6 Ways to Personalize Your Employer Value Proposition for Unparalleled Talent Attraction

Andy Agouridis Employer branding Better practices

In an era where talent has multiple employment options to consider, standing out as an employer of choice to attract the best candidates becomes critical, especially for large, complex organizations that require a diverse array of skills. So, how can you differentiate yourself from the competition? This is where the concept of Employer Value Proposition (EVP) can be beneficial.

Essentially, an EVP encapsulates the various benefits employees receive in exchange for contributing their skills, experiences, and dedication. It serves as your pitch to your ideal candidates that can make them stop in their tracks and think, "This is the place I'd love to work!"

However, crafting an EVP that truly resonates with your target talent pool goes beyond a one-size-fits-all approach. Given the wide variety of roles you need to fill, each coming with its own needs and desires, the real challenge is to personalize your EVP to engage with diverse candidate personas. Remember, it is not just about listing benefits but more about understanding what motivates each candidate persona. Competitive salary and benefits packages, a positive work culture, and growth opportunities are some of the key factors that can make your EVP attractive.

Also, research supports the idea that a well-crafted EVP is not only good for attracting talent but also for keeping them. In fact, according to Gartner’s recent study, it contributes to making employees feel more engaged and valued, reducing annual turnover by 69%. Consequently, this leads to a lower cost-per-hire and a more productive workforce.


So, are you ready to dive into the nuanced world of personalized EVPs, juggle different candidate personas, and devise an effective strategy that attracts unparalleled talent to your organization? Here are six ways to do it.

1. Understand different candidate personas

To craft a truly appealing EVP, deeply understanding the different candidate personas your organization aims to attract is absolutely paramount. Why, you ask? Because when you comprehend the unique aspirations and motivations that drive your desired employees, you can tailor your EVP to resonate with these distinct personas. This individualized approach acts as a powerful magnet, drawing in diverse talent while precisely targeting the candidates who are the best fit for your organization. Doesn't that sound like every recruitment leader’s dream? 

Figuring out your candidate personas requires a multifaceted approach:

  • First, sketch detailed profiles of your ideal candidates for each role, encompassing their skills, experiences, values, personality traits, and aspirations. This will act as a beacon guiding your EVP customization journey.
  • Second, consider using online tools and platforms, such as social media, that can offer rich data about professionals in different fields.
  • Simultaneously, don't forget the hidden gem in your own backyard—your current employees. Engaging them in candid conversations about their journey and what motivates them can provide valuable insights to shape your EVP.

Additionally, candidate surveys can uncover the factors that tip the balance in favor of your organization. Remember, the quest here is to create an EVP that not only speaks to every candidate persona but also echoes their long-term career ambitions.

2. Establish a baseline for your EVP

As a stepping stone to tailoring your EVP for multiple candidate personas, we suggest creating a strong, overarching EVP first. This generalized proposition serves as the foundation of your company's attraction. It should resonate with all potential candidates, irrespective of their role or persona. Also, it will help you paint a vibrant picture of your values, culture, and benefits, attracting potential candidates and setting the stage for more targeted persona-specific EVPs.

Crafting your foundational EVP necessitates a keen understanding of your company's unique value in the marketplace.

What is it about your company that can make the candidates’ eyes light up with excitement when they hear about it? Is it your mission, career development opportunities, innovative projects, or work-life balance initiatives?

To learn this requires a deep introspection of your culture, mission, vision, and values. Begin by gathering input from different stakeholders in your company through surveys or focus groups. These can include your leaders, employees, and even clients as they can all provide valuable perspectives. 

Subsequently, analyze your competitors' EVPs, and determine what sets you apart from them. The idea here is not to imitate others but to express your own authentic identity.  When done right, this robust baseline EVP becomes the launchpad from which you can tailor and tweak for various candidate personas, ensuring effective talent attraction. This could involve emphasizing certain aspects of your EVP over others or adding persona-specific benefits. For example, a software engineer might appreciate learning about your commitment to cutting-edge technology and training, while a sales representative might be more interested in your competitive commission structure and team-building events.

3. Offer flexible benefits

Personalizing your EVP is like offering an exquisite buffet. No two plates will look the same because everyone has unique tastes. Similarly, offering benefits is all about catering to individual preferences and needs. This approach can help you showcase that you understand and respect each of your candidate persona’s individuality. Plus, it is a clear demonstration of your company's adaptability. From work-from-home opportunities to wellness initiatives, providing a versatile array of benefits keeps your EVP appealing and vibrant, reflecting your organization's commitment to meeting diverse needs.

