I recently sat in on a session about Employee Value Proposition (EVP) and it reinforced something I’ve believed for a long time: If a business can’t clearly explain what it stands for, what it offers its people, and why that matters — it will struggle to attract the right talent.
Recent AHRI data shows turnover rates hitting record highs, with 34% of Australian organisations experience turnover rates of 20% or more annually[1]. At the same time, 78% of employees rank non-financial benefits as "very important" or "extremely important" in their decision to join or stay with an employer[2].
For some, that’s purpose. For others, it’s stability, leadership quality, flexibility, or the chance to be part of a strong pipeline of future projects.
Getting your EVP right is essential to retaining the right people, ensuring stability, and supporting sustainable business growth.
What High-Performing Teams Expect
In today’s market, jobseekers aren’t short on options. But they are short on clarity.
They’ve seen too many roles that promise the same things, such as 'great culture', 'fast-paced environment', and 'career growth' — without demonstrating what that means in real terms.
Jobseekers today are more selective, more informed, and more values-driven than ever before. They want to know about aspects of their role such as:
What does growth look like in this role — and how will I be supported?
What kind of leadership will I be working with?
Are values lived here, or just written down?
Will this role challenge me, develop me, or position me for what's next?
None of that is answered in a bullet point list of benefits.
It's answered through a strong EVP — one that's clearly defined, consistently communicated, and lived by leaders across the business.
What I Look for Before Representing a Role
When I partner with a business, one of the first things I assess is its EVP.
Not just what's on the careers page, but what the people inside the business say. What they stay for. What they're proud of. What kind of experience they're having on the ground.
If that's unclear or inconsistent, I recommend we work on it together — because I'm not here to sell a job. I'm here to:
Help businesses grow by hiring the right people
Support individuals in finding roles that align with who they are
Ensure both sides feel confident, connected, and excited for what's next
That alignment starts with EVP. And in high-pressure, high-performance industries like construction and property, it's not optional — it's foundational.
An EVP Is Not a Line in a Job Ad. It's a Leadership Tool.
A strong EVP isn't a project for HR or marketing to complete in a silo. It's not a paragraph to paste into job ads. It's a living, breathing reflection of what your business offers people — and how that's experienced at every level.
When done well, EVP becomes a leadership tool:
It shapes the way you attract and assess talent
It builds consistency in how hiring managers and recruiters talk about your business
It aligns internal culture with external messaging
And it plays a key role in retention and engagement
If your EVP isn't clear, if it hasn't been refreshed in the past few years, or if your recruiters can't confidently speak to it — it's likely costing you.
Because high-performing people aren't just looking for work. They're looking for the right fit — and a reason to stay.
1. Australian HR Institute (AHRI), Quarterly Australian Work Outlook, March 2025. URL: https://www.ahri.com.au/
2. Robert Walters, Driving and implementing a flexibility-at-work agenda. URL: www.robertwalters.co.nz