culture is your competitive edge: but is it clear in your hiring process?
When I reach out to my network of candidates about a particular role, one of the first questions they ask me is who the job is with. And when they ask, they don’t mean the brand.
They mean the values of the employer. What they stand for, how they treat people. The culture of the workplace.
Because candidates want to understand your Employer Value Proposition (EVP).
understanding how work feels.
It’s no secret that the way people think about work has shifted. Today’s candidates, especially at skilled and senior levels, ask questions that go far beyond job descriptions and salaries. They want to understand whether your business clearly reflects your values and ultimately how it will feel to work with you. They want to know how you behave and how you treat others.
And it’s not only certain generations who have this attitude. It applies to almost everyone.
Far from being seen as an inconvenience, this attitude should be welcomed by employers, because when you hire someone who has closely considered your EVP and finds it attractive, they’re far more likely to engage, succeed and stay with you.
So, workplace culture and EVP (Employee Value Proposition) aren’t just HR jargon. They should be central to your thinking on how you attract and keep the best people.
what is culture?
Culture isn’t ‘created’. Instead, it ‘lives’ in your business. It’s how people feel when they work with you. It’s how colleagues interact, how leaders behave. It’s the values that are evident in the everyday moments and actions of your people and teams at every level. It’s what you say, but more importantly, it’s what you do.
And when hospitality professionals are looking at making a career move, they are very aware of culture, it’s in their very nature to be. They can spot a culture mismatch quickly, so if your values don’t line up with theirs, they’ll walk away, even if the pay and benefits are attractive,
EVP: your promise to people.
Your EVP is the deal you’re offering: the mix of rewards, experiences, and values that make working with you worthwhile. And it’s not just about salary anymore.
The Universum Talent Outlook 2025 showed that flexibility and work-life balance are no longer perks but expectations. Graduates and professionals increasingly reject roles that lack authenticity or a clear EVP. The last Caterer.com salary survey echoed this: while pay matters, benefits, wellbeing initiatives, and growth opportunities are now decisive in whether candidates accept or stay in roles.
Think of EVP as your brand promise to employees. If you can’t clearly articulate it, you risk losing out to competitors who can, so it pays off to spend time understanding and crafting it.
human‑centric hiring: an expression of your EVP.
The very first touch point candidates have with you is through your hiring process, and that first impression counts. Your culture and EVP must be immediately evident through the way you hire.
Human‑centric hiring means treating candidates as people, not CVs. It’s about empathy, transparency, and respect throughout the process.
When your hiring reflects your culture and EVP, candidates experience your values. Universum states that a strong EVP must be authentically lived across attraction, recruitment, onboarding, and retention. That means:
Job descriptions that speak to values, not just tasks.
Interview processes that feel inclusive and respectful.
Clear communication about growth opportunities and wellbeing support.
This is how you turn your recruitment into a lived demonstration of your EVP.
A commitment to a clearly expressed and authentic EVP coupled with a human-centric hiring process will make a world of difference to your ability to attract, engage and retain the people you need.
And if you work with a recruiter, make sure they take the time to closely understand your EVP, and use their expertise to match you only to candidates who seek the culture you offer.
To chat about how mum showcase your EVP in the hiring process, do get in touch.