The 'one-size-fits-all' approach is far from sufficient in today's diverse talent pool. So, take the time to understand the wide spectrum of needs across different candidate personas. However, make sure to consider your company's resources and constraints as well. From there, create a suite of benefits that offer different choices to suit different needs and preferences. This could range from flexible working arrangements, gym memberships, and even pet-friendly office policies.

Don't hesitate to think outside the box—unconventional benefits can often become significant differentiators.

This explicit demonstration of your commitment to putting your employees first will further elevate the attractiveness of your EVP.

4. Communicate your persona-specific EVPs effectively and compellingly

Strategic and compelling communication of your tailored EVPs is as crucial as the crafting process itself. Indeed, creating personalized EVPs for different candidate personas loses much of its impact if not communicated effectively. The power of well-communicated EVPs to sway potential talent cannot be overstated. In fact, a study by Link Humans found that a well-executed EVP can improve the commitment of new hires by up to 29%, underlining the importance of a strong communication strategy.

In developing a strategy to convey your persona-specific EVPs effectively, keep in mind that different personas may also have different communication preferences. Hence, we recommend embracing a multi-channel approach, which may involve leveraging different mediums and formats. For instance, millennials and Gen-Z talent might be more responsive to video testimonials shared on social media. On the other hand, seasoned professionals may prefer detailed reports or newsletters. 

Additionally, ensuring that your EVP communication is not a one-time event but an ongoing dialogue, is critical.

Regular updates about your company's developments and future plans can keep the EVP fresh and engaging. Be mindful of maintaining an authentic voice throughout your communication, reflecting your company's culture and values.

5. Gather and incorporate feedback

To create a masterpiece, all great artists know that refinement is the key. The same applies when it comes to personalizing your EVP. Embracing feedback is the secret ingredient that can transform your EVP from good to stellar, one that truly represents your unique value to your desired employees.

Feedback allows you to bring the voice of your audience into the picture, adding authenticity and relevance that no amount of guesswork can match. 

The key to harnessing feedback effectively lies in making it an integral part of your EVP strategy. Consider setting up open, transparent channels that encourage not only your current employees and new hires but also those who declined your offer to share their thoughts. Be open to both praise and criticism, as each piece of feedback can help shape a more compelling, personalized EVP. Look for common themes and insights that align with your identified personas and their unique needs, wants, and motivations. Then, weave this valuable information into your EVP. 

But remember, it doesn't end here. Feedback is an ongoing conversation, not a one-time event. Commit to regular feedback cycles to ensure that your EVP never loses its sparkle This way, you will be able to foster a work environment where every voice counts, strengthening your company's appeal and bringing you closer to unparalleled talent attraction. By valuing and incorporating feedback, you showcase a company culture that cherishes its employees' input, further enhancing your EVP's attractiveness.

6. Use data and analytics to measure and refine your EVP

Leveraging data and analytics is instrumental in optimizing your personalized EVP, particularly in an environment encompassing varied roles and candidate personas. As such, adopting a data-driven approach will not only fine-tune your EVP but will also ensure its alignment with your diverse talent pool.

By interpreting and applying insights derived from data, you can precisely identify areas for improvement, allowing you to shape your EVP to perfectly fit what prospective candidates want to see and hear.

First, you need to establish clear metrics that reflect your EVP's effectiveness. This can include the number of applications, acceptance rates, and employee retention. Next, utilize AI-based HR analytics tools that can help automate data collection and analysis and even provide predictive insights.

Keep a close eye on these metrics and make the changes to your EVP where needed. In doing so, you create a feedback loop, allowing for constant refinement and adaptation. As a result, you sustain a highly effective, personalized EVP that resonates with a wide range of talent personas, ensuring your organization remains a magnet for the best candidates. 


Creating a standout, personalized EVP that appeals to a multitude of candidate personas is indeed a complex, yet rewarding endeavor. It requires understanding your audience’s diverse needs, providing unique perks, delivering a compelling message, embracing feedback, and harnessing the potential of data and analytics for continuous refinement. When you do all this right, you’re not only making the hiring process easier but also creating a captivating EVP that appeals to a broad array of talent.

So, keep fine-tuning your EVP, ensuring it remains bespoke, relevant, and aligned with the aspirations of your potential and existing employees.

Last updated:

Andy Agouridis

Andy helps candidates and employers connect faster and better. Apart from being a Jobylon contributing writer and a Careers content creator. He has a background in HR with Fortune 100 businesses, holds an MSc in HRM, and is a Chartered member of the CIPD.

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