Traditional employment branding focuses on organisational-level messaging that often gets ignored by critical talent

When DSM realised their employment value proposition (EVP) was being ignored, increasing time-to-fill metrics, recruiting innovators worked with the procurement business to create a segment-specific EVP to attract talent. 

They did this by: 

  • Mobilising 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.