All companies today are facing a similar challenge: how to attract, hire, and retain the right-fit talent—especially for highly skilled or hard-to-fill roles.
By combining structured talent assessments with a well-defined employer value proposition (EVP), organizations can create a more effective, unbiased, and engaging hiring process. This approach enhances the candidate experience, improves hiring decisions, and strengthens the talent pipeline.
Watch our on-demand fireside chat with Symphony Talent’s Kara Polk, program director, assessments, and Lizzie Barrett, vice president, group brand strategy for insights on how EVP and assessments work together.
Watch the full, on-demand session:
Key Takeaways:
What is an employer value proposition (EVP)?
An employer value proposition (EVP) defines what makes an organization a great place to work. It extends beyond compensation to include factors like:
- Workplace culture – DEI initiatives, leadership, and collaboration
- Career growth – Learning & development, mentorship programs
- Work-life balance – Flexible work arrangements, PTO
- Company mission & values – The larger purpose of employees’ work
An EVP aligns company expectations with employee experiences, ensuring consistency across recruitment, hiring, and retention efforts.
How EVP strengthens your talent pipeline
Many organizations think of their talent pipeline as starting when candidates apply for a job. But in reality, it starts much earlier.
A strong EVP helps:
- Build employer brand awareness before candidates apply
- Attract the right talent who align with company values
- Ensure consistency across all touchpoints (career sites, job descriptions, interviews)
EVP messaging should be embedded throughout the entire hiring journey, ensuring candidates can self-assess whether they align with the company before they even apply.
How talent assessments create a fair hiring process
Talent assessments help hiring teams objectively evaluate candidates based on skills, potential, and culture fit. These assessments go beyond resumes and interviews to ensure unbiased decision-making and better hiring outcomes.
Key benefits of talent assessments in hiring:
- Reduce bias in hiring decisions – Ensures fair evaluation beyond resumes.
- Improve candidate experience – Gives applicants clear expectations.
- Enhance job fit – Matches candidates to roles based on skills, not just experience.
- Lower turnover rates – Helps identify high-retention candidates.
How EVP and assessments address new candidate expectations
Today’s job seekers expect more from potential employers. They want:
- A clear sense of company culture and values before applying
- A hiring process that is fair, transparent, and unbiased
- A workplace that aligns with their career goals and personal values
A strong EVP, paired with talent assessments, ensures that:
- Candidates understand what the company stands for before applying
- Organizations evaluate candidates fairly based on measurable criteria
- Hiring teams make data-driven decisions to find the best-fit employees
Frequently asked questions about EVP and talent assessments
How do talent assessments improve the hiring process?
Talent assessments provide data-driven insights into candidates' skills, strengths, and cultural fit. They help remove unconscious bias, ensure fair decision-making, and improve overall hiring accuracy.
What types of talent assessments are commonly used?
Common assessments include:
- Cognitive ability tests: Measures problem-solving and critical thinking
- Personality assessments: Evaluates work style and cultural fit
- Skills-based tests: Assesses role-specific abilities
- Situational judgment tests (SJTs): Predicts on-the-job decision-making
How does EVP impact the candidate experience?
A strong EVP ensures that candidates:
- Understand company values, benefits, and expectations
- Feel more engaged throughout the hiring process
- Can determine if they’re a cultural fit before applying
Can EVP and assessments help reduce turnover?
Yes! When companies clearly communicate what they offer (EVP) and assess candidates objectively, employees are more likely to stay. This results in lower turnover and higher job satisfaction.
How can organizations integrate EVP into talent assessments?
Organizations should:
- Embed EVP messaging in job postings, interviews, and assessment instructions.
- Ensure assessment questions reflect company values and expectations.
- Provide candidates with EVP-aligned feedback after assessments.
Explore more about the talent assessment and EVP connection by watching the on-demand fireside chat above.
Or, if you’re ready to dig in even deeper, reach out to one of our experts to see how talent assessments can strengthen your recruitment process and talent pipeline, or for help refining and strengthening your EVP and employer brand.
