Inclusive EVP is the answer to your 2024 Hiring needs!
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Here’s a little brainteaser for you. Imagine making an employment proposition to the widest possible talent pool. Go on – try to identify the single most compelling reason why people of all skillsets should join you today. It needs to be a proposition that stands the test of time – and the scrutiny of all skillsets and mindsets that your organisation may need.
That’s quite a challenge, isn’t it?
Now make that challenge a bit bigger (and future-proof your EVP in the process). Imagine what skills, values and behaviours your organisation will need in ten years. What will your workforce need to look, sound and be like? It’s hard to say, of course: but you can put in place the mechanism to make sure your company is able to attract the people it needs – whatever the talent map, the competitor activity and the marketplace of 2024 looks like.
The mechanism is obvious, but overlooked to an almost criminal degree. Large sums of precious budget are being wasted (or not fully optimised) because a few key steps are being ignored at the segmentation stage of EVP. Organisations are not measuring the needs and aspirations of groups who may, in a decade, be central to the success of the organisation. That’s simply madness – akin to having at your disposal the critical capability to attract the talent you need (40 business quarters from now) but choosing not to activate that mechanism, not to plan for future success.
The reality is; one of our sector’s best known professional institutions, the ‘HCI’ (Human Capital Institute) identified the need for inclusivity being an integral part of their focus and its application in any EVP strategy as far back as 2007.
“Through research and collaboration, our programs collect original, creative ideas from a field of top executives and the brightest thought leaders in strategic HR and talent management. Those ideas are then transformed into measurable, real-world strategies that help our members attract and retain the best talent, build a diverse, inclusive workplace, and leverage individual and team performance throughout the enterprise.”
Yet here we are today, some eight years later, still discovering that many organisations are missing this vital ingredient.
The Inclusive EVP, as practiced by Resource Central, has worked across multiple brands, skillsets and KPIs – to deliver an authentic measure capable of attracting talent from all communities. It’s a powerful new tool in a world characterised by fast-evolving markets and quick-changing demographics.
What have we learnt when creating an Inclusive EVP?
One of our clients, a European plc, noted the business benefits as being far more than just giving insights into their workforce and opening up their talent pipeline to all communities. An Inclusive EVP brings agility to an organisation – the ability to react quickly (or even anticipate change before the need arises). It brings a capacity to innovate, to bring new thinking to the organisation – whilst making the enterprise more resilient and better prepared for all eventualities. It is more than ‘just’ engagement: it’s a key part of organisational performance and organisational development – and a genuinely strategic opportunity to thread inclusion of talent throughout the organisation.
That’s well worth creating – and future-proofing.
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Top Image and Link Via: Reflection 4 – Diversity