Creating and strengthening EVP: From hiring to retention
Learn how to create a company value proposition ➡️
Learn how to create a company value proposition ➡️
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 5 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 5 classes in total
🗂 Homework check
📄 Diploma after the course
Everyone has an EVP. But only a few actually work. Most companies have been telling the market the same thing for years:
"friendly team," "development," "competitive salary."
As a result:
– candidates don't understand why they should choose you
– offers are compared only in terms of money
– strong specialists go to those who more clearly articulate value
– EVP exists in presentations but does not influence hiring and retention
This course is about something else.
You will learn how to create and strengthen an employer's EVP so that it:
– truly differentiates the company in the market
– attracts the right candidates, not "just anyone"
– is supported by management decisions, not slogans
– works in job postings, interviews, and HR communications
– is measured and strengthened, not forgotten after launch
"friendly team," "development," "competitive salary."
As a result:
– candidates don't understand why they should choose you
– offers are compared only in terms of money
– strong specialists go to those who more clearly articulate value
– EVP exists in presentations but does not influence hiring and retention
This course is about something else.
You will learn how to create and strengthen an employer's EVP so that it:
– truly differentiates the company in the market
– attracts the right candidates, not "just anyone"
– is supported by management decisions, not slogans
– works in job postings, interviews, and HR communications
– is measured and strengthened, not forgotten after launch
Join the course participants' Telegram chat ⇢⇢⇢
Why you should take a course on EVP
-
Who is this course for?- HR specialists responsible for recruitment, employer branding, and retention
- HR Business Partners and HR Leads who need to influence business results
- HRDs and HR function managers who are reworking EVPs for growth or crisis
- Recruiter Leads and Talent Acquisition specialists who are tired of selling the same jobs
- Companies where the EVP "exists somewhere" but does not work for hiring and offers
-
What you will learn to do- Understand what EVP the market actually perceives, rather than what is written on the website
- Diagnose the weaknesses of the current EVP without expensive agencies
- Design an EVP that fits your business strategy and target audiences
- Formulate employer value without using general phrases and clichés
- Integrate EVP into job postings, interviews, and HR communications
- Measure the impact of EVP on hiring, offers, and retention
-
What you will receive- A clear structure for a strong EVP
- Tools for diagnosing your current EVP
- Practical examples of successful and unsuccessful EVPs
- A ready-made draft or updated version of your company's EVP
- An understanding of how to maintain and strengthen your EVP over time
- A unified approach to EVP for HR, recruiters, and hiring managers
-
Difference from other courses- Not about employer branding and "nice wording"
- No marketing templates or copying other people's case studies
- Focus on business objectives, not HR activities for the sake of reporting
- Shows why EVP doesn't work and how to fix it
- Based on practice, not theory and buzzwords
- Based on the principle: look → analyze → apply
Course Program EVP Development
📘 Online recording course by Mike Pritula
⏰ Classes are posted once a week with homework, 5 classes in total
🗂 Homework check
📄 Diploma after the course
⏰ Classes are posted once a week with homework, 5 classes in total
🗂 Homework check
📄 Diploma after the course
- 🟢 Recorded class🔹 Webinar 1. EVP: what it really is and why businesses need it
- What EVP is and what it is not
- Why 90% of EVPs do not work and do not influence hiring
- EVP as a management and business tool, not HR decoration
- The connection between EVP and turnover, hiring speed, and candidate quality
- Common mistakes: "we have a friendly team," "comfortable office," "competitive salary"
- Examples of strong and weak EVPs (analysis of real cases)
- 🟢 Recorded class🔹 Webinar 2. Diagnosing your current EVP: where you are now
- Audit of current EVP: website, job openings, social media, communications
- What candidates really see, even if you didn't plan for it
- Internal vs. external EVP: where the gap lies
- How to tell when EVP is "lying" to the market
- Diagnostic tools without big budgets
- Employee interviews: which questions really work
- 🟢 Recorded class🔹 Webinar 3. Designing a strong EVP
- The structure of a strong EVP: essential components
- Value propositions for different target audiences
- EVPs for IT, non-IT, managers, blue-collar workers—what's the difference?
- How to link EVPs to strategy and business stage
- The role of culture, leadership, and management decisions
- How to avoid falling into marketing bullshit
- 🟢 Recorded class🔹 Webinar 4. EVP Packaging and Communication
- How to communicate EVP in job postings
- EVP on career websites and social media
- The role of recruiters and hiring managers in communicating EVP
- EVP in candidate interviews: what to say and how to say it
- How to avoid discrepancies between promises and reality
- Examples of successful and unsuccessful EVP communication
- 🟢 Recorded class🔹 Webinar 5. Measuring effectiveness and strengthening EVP
- How to understand that EVP works
- Metrics: what can and should be measured
- The relationship between EVP and time-to-hire, offer acceptance, and turnover
- Feedback from candidates and employees
- When and how to update EVP
- EVP in times of crisis, growth, and transformation
Cost of participation in the EVP course
We have created affordable packages, choose yours and start your development with Mike Pritula.
