape a cracked pot and expect that it will hold 💔.
That's why we decided to stop "taping the cracks" and address your culture and values the best way we know - by defining our Employer Value Proposition and actioning the learnings. We learned that:
🌱 People want more growth, learning and development.
❤️🩹 People want to discover new ways to engage, build friendships and stay connected.
🤑 People want us to innovate on approaching recognition and rewards.
🧠 We have to become more transparent about our remote-working policy and address mental health in a remote working setting.
🙋♀️ 🙋♂️ We have to improve our internal onboarding flows to make new joiners successful from the first week (by successful, we mean, happy).
This is when:
- As a founder, Michael Varley decided to join the People's function and address onboarding, benefits and retention first-hand
- We organised a company-wide "stinky fish 🐟" practice where we learned that we need to redefine our values and improve internal events
ACELR8 is not perfect, but we're getting to a healthy, fun place. Now we're not only finding better internal alignment, but we're also searching for deeper alignment with those whom we are yet to hire.
EVP doesn't make us hire "much" faster, but it helps us hire and retain our most valuable players and attract superstars that make an immediate impact at ACELR8 or our clients.
Now I know that plenty will say that running an EVP is an expensive and time-consuming task. BUT IT DOESN'T HAVE TO BE. Here's what you'll need:
x1-3 persons to help you conduct EVP interviews
x1-4 weeks (depending on the size of your company)
x1 question list that you can find here
x1 favourite tool for documentation
Take the time. Get humble, ask, listen and ACTION. Practice this ritual and start acquiring talent that stays to grow.