Just like you, I’ve been tuning into the buzz about economic slowdowns and whispers of a looming recession. I've also heard from colleagues in the corporate world that layoffs and hiring freezes are becoming more common. But does this mean we’re past the era of talent shortages? Not quite. Especially when you consider Quebec’s stubbornly low unemployment rate, the inflation rate climbing at 6.3%, and employees who are ever on the lookout for better working conditions—with wages up by 5.1%. All these elements are stirring up a highly competitive job market for employers eager to snag the best talents. So, how do you make your mark? Even more crucially, how do you ensure that your star employees stay happy and engaged within your company? 

HR marketing is having its moment right now: recruitment realities are increasingly being framed by marketing strategies, with messages being refined and campaigns rolling out one after another to highlight the employer’s brand both internally and externally, to captivate potential candidates. 

This strategy hits the bullseye when you know what makes you stand out. But if you're still figuring that out, where should you begin? 

The Heart of Your Employer Value Proposition 

At SISMIK Impactful Culture, we guide our clients through the journey of understanding and defining their employer value proposition (EVP). Imagine it as the total package of what you offer, making your employees' journey with you truly special. It’s all about answering the big question, "What's in it for me?" while also shedding light on why a candidate should not only join but stay with your organization. 

We spotlight five (5) key pillars of the EVP, starting with compensation—the one that often springs to mind first. Yet, beyond just the paycheck and benefits, there’s a wealth of other appealing factors that can elevate your position in the eyes of both employees and potential candidates. From your company’s unique culture, the nature of the work, to growth and development opportunities, and how your organization shines in the marketplace—all these aspects can help you stand out from the crowd.   

Indeed, the EVP serves as a tool for attracting a pool of qualified candidates and plays a vital role in retaining and energizing those who have already chosen us as their employer. 

Understanding what our employees treasure allows us to enhance these aspects over time. Regularly talking about our EVP, for example, during year-end reviews, helps us not only to avoid hiring mismatches but also to align the employee experience more closely with our EVP.  

How Do We Embark on This Journey?  

SISMIK’s process begins with a deep dive into your current situation and needs. Depending on what we find, we offer either 1) a comprehensive solution, thanks to our partnerships with savvy marketing agencies ready to take your employer brand to the next level, or 2) a streamlined approach that empowers your HR team to enrich key aspects of your employee experience and enables your internal marketing team to craft your employer brand. 

The roadmap of our approach unfolds through: 

1. Data gathering through individual interviews, surveys, focus groups, HR practice audits, and more. 
2. Analyzing this treasure trove of data against the 5 pillars of the EVP. 
3. Crafting a report that not only highlights the strengths of your EVP but also offers actionable insights and recommendations for enhancing the current employee experience. 

We don’t stop there. We’re on hand to help you bring these recommended initiatives to life. 

Intrigued by our approach? We’re just a conversation away from embarking on this exciting journey together: contact us! 

Véronique  

Data Snapshot: 

In November 2022, Emploi-Québec highlighted that Quebec’s job market was at an all-time high. By December 2022, the Institut de la statistique du Québec reported unemployment rates ranging from a low of 1.9% in the Chaudière-Appalaches region to a high of 7.8% in Gaspésie-Îles-de-la-Madeleine, averaging out at 4% across Quebec.