The Hidden Costs of a Weak EVP

Is your EVP working hard enough to attract and retain top talent?
If any of the warning signs below ring true, it might be time to rethink your approach. Our senior consultants can help you turn your EVP into a strategic advantage – one that strengthens your culture, elevates your employer brand, and drives real ROI. When the right people stop applying, your EVP is already costing you.

Book a free consultation today and discover what a tailored EVP programme could unlock for your organisation.

 

Talent acquisition across the UK and Europe is facing relentless pressure in 2025. Hybrid work has reshaped candidate expectations. Skills shortages across the Engineering, Life Science and Technology industries remain acute. And in the face of inflation and a cost-of-living crisis, pay pressure has become a major driver of talent destination. 

In the midst of this, your Employer Value Proposition (EVP), the unique promise that you make to your employees in exchange for their time, talent and effort, matters more than ever. However, many organisations fail to realise that a weak EVP doesn’t just affect talent attraction and retention, it drains budgets, weakens culture and dents business performance. If your organisation is finding it increasingly harder to attract or retain the best talent, your EVP might be to blame.

Here, we’ll look at what an EVP really is, the hidden costs that are revealed when it’s not working and how to build one that makes a real impact.

What exactly is an EVP (and what isn’t)?

Quite simply, an EVP is the promise your organisation makes to its current and future employees. It tells them what they can expect if they join and stay with you. It includes three core components:

• Functional - salary, benefits, flexible working and job security.

• Emotional - belonging, recognition, purpose, wellbeing and team culture.

• Developmental - learning, career growth and access to leadership support.

An EVP drives internal engagement, while an employer brand exemplifies how the outside world (especially potential candidates) perceives your organisation. Company culture, on the other hand, is what employees experience, in terms of behaviours and norms, every day.

A strong EVP connects all three - what a company says, how it’s seen and how it behaves - into one consistent and credible employee experience. It should set expectations, deliver on promises and act as a magnet for the right talent.

The hidden costs of a weak EVP

The effects of a poor EVP may not be obvious at first but the long-term consequences can affect every part of a business.

• Rising recruitment costs - when vacancies stay open too long your costs increase.

• Higher employee turnover - when employees feel failed by the gap between EVP promises and reality, they leave. Oxford Economics calculates that it costs between 30-50% of annual salary to replace an employee. Additionally, Gartner has determined that organisations with a strong EVP reduce employee turnover by 69% and increase new hire commitment by 29%.

• Lower productivity - if employees are engaged they’ll be 18% more productive than disengaged ones, according to Gallup.

• Higher wage demands - companies with weaker EVPs often have to offer bigger salaries, just to compete. 

• Innovation declines - if your top performers leave, or if your remaining staff feel unsupported or uninspired, creativity and problem-solving suffer. 

This range of issues doesn’t exist in isolation. They build slowly and can affect your brand, your margins and your momentum. Remedying them starts with building a better EVP.

How to spot a weak EVP early

Many organisations don’t realise that their EVP is underperforming until it begins to affect recruitment or retention. Here are some early warning signs:

• Mixed messages - your career page and social media say one thing but reviews say something completely different

• Low engagement scores - internal surveys show low scores for ‘pride in the organisation’ or ‘would recommend this employer’

• Steady attrition levels - talented new hires leave within the first 6-12 months

• Perks don’t work - new benefits keep being added but engagement, morale or retention doesn’t improve

• Pipeline concerns - fewer people are applying for roles, pipelines are drying up and offer acceptances are declining.

If any of this sounds familiar, your EVP may be misaligned or outdated. The good news is that you can turn it around.

How to build a stronger EVP - six practical steps

Whether you’re starting from scratch or fine-tuning your EVP, you need to be honest, consistent and employee-led. Here’s how to create a resilient EVP in six steps.

1. Listen - run surveys, conduct stay interviews and gather candidate feedback. Listen to what your current teams value and how they think you could improve

2. Define your promise - create a short, clear EVP statement that reflects what your organisation offers. Test it with your employees to see whether they think it’s believable, desirable and distinctive

3. Align it with your strategy - your EVP should support your company’s wider goals, whether that’s growth, sustainability or innovation. Check that your internal policies, such as flexible working, don’t contradict the message you’re putting out

4. Embed it in the employee experience - your EVP should be visible everywhere, from how you write your job ads (using examples of real employee stories, for example) to how you welcome new employees and support their growth. It should guide learning, leadership and career progression

5. People as ambassadors - give your teams the tools and confidence to share their experiences through social media guidance, peer-recognition schemes and storytelling workshops

Measure and improve - track key metrics such as offer acceptance rates, engagement scores and brand sentiment. Create an EVP dashboard and review it regularly with leaders, not just HR.

Quick Wins vs Long-Term Work

Overhauling your EVP doesn’t mean changing everything overnight. You can make immediate progress while planning longer-term changes.

Quick wins:

• Update your job descriptions to better reflect day-to-day reality

• Be transparent about pay and progression

• Share stories of people who’ve progressed internally.

Long-term fixes:

• Train your leaders to manage and communicate consistently - include empathy, inclusion and feedback training

• Create a reward system that’s fair, competitive and transparent

• Build scalable wellbeing and mental health programmes in line with hybrid or remote work demands.

A strong EVP is built over time, but quick credibility boosts can create early momentum. Start small but stay focused - consistency is more important than immediate perfection.

Final thoughts

A weak EVP doesn’t just affect hiring, it leaks across every part of your business, resulting in slower hires, higher churn, disengaged teams and damaged customer experience. And in today’s job market, that’s a price few organisations can afford to pay.

However, the good news is that your EVP can be improved. It doesn’t require a huge campaign, it simply requires clarity, consistency and a willingness to listen. When done right, a strong EVP will not only reduce costs, it will boost performance, reputation and long-term resilience.

Ready to transform your EVP into a genuine talent magnet?

If any of the warning signs in this article felt familiar, it’s time to act before the hidden costs climb higher. 

Get expert guidance from our senior consultants and turn your EVP into a strategic asset. Through a tailored EVP programme, we help you boost employer brand, enhance culture, and deliver measurable ROI.

Start your transformation today - book a free consultation and unlock the full potential of your EVP.