While the great crew change plagues the energy industry and poaching is at an all-time high, mid-size companies can compete against the giants when searching for the best and brightest, said Rodney Smoczyk, global director of talent acquisition at EDG, at the People in Energy Summit conference in Houston.
“In the war for talent, there are the haves and have nots,” he said. “Which of these you are is based more on how you package it then on what you actively have in comparison to others. The package is your employee value package (EVP) or overall employee experience.”
When companies perfect their EVP, the burden of recruiting top talent during these trying times is lessened, he mentioned. EVP can fall under the employer branding category and is defined as a set of associations and offerings provided by an organization in return for the skills, capabilities and experiences an employee brings to the organization.
“It must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention,” he emphasized.
The five factors of an EVP are:
Once an EVP is created, companies are able to attract and retain key talent, help prioritize their Human Resources agenda, create a strong people brand, help engage a disenchanted workforce and reduce hire promotions.
“Employees need a return for their performance at the workplace,” he said.
Smoczyk noted that the role of a HR personnel is to sell their company’s EVP during interviews, have at least one key point in each of the five factors that they can regularly sell, champion the EVP throughout the company, do not settle for almost good enough when refining their EVP mission and provide tools and resources to make it an obtainable priority to upper management.
“The extent to which employees connect with your organization’s EVP determines the amount of discretionary effort they commit to brining the company culture, mission, vision and values to life,” he said.
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