What Really Makes Your Organization Attractive to Talent?

Only by understanding both the employees’ and employer’s perspectives and practices will organizations be able to understand what truly makes them attractive to talent and how to define and communicate their unique value proposition.

Based on Brandon Hall Group’s 2016 HCM Outlook survey, organizations’ top business priorities are improving customer experience (42%), gaining market share (41%), and developing new products or services (35%).  And, in order to accomplish those business priorities, it takes talent, and talent acquisition plays a significant role in that process. attractive to talent

This survey also revealed that about seven in ten (69%) organizations expect to pay from moderate to heavy attention to talent acquisition in 2016.  That is a good thing, because organizations are struggling to attract talent and they have difficulty defining and communicating their employment value proposition (EVP).

So, what is EVP and why is it important to talent acquisition? EVP is a construct of what employers and employees value in each other. Only by delving in and understanding both the employees’ and employer’s perspectives and practices, will organizations be able to understand what truly makes them attractive to talent and how to define and communicate their unique value proposition.

Want to learn more? Join us for our webinar, Employment Value Proposition – Harnessing the Power within Your Organization, on March 31 at 1pm Eastern. By understanding how to define your organization’s EVP you will have the opportunity to find out what makes your organization uniquely attractive to talent.

Brandon Hall Group makes it easy to conceptualize the process for defining an organization’s EVP with our EVP framework. Based on our EVP research, this framework identifies the three pillars that need to be assessed from both the organization and employee perspectives in order to define an EVP:

  • Opportunity and Growth
  • Alignment and Results
  • Collaboration and Innovation

The framework also shows the success levers/success criteria that need to be in place to have an effective EVP and how EVP is impacted by the organization’s HCM technology, governance, measurement, and culture.

It is clearly the practices within those pillars, and the attitudes about those practices, that drives the uniqueness of each organization’s EVP. And it is those practices that vary substantially by employer. There is always something new to discover about EVP practices. I hope you’ll join us for the webinar.

Daria Friedman, Principal Analyst, Talent Acquisition, Brandon Hall Group

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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.

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