It’s your EVP.
Your Employee Value Proposition isn’t what you say in a job ad. It’s what people actually experience when they work for you. And candidates are far better at spotting the gap between the two than most employers give them credit for.
Here’s what we see all the time:
Job ads full of buzzwords but light on substance.
“Competitive salary” that… isn’t.
Flexible working promised, then quietly walked back.
Development mentioned, but never clearly defined.
Candidates talk. Recruiters hear everything. And once your EVP reputation starts to slip, no last-minute salary uplift will fix it.
A strong EVP isn’t about flashy perks or beanbags in the breakout area. It’s about clarity and credibility.
What does progression really look like?
How are people trusted and measured?
What flexibility genuinely exists?
What actually makes your business a good place to do good work?
Here’s a quick sense check we use with clients:
Would you apply for your own role if you didn’t already work there?
If the answer is “maybe”… there’s your problem.
The businesses hiring well right now aren’t shouting louder. They’re communicating better. Clear expectations. Honest messaging. Fewer surprises after the offer stage.
And yes — it makes hiring faster, cheaper, and far less painful.
If you want better candidates, start by fixing the experience you’re offering them.
