STEM professionals remain in high demand despite economic pressures and are ever-present in critical industries in the UK and worldwide – engineers, data scientists, cyber security specialists, and AI to name a few. Skills shortages are widening and attracting and retaining STEM talent is more competitive than ever.
So, what do you do to stand out against the inevitable competition?
Develop a compelling Employee Value Proposition (EVP) and clearly communicate to potential employees why they should join your business – and more importantly stay and grow their careers with you.
An EVP usually covers compensation, benefits, career, work environment and company purpose, but why does it matter when attracting STEM talent? For STEM professionals, when considering an employer interest may not just be about basic salary and job title, it can often be about the opportunity to work on cutting-edge projects, access to the latest tools, clear career growth in their chosen path, and alignment with corporate values such as innovation and sustainability.
So how do you build an EVP that resonates with the talent you are looking to attract?
Consider:
Challenging work – Highlight roles where STEM talent can grow their skills and career by participating in projects that allow problem solving and innovation coupled with an understanding of how their input impacts real world outcomes.
Access to innovative technology – working with the latest tools, and systems provides intellectual and operational challenge and an opportunity to innovate.
Career progression and learning – show a clear path of the learning and development opportunities available whether that’s access to certifications and upskilling or time with a mentor.
Business culture – provide an inclusive, collaborative culture where project success is supported by an environment where diverse perspectives are heard and valued. Consider too your approach to flexibility and work-life balance.
Practical steps for how this can be achieved.
Define your EVP – What are your key EVP pillars and what do you organisationally and culturally stand for? Innovation, Employee Development, Employee welfare, Sustainability. What does this mean for your business? How do employees engage with their work, their colleagues, industry, and the community? Share examples that resonate with the STEM talent you are looking to attract and retain.
Highlight your EVP – Remember your website careers page may be research for potential employees, but your EVP needs to be evident throughout the candidate’s recruitment journey, so they understand your business and your culture at every touch point. Ensure your EVP is reflected in your job descriptions (have a consistent approach), it’s discussed within interviews (consider hiring manager training) it’s highlighted in social media posts (awards, project updates and industry news) and felt at events (be they internal or external).
Tailor your EVP messaging for STEM candidates and be authentic – Consider your approach to your audience – tell them what they will be doing and how. Give real life examples they will want to connect with and be part of – consider employee testimonials and spotlights and the real-world impact of projects they could find themselves involved in.
Review your proposition and update it when needed – Regularly review and update your EVP as your organisation and workforce evolves – provide examples that back up your statements via employee testimonials and case studies and be sure to measure your success be that candidate engagement, employee retention rates or employee advocacy.
Also explore our top tips on how to attract top STEM talent.
Conclusion
Remember STEM professionals remain in high demand despite economic pressures, so an outstanding EVP can make the difference in being considered as an employer of choice. Align your EVP with what STEM professionals really want – challenging and meaningful work, career and skills growth opportunities, work-life balance, and innovation.
Hiring STEM talent or need support in developing your EVP? Speak to the team here at ARM about what we can do to help.
If you’re considering talent development within your business our sister company Optamor can support you with your learning and development needs – reach out to them at hello@optamor.com or www.optamor.com
