Nowadays, the employment sector has changed in a way, we never saw in the history. It’s no longer an employer market. It’s an employee market. And we all need our professionals to deliver the best services and products for our clients.

When the competition over the best in their field is intense, you might need to analyze and reconsider your Employee Value Proposition.

What professionals are you targeting? Which region? The industry of a kind? What exactly can you offer them, that will differentiate you over the rest?

As year to year, the most important aspect of employment remains the salary and benefits height. But what is surprising, are the next factors that determine whether or not, the employee will be interested in our offer.

Research shows, that work-life balance, flexible arrangements, career progression are more and more valued for the past few years. IT&C industry which focuses on young talents is mostly perceived by using the latest technology, being financially healthy organizations, having a good reputation, following by salary & benefits and career progression. It is also the most attractive sector for employees.

„a few drivers are slowly gaining importance on the longer term: diversity & inclusion, flexible arrangements and giving back to society. This shift demonstrates that the employer branding field does get more diverse year after year.”

According to data collected by Randstadt, 34% of 18-24-year-olds, consider career opportunities and technology savvy, very important. They are also more diverse in their answers regarding “what motivates them most?”. Proper training, career progression, but also very human-perceived values such as diversity & inclusion and giving back to society. Unfortunately, that is also the group of respondents, that are most likely to change their job quickly, since younger employees are still often figuring out what career path should they chose.

 “For employers to meet their needs, a more personal approach is needed. While attractive salary & benefits are considered to be important for this group, to keep them from leaving, employers should put greater emphasis on career progression, good training, and diversity & inclusion.”

While working with various IT teams, I met a whole range of professionals, each of them seeking something else in the employer, organization or even the project. While numbers and research are perfect for analyzing, reviewing and refining your employer brand strategy, it is also crucial to know what your people want. And when it comes to the recruitment process and external branding it’s all about the data and company values you live by, at the same time internally you have the best possible respondents answering the question – how to lower the retention and make both employees and employer happier.

Now, take a coffee and start openly talking with them. But embrace yourself for some nerve-wracking feedback as well.