The Pitfalls of Overselling Employee Value Proposition : Avoiding New Hire Regret

When it comes to attracting top talent, companies invest significant time and effort in crafting their Employee Value Proposition (EVP).

This unique set of benefits, values, and opportunities is designed to showcase and differentiate the company's culture from competitors. However, there is a fine line between effectively promoting and overselling the EVP. In recent conversations, Pedagog has discovered that an increasing number of new hirers are facing a form of buyers or in this case "hirer's regret". They were given an exaggerated version of what to expect within an organization but once they came aboard the benefits fell short of what was promised. This blog post will explore the potential consequences of overselling the EVP and provide insights on how companies can avoid new hire regret.

• The Expectation Gap: One of the key risks of overselling the EVP is creating unrealistic expectations for new hires. When an enticing EVP attracts candidates, they join the company with high hopes and specific expectations. However, if the reality falls short of those expectations, it can lead to disappointment and regret. To prevent this, it's crucial for companies to accurately represent their culture, values, and growth opportunities during the recruitment process.
• Negative Impact on Retention: When new hires realize that the EVP they were promised doesn't align with the company's actual practices, it can result in dissatisfaction and decreased motivation. This misalignment can have a direct impact on employee retention, leading to increased turnover rates and additional costs associated with recruitment and training. 
• Damage to Employer Brand: In today's interconnected world, news travels fast. If employees feel deceived by an oversold EVP, they are likely to share their negative experiences on social media platforms and professional networks. This can tarnish the company's employer brand, making it challenging to attract and retain top talent in the future. 
• Building Trust and Credibility: Overselling the EVP can erode trust between employees and the organization. When new hires realize that the company has misrepresented the work environment or growth opportunities, it can create a sense of skepticism and mistrust. Building a culture of transparency, where the company delivers on its promises and consistently upholds its EVP, is essential to establish confidence and credibility among employees.

While promoting an attractive Employee Value Proposition is crucial for attracting top talent, companies must strike a balance of the good and the work in progress to avoid overselling it. Sometimes, leaning into areas that are still being worked through, is the best way to establish trust. By aligning the EVP with the company's actual practices and culture, organizations can build trust, enhance their employer brand, and foster long-term employee engagement and retention.

Remember, it's better to under-promise and over-deliver when it comes to the Employee Value Proposition, ensuring a positive and mutually beneficial relationship between the company and its employees.

Working with agencies like Pedagog can help companies find their balance and ensure both candidates and their employers find the right fit. To learn more schedule time with our team here: connect.