How to Write a Strong EVP for Portfolio Companies

Defining a recruitment process starts by defining the employer value proposition (EVP) of your portfolio companies. In our experience, businesses with a clearly defined EVP are more successful in recruiting and retaining high-quality people. Why? A well-thought-out EVP exemplifies a company’s mission or simply what employees see as having the most value.  

Creating a compelling EVP takes brainpower, time, and, most importantly, the buy-in from key investors and executive leadership teams. If necessary, include other departments with valuable input, such as operating partners, human capital partners, and talent acquisition leadership. 

How Do You Create an EVP? 

The goal of an EVP is to communicate what’s unique about company culture. In no more than a few sentences, it should summarize: 

  • What a company does: Focus on what the company does today and what it aspires to do. 
  • How a company does it: What are the company’s differentiators? What sets it apart from the competition? Is it tech? People? A service? 
  • Why a company does it: What is the reason your portfolio companies exist? What’s their purpose?

An EVP should articulate a portfolio company’s values and outline critical action items to improve employee experiences. Communications and questions from recruiters should reflect company culture to ensure candidates align with core values. 

Finally, ensure an EVP for your portfolio companies presents itself consistently. It should be documented anywhere a business communicates what they stand for. For example, list an EVP in job postings, job boards, employer branding, company review sites, social media, etc. 

Check out some examples of EVPs: 

  • “At Hueman, we’re creating great employment experiences by building a people-centric culture.” -Hueman  
  • “Together, we create access to information and build products that improve people’s lives.” -Google 
  • “We’re building a company that will stand the test of time, so we invest in our people and optimize for your long-term happiness.” -Hubspot 
  • “Our mission is to empower every person & organization on the planet to achieve more.” -Microsoft 

Get the Most Out of an EVP 

To maximize an EVP, portfolio companies should connect with their executives to evaluate and adopt policies that improve employee value while supporting corporate objectives and talent attraction. Afterward, they can act on the responses to the following people-oriented questions relating to their company objectives:

  • Financial Stability: What can the company do to ensure employees’ financial security in the future? Is there a method to tap into employee ideas and participate in the value produced as a result of their contributions? What policies and procedures can be implemented to ensure employees feel more financially secure as the company grows? 
  • Career Resilience:What can be done to help employees build resilience to the industry’s ups and downs? Can they be encouraged to be more productive and passionate contributors to the company’s success? 
  • Career Advancement: What can be done to help workers achieve their career aspirations inside the company? Do they understand how they are seen? Do they receive the coaching, feedback, and career development opportunities to progress in ways that are both good for them and the company? 
  • Employee Engagement: Is the staff excited by what the company’s striving to achieve? How can managers tap into employee passions in ways that delight them while also promoting growth? 
  • Mental Wellness: What can be done to ensure people’s physical and psychological health? Can the company implement employee-centered wellness programs? 

Of course, there are several different answers to these questions. Deciding which ones to pursue is both complex and crucial. While some solutions may include tangible expenses while others do not, they all require a commitment to implement efficiently. 

Share This With Your Portfolio Companies 

A strong employee value proposition is linked to successful human capital management, leading to better talent outcomes, increased firm performance, and more engaged employees. A firm’s most crucial success factor is embracing and acting on this vital relationship. 

To get started, share this valuable resource with your portfolio companies to support recruitment initiatives.