Why a strong Employer Value Proposition can be your secret weapon in securing the best talent in a competitive market

Recruitment across the tech sector is becoming increasingly competitive. Tech growth is continuing exponentially and many companies are positioning themselves to scale their operations far beyond their initial blueprints.

This is great for the industry as a whole. But as scaling businesses start to compete with their largest rivals for a limited pool of talent, smaller companies can often find themselves struggling to provide a salary that can compete with the juggernauts of the industry. Luckily for the underdogs, an increasing amount of data points to a societal shift in the way that candidates consider new positions, with many searching for job satisfaction and a better work-life-balance before a rise in their salary.

The modern candidate seems to rate respect and personal freedom very highly when it comes to their profession. This is why scaling businesses can better position themselves to compete with larger companies by adjusting their Employer Value Proposition (EVP). By appealing to the more abstract wants and needs of candidates, smaller businesses are often able to provide a more suitable work environment than large corporations by meeting the limited pool of talent with a level of respect and personal freedom that multinational firms just can't match.

Scaling businesses can often provide employees with more autonomy over their work schedule. They can offer the opportunity to upskill within their role and achieve a better work-life-balance than their larger competitors. The core missions of smaller businesses also tend to be more aligned with the personal wants of candidates; autonomous companies able to make better considerations towards social and environmental causes. This can help new employees feel that their role is worth more than their day-to-day duties, appealing to the growing trends towards empathy and wellbeing within the workplace. 

There have also been studies into the benefits of creating a more diverse workforce, with data suggesting that employees from different backgrounds, drawing from different life experiences, are able to make more rounded and proactive decisions. Could this be factored into your EVP to ensure that candidates feel their views and opinions will matter to the overall progression of the business?

Generally speaking, smaller businesses in the process of scaling can offer an exciting challenge to candidates. And, unlike their larger competitors, they will often have the freedom to include their employees in the decisions that matter to the business’ progression. By appealing to candidates through a strong and direct EVP, these businesses can actually gain the upper hand in terms of what their roles offer. The best way to make sure that your EVP is actually achieving this goal is to learn, from current employees, whether your vision of your EVP actually matches the reality of their experience.

Feather Grey Consulting are experts in recruiting growth focused scaling businesses ensuring that we find the right cultural fit as well as the professional competences. Contact us here to explore further.