The Employer Branding and EVP landscape today 14 What stands out, for us, are the 27% of respondents who feel their EVP could be more differentiated. On the one hand, there is a positive element to this – understanding the extent to which an EVP is differentiated suggests a comprehensive and topical grasp of what competitors are doing in this space. Perhaps less positive is acting on such insight and knowledge. Whilst few organisations operate within entirely virgin territory, there will always be key facets of their business, their culture, their remuneration, their direction which are different. It is about understanding which elements of this mix do stand out and which can be owned. That organisations are still talking about achieving greater differentiation feels somewhat frustrating in 2024. “The ongoing quest for differentiation in Employer Branding presents numerous challenges, as inhouse professionals continue to grapple with standing out in a saturated field. The readiness for a more competitive labour market underscores the necessity for both innovative and proactive measures, whilst striking a balance between consistency and flexibility emerges as a pivotal challenge, as organisations strive for an optimal equilibrium.” CRAIG MORGANS What feels perhaps more positive about this graph are the number of references to values such as ambition, forward facing and confident. There is the clear feeling that more can be achieved with and via their EVP.
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