NH237 Consulting and WDAD Communications - Research on the future intentions and challenges facing the UK’s employers

The opportunities for the Employer Branding profession have never been greater and neither have the challenges 10 To continue reaching out to employees and candidates alike with a pre-pandemic message - or certainly one that doesn’t at least acknowledge Covid and its impact - seems to diminish the on-going damage and destruction it has wrought. “There’s also those organisations that have NEVER looked at EVP and with colleagues having increasing confidence in the external marketplace to affect a move, they should begin to turn their attention to this not just from an attraction perspective but also from a retention lens.” Julie Griggs HR Director, Buckinghamshire NewUniversity Even those organisations who have spent the last 12 months revisiting their EVP must have a concern that this work was created in and relates to a different era. Certainly, as we suggest earlier, the labour market today is not the same as it was last summer. Retention was a minor concern to most organisations at that point. Today, employees have increasing choice and options and are far less likely to put up with salary and career progression frustrations than might have been the case even nine months ago. Interestingly, a later question during our survey touched on what our participants felt about how the employee experience they provide may evolve, particularly in the light of Covid’s impact and whether this, in turn, might shape their EVP. To what extent do you agree with the following statement? We are likely to shape our employee experience around some of the ways Covid has effected people and this will be part of our EVP. 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Completely agree Agree Neither agree or disagree Disagree Strongly disagree