Why Should Anyone Work for Your Company?

Let’s set the scene: You’ve got a hotshot CEO, a fancy office with cold brew on tap, and enough press to make it seem like your company’s the next big thing. Then, a candidate — who’s probably been on TikTok and has read all about your cool perks — asks the question: “Why should I work here?”

The CEO flashes a smile, leans back in their chair, and says something along the lines of, “We’re making waves. We’re in the news. Everyone wants to work here. What more do you need?”

Guess what? That’s not a reason. That’s not even close to a reason.

If you’re a leader or HR exec who thinks your shiny reputation is enough to attract and keep top-tier talent, I’ve got news for you: You’re delusional. Smart candidates — the ones you actually want to hire — don’t care about your vanity metrics or your latest funding round. They want to know one thing: What’s in it for them?

The Harsh Truth About Employer Value Propositions (EVP)

An EVP is supposed to be your company’s value to employees — not some BS sales pitch about how cool you think you are. It’s what you’re offering in exchange for their time, skills, and (let’s be honest) life. It’s the concrete benefits, growth opportunities, and real experiences that will keep them from jumping ship when the next recruiter DMs them on LinkedIn with a better offer.

If you can’t sum up why your company is the best place for that specific candidate to work — in 30 seconds or less — then you’ve already lost the battle. And if your pitch is, “We’ve got a lot of hype,” you’re in for a world of hurt when your employees realize they’ve been sold snake oil.

What Should a Strong EVP Include?

Here’s what a smart company’s EVP should actually address:

1. Compensation and Benefits:
   Don’t start with vague “competitive pay” talk. Be real. What are you paying? Does it include bonuses, equity, or profit-sharing? Do your benefits actually cover more than just routine check-ups, or is your “healthcare” plan a joke?
2. Career Development:
   No one wants to be stuck in a dead-end role. Can you promise them growth, or are they going to rot in their position for five years because you’re too lazy to invest in your people? Give specifics: leadership tracks, mentorships, or skills training. Show that you actually care about their future.
3. Work-Life Balance:
   You say you support work-life balance, but do you force your people to answer Slack messages at 10 PM? Flex time, remote work, actual paid parental leave — what do you offer that doesn’t trap employees in a 24/7 grind?
4. Culture and Meaningful Work:
   Stop selling the BS ping pong tables and happy hours. Are you giving people work that matters? Are they going to make an impact, or is your company just another soulless cog in the capitalist machine?

The 30-Second EVP Challenge

Next time a candidate asks, “Why should I work here?” try delivering something with real meat. Here’s how to make sure your EVP doesn’t fall flat:

• Lead with purpose:
  “We’re not just another company looking to make a buck. We solve real problems in [your industry] and create lasting value for our clients.”
• Get specific about the experience:
  “Here, you won’t be micromanaged. We trust our people to innovate, and we’re willing to invest in the tools and resources to make that happen.”
• Don’t BS about culture:
  “If you want to be part of a team that doesn’t just talk about diversity or innovation but actually does it, then this is where you need to be.”

If your CEO or leadership team can’t confidently deliver a pitch like this, then they don’t deserve to hire the best talent.

Why Candidates Should Ask, “Why Should I Work Here?”

Here’s the thing: Good candidates aren’t fooled by your fancy press or your “we’re disrupting [insert industry here]” jargon. They’ve got options. And guess what? They’ve seen the headlines — about your toxic workplace, your employee turnover, your over-promising and under-delivering.

They’re not just going to sign on because you look good on paper. They’re going to demand more. So if you don’t have a strong, authentic EVP, expect to lose them to companies that do.

I Offer You This: Get Real or Get Out

If your leadership team can’t craft a compelling, no-BS answer to “Why should I work here?” then you’re in trouble. Don’t expect to hire top talent by coasting on hype. Deliver real value. Create an EVP that resonates, that cuts through the corporate noise, and most importantly, that you can actually deliver on.

Because if you can’t? Trust me, your employees will find someone who can.

#EmployeeValueProposition #RecruitmentStrategy #LeadershipFail #TalentAcquisition #EmployerBranding #WorkplaceCulture

‍