Abstract
I often run workshops with managing directors and HR managers on the topic of talent shortage, addressing how small and medium-sized businesses in particular can actively counter this. I ask the participants to jot down the main reason why the companies they represent are attractive employers. The exercise lasts no more than 5 min. We then have a look at the results, and it’s a regular case of déjà vu. It appears that, for around 50 % of participants, it is the first time they have actually thought about this question. Let’s now imagine a salesperson who sells hydraulic control elements. A potential customer asks him/her why they should buy these elements specifically from him/her, upon which the salesperson admits it’s the first time he/she has thought about this question. We wouldn’t rate his/her sales opportunities particularly highly.
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Trost, A. (2014). The Employee Value Proposition. In: Talent Relationship Management. Management for Professionals. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-54557-3_5
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DOI: https://doi.org/10.1007/978-3-642-54557-3_5
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