Employer value proposition als strategisches instrument zur personalgewinnung – anforderungen und entwicklung

In business practice, it has been shown time and again that companies and libraries develop their EVP in a superficial development process. This leads to the development of generic EVPs that are not employer-specific and often show no significant differences to the employer competition. The EVP can be characterised as a kind of elevator pitch by the employer to convince employees. An approach that does not do justice to this importance should therefore not only be regarded as grossly negligent, but also as a waste of resources. In a systematic analysis, 28 requirements for the EVP and its development process were identified. As a result, a systematic and structured approach to EVP development is considered sensible. To support a better approach, a new EVP development process is presented in addition to the list of requirements. In this context, the integration of the feedback process between the EVP and the employer attributes proves to be crucial. In connection with this, continuous optimisation of the attributes is essential. The list of requirements can be used both as a development roadmap for the EVP journey and to evaluate existing EVPs or EVP development processes.