Proposition, The

Talent is a scarce resource
In the current business climate, talented leaders worldwide are constantly faced with choices when it comes to career opportunities. It is likely that your key personnel will be contacted by your competitors with attractive offers on a regular basis. Do you constantly remind them what you offer as a value proposition of talent?

Put it costs more
Turnover on the costs significantly impact a business, both directly by the costs of recruitment and indirectly through the conversion costs, lack of productivity and less motivated when managers can leave.

The solution to reduce personnel costs of churn is to build and reinforce your value proposition talent, say that the values of talent to choose to join or choose to stay with a particular company.

Build your proposal
Before starting to develop or refine your value proposition talent, here are some tips to start:
Know your audience: Before you begin to formulate key messages, to know your target group: what do they value when selecting an employer? Whom do they consider to be your fiercest competitors in the talent market (you'll be surprised to see they are your closest competitors in the regular business). Make sure you perform in-depth interviews with both present and future employees.

Focus on your differentiators: promote what is truly unique and what is perceived as beneficial by your current employees, not what you want to offer in the future. What are the reasons why they work for you today? A proposal for the talent is usually the following areas:

aec Compensation and benefits, considered basic service that should align with your competitors. However, studies of what the value of executives in choosing an employer says this is not what matters most.

aec opportunities for personal development and a wider corporate culture and values are what really count. The executives make their decisions from a business trip these two areas. They take years to build, which is much more difficult to copy.

Place your mark on all channels, make sure you extend your employer brand in a wide range of channels, those that are most obvious, such as jobs, channels largely forgotten, as the investigators candidates say about the company. A common error when working with the employer branding is to concentrate all your efforts on potential new employees, and forget your current key people.

The value proposition talent should be closely linked to the brand of your company. This will require a cooperative approach between HR, corporate communications and marketing your service. An ambitious undertaking work professionally with its employer brand as it would with its brands and consumers.

Case Study: How the Swedish Trade Council sets its value proposition of the talents
"The Swedish Trade Council offers a world of possibilities:

aec At the Swedish Trade Council you have a role to goal ... since our first contribution to the Swedish trade and industry is important
aec The Swedish Trade Council has varied functions stimulated to offer ... from our posts cover many different types of clients and services
aec A job with the Swedish Trade Council offers opportunities for developing very ... and
will create a good foundation for your future career "

This article was previously published by Harvey Nash pl