Unique value proposition

I’ve received a couple of calls from new potential clients this week, looking for some candidate sourcing help as they're struggling.

Not a big surprise, passive candidate attraction strategies don’t seem to be working for many.

What is a surprise (given it’s a bun fight for high calibre talent right now) is, that when asked what their Unique Value Proposition (UVP) to attract top talent was...there was no answer from these hiring directors.

Let’s be real - job hunting is like scrolling through dating apps. Every company says they’re “innovative” with “great culture.”

Just like “I’m nice” on a dating profile, "competitive salary" won’t excite anyone. You need to stand out.

"Competitive Salary" ≠ Exciting

Every company says they offer it. You need more. Your UVP should make candidates feel like they’ve found something special.

To attract talent, show you're adapting with the times - remote work, flexible hours, or a culture that values mental health.

Yes, perks matter, but people crave purpose. They want to know their work means something. So sure, offer donuts on Fridays - but also show how their work fits into a larger mission.

People spend a third of their lives at work - they don’t want to do that in a beige, soul-sucking office. Your UVP should show your company’s vibe: fun, creative, or laid-back - whatever makes your workplace special.

Great employees have options - they want a company they’ll be excited about. Your UVP should make them feel like joining you is their best career move.

Ditch the generic phrases and show what makes your company stand out. Having a strong UVP is like showing up to a party with homemade cake when everyone else brought cookies. Sure, cookies are fine, but cake? Cake gets people excited.

Remember, top talent isn’t looking for just any job. They want your job - and your UVP will show them why.

If your UVP to potential new employees is starting to sound a bit homogenous to the people you’re looking to entice, it's not really 'unique'. Don't be surprised if you’ve got to dig deep in your pockets to get their attention.

If you can’t brief your recruiter with genuinely exciting and differentiated selling points on a job opportunity, you probably shouldn’t expect the ‘best’ candidates out there to drop everything they're doing, and stop for a chat with you.

It’s a tough market out there, and first impressions are key, so it's worth taking the time to plan your approach, and really think about ‘what’s in it for them?’.

Working in an exclusive partnership with a specialist recruiter to craft your candidate sourcing and attraction strategy can make all the difference.

Need some help crafting the right attraction strategy? PARTNER WITH AN EXPERT.

Strategic Recruitment Campaigns are TAMALO Solution’s speciality.

for further info and to book a call.