Employee Experience
Insync helps you discover what your organisation genuinely offers its people, articulate it honestly, and then measure whether the promise is actually kept, from a candidate’s first impression through to their first year.
Attracting talent has never been more competitive, or more transparent. Candidates research employers before they apply. They read reviews, talk to people who work there and compare offers. The gap between what an organisation says it offers and what its people actually experience is more visible than it has ever been, and candidates notice it.
An employee value proposition that isn’t grounded in real experience is worse than none at all. Aspirational employer branding that doesn’t match day-to-day reality just accelerates disappointment, hurts retention and produces the kind of reviews that make the next round of hiring harder.
The organisations that win in tight talent markets build their EVP from the inside out: from what employees genuinely value about working there, expressed clearly to the right audience, and delivered consistently from the first interaction onward. The hard part isn’t writing the words. It’s making sure they’re true and staying honest about whether they stay true.
Our approach
Insync’s role is the evidence and the advice. We research what your people value, help you articulate a proposition that’s true to it, advise on how to bring it to life, and then measure whether it’s landing and being delivered. The creative production and the day-to-day embedding sit with your marketing team or brand agency; we make sure what they build rests on real evidence rather than aspiration, and we tell you honestly whether it’s working.
We gather evidence from your people through surveys, interviews and focus groups about what they value most, what makes you distinctive as an employer, and where the gap lies between what you offer and what they experience. This research is the foundation everything else rests on, and it’s the part most EVP work skips.
Working with your P&C and leadership team, we turn the evidence into a clear, compelling proposition that reflects what your organisation genuinely offers and how your employees talk about working there. We then advise on bringing it to life across recruitment and the employee experience, and can brief your marketing team or brand agency so that what they create remains faithful to the evidence.
We track whether your EVP is reaching the right candidates, whether new employees experience what they were promised, and whether the proposition needs to evolve as your organisation changes. Using onboarding, exit and other employee data, we help you identify where the promise and reality diverge, so you can focus improvement effort where it matters most.
1. What’s included
Every Insync EVP engagement is grounded in employee data and guided by advisers who understand what motivates people in your sector. The exact deliverables depend on where you’re starting from, but a typical engagement includes the following.
Surveys, interviews or focus groups with your current employees to understand what they value most, what they’d change, and what they tell friends and colleagues about working for you. This is the foundation on which an honest EVP is built.
A clearly articulated employee value proposition covering the dimensions your research flagged as most important: the work itself, the culture, the leadership, development, rewards and benefits, and the organisation’s purpose. Expressed in language that reflects how your people actually describe working there, ready for your marketing team or agency to build on.
Practical guidance on bringing the EVP to life across recruitment and the employee experience, from job advertisements and career pages to interviews, onboarding and manager communication. We advise and brief your team or agency to help ensure the promise candidates see before joining is reinforced by what employees actually experience.
A way to track whether the EVP is working, through candidate quality, offer-acceptance rates, early attrition and onboarding feedback. This is Insync’s core work, and it’s what turns an EVP from a one-off statement into something you can actually manage. An EVP you can’t measure is one you can’t improve.
2. Key outcomes
The value of a well-developed EVP compounds over time. These are the changes organisations see when their employer brand is honest, specific and consistently delivered.
A specific, honest EVP draws candidates who genuinely fit what you offer and quietly deters those who don’t. You get a stronger pipeline of people who are more likely to accept, settle in quickly, and stay. The drop in mismatched hires alone often covers the investment.
Early attrition is almost always a symptom of a gap between what candidates were promised and what they found. An EVP built on employee evidence closes that gap from the start, so new starters arrive with accurate expectations and spend their first months building capability rather than managing disappointment.
The most powerful employer brand is the one your own people describe to their networks. When the EVP reflects what employees actually experience, they become credible advocates in the talent market, which beats any advertising.
A clear EVP isn’t only a recruitment tool. It gives your leaders a shared language for what the organisation offers its people, informs your approach to recognition and performance, and provides an honest benchmark for whether you’re delivering on your commitments.
3. Why Insync
Most EVP work starts with a workshop and ends with a tagline. Insync starts with employee research and ends with a proposition that can be measured, embedded and held to account. The difference is that ours is built on what your people actually tell you, not what your leadership team believes the organisation offers.
Our EVP work starts with employee data. We survey, interview and run focus groups with your workforce to understand what they genuinely value before anyone articulates a proposition. An EVP that isn’t grounded in employee reality won’t survive contact with candidates who talk to your people before accepting an offer.
This is the difference between Insync and an employer-brand agency. An agency can make a proposition look compelling; we can tell you whether new starters actually experience it, through onboarding and exit data and early-attrition trends. An EVP that can’t be tested can’t be improved, and a promise nobody measures tends not to hold.
Because Insync also runs engagement, onboarding, exit and wellbeing measurement, your EVP can be informed by the full picture of what your workforce is experiencing. Organisations that build an EVP in isolation from their engagement data miss the single most important input.
What people value in aged care isn’t what they value in financial or professional services. Our sector experience means we understand the real motivators, trade-offs and constraints of your talent market, which makes for a sharper, more credible proposition than a generic framework produces.
Sector expertise
What employees value varies a lot by sector. Choose your sector to see how we approach EVP and attraction in your talent market.
CLIENT WORK
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