Standard - One course
$500
per 1 participant
All 150+ courses of the academy
$1000
per year per 1 participant
Team subscription to 150+ academy courses ⇢ details
$2500
per year for 3-10 participants
Course registration
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Join chat How a course is taught
1
Webinar recording
You watch the recorded sessions at your own pace and study the material. We open 1 lesson per week
2
Homework with verification by the course author
Each webinar has a practical task that you must do to get a diploma
3
Case studies of participants
We communicate in Telegram chat and discuss participants' cases
4
Getting a diploma
Students who successfully complete the course assignments will receive a diploma at the end of the course
Diploma of HR Professional after completing the course
So coveted and valuable
So coveted and valuable
- Integrates into Linkedin and HH profiles
- Each diploma has a unique code
- QR code on the diploma leads to the online version
- Impossible to forge
- Issued on a certified Accredible platform (the same place where Rosetta Stone, Google, Udacity, Kaplan University and others issue certificates), look at an example
The course is taught by Mike Pritula, creator of the Preply HR system. 🦄
- Founder of Mike Pritula Academy and PapaHR AI software
- Built Preply's HR system on its way to a $1.2 billion valuation
- Winner of two YouTube Silver Play Buttons for the largest HR channels on the platform
- 20 years in HR at Wargaming, Preply, iDeals, Starlightmedia, Alfa-Bank, and PeopleForce
- Implemented over 50 HR projects
- Formed 4 HR teams in different businesses
- Top 10 best HR professionals in Eastern Europe
- Engaged in online training since 2010
- HRCI representative in the CIS, preparing for SHRM certification
- Holder of PHRi, SHRM-CP, and HCI sHRBP certifications
- Launched HRCI certification preparation courses in 10+ countries
- Trained over 150,000 HR professionals and managers
- Author of the HR competency model
- Author of the most comprehensive HR audit checklist
- HR Person of the Year in several European countries
- Over 100 published articles and presentations
- Over 5 million article views
- Author of the books "Resume for a Million" and "AI in HR"
👨🎓150'000 students
That's exactly how many participants have taken our courses since 2012
🌍 185 countries
USA, India, Spain, France, Ukraine, Kazakhstan and others
📚 155+ courses
For HR, recruiters, executives and business people
🗣️ 30 languages
We train in different languages and make HR more accessible
What you will gain from the EVP Enhancement course
-
Intensive course workOn the course you are not a passive listener, but actively participate in online chat during the class, in Telegram chat between classes, as well as practicing all the knowledge gained and get feedback from the author of the course -
ToolsYou will get a large variety of proven tools that the author has tested in a wide variety of companies, many of which were developed personally, as well as examples from top companies -
Ready-made solutionsYou will not need to develop all the solutions yourself. You will immediately receive ready-made solutions based on the "Take and Do" principle. Your task will only be to adapt all the tools you receive to your company -
ExamplesWe'll have plenty of examples and case studies from companies in a wide variety of industries on how they solved business challenges with HR tools. You will surely find many ideas for yourself -
HomeworkIn your homework assignments, you will customize all the tools and solutions for your business, and the course author will personally check how you did. -
Private chatAll students are added to a closed Telegram chat where they can ask questions and get help, share experiences, find like-minded people and friends.
CONVENIENT STUDENT ACCOUNT
Training on the course: recorded classes, practice and support
All resources: webinar recordings, presentations, supplementary materials, are stored in your personal account.
For communication and support, all participants communicate in a dedicated Telegram chat room.
For communication and support, all participants communicate in a dedicated Telegram chat room.
❓ Frequently asked questions (Q&A)
EVP is a set of real reasons why employees choose a company and stay with it. It is not a slogan or a job description, but the actual value proposition of an employer to the labor market.
Without an EVP, a company competes solely on salary. With an EVP, it competes on hiring speed, candidate quality, offer acceptance, and retention. In a talent shortage, hiring without an EVP becomes more expensive and slower.
Employer branding is communication and image. EVP is content and essence. A brand can be beautiful, but if the EVP is weak or does not match reality, candidates will quickly see through it.
Typical signs:
– candidates do not understand what makes the company different
– offers are often rejected
– high turnover in the first 6–12 months
– recruiters sell vacancies "on the fly" and each in their own way
– candidates do not understand what makes the company different
– offers are often rejected
– high turnover in the first 6–12 months
– recruiters sell vacancies "on the fly" and each in their own way
Yes. Most companies can develop a strong EVP internally if they understand the structure, questions for the business and employees, and typical mistakes. That's what this course is all about.
A unified EVP core is essential, but the wording and emphasis for different target audiences (IT, managers, operational roles) must differ. A universal EVP for everyone almost never works.
The EVP should reflect the actual stage of the company: growth, scaling, crisis, transformation. Otherwise, there will be a gap between promises and management decisions.
EVP should be integrated into job postings, interview scripts, responses to candidate questions, and training for hiring managers. Otherwise, it remains a presentation for HR.
Most frequently viewed:
– time-to-hire
– offer acceptance rate
– hiring quality
– turnover during probation period
– feedback from candidates and employees
– time-to-hire
– offer acceptance rate
– hiring quality
– turnover during probation period
– feedback from candidates and employees
Yes. The course is useful both for creating an EVP from scratch and for auditing, strengthening, and rebuilding an existing EVP that has ceased to work or has become outdated.
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