Perspectives on Talent | The importance of EVP and EB

My name is Jim Holt.

I'm VP of Solutions here at Wilson.

I've been with the organization since January of 2020 and I am based in Connecticut, kind of equally distant between Boston and New York City.

In this marketplace right now, ensuring that your employment brand is buttoned up or is up to date or truly reflects an authentic version of your company and your employment value proposition is incredibly important.

We've all read the articles about candidates job hugging.

Unfortunately, we're seeing a lot of layoffs right now and you're seeing a lot of high volume applications to roles that are open.

o I think one way that you can help yourselves, not just hang on to the critical talent that you have is making sure your employment brand and your EVP matches what those people need and what they expect from you as an employer.

But also when you are trying to understand who out of these large volumes of applicants and passive candidates is the ideal candidate profile and will represent a good quality hire.

Having those, the EVP and the EB tightly defined and having them be authentic and not just a series of buzzwords that every other company has will help you and your hiring managers really identify and match people.

That if curiosity and entrepreneurialism is a thing that you really need to have to be successful in organization that you're interviewing to that, that you're asking people about that, that you're asking people to represent themselves in that way or to opt out if that's not an environment they're comfortable in.

Versus having a bad hire and suddenly your hiring manager's unhappy, your recruiting department's unhappy, and the candidate's unhappy, who is an employee that's unhappy.

And suddenly they're talking about how unhappy that was of an experience that was.

So you know, if you can, if you can do a better job of defining that stuff outside of whether you use a partner or not, you'll be doing yourself a big favor because you'll be you'll be saving your your recruiting team cycles, your hiring manager cycles, and you'll be saving candidates cycles too, because they'll know we'll start to identify and kind of self opt out on certain certain environments that they know they don't want to be at all necessarily.

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