Traditional employment branding focuses on organizational-level messaging that often gets ignored by critical talent
When DSM realized their employment value proposition (EVP) was being ignored, increasing time-to-fill metrics, recruiting innovators worked with the procurement business to create a segment-sprecific EVP to attract talent.
They did this by:
- Mobilizing the right messengers
- Facilitating employee-generated EVPs
- Getting the most from segment-specific EVPs
Download the case study to see how they executed this plan and the results.