A School Business Manager’s Guide to Building an Effective EVP

Do you know your employee value proposition (EVP)? For schools looking to recruit, building your EVP is key to unlocking more successful recruitment efforts

For school business managers, understanding and effectively communicating your Employee Value Proposition (EVP) is critical to attracting top-tier candidates. But what exactly is an EVP, and why is it so important in the context of recruitment?

Your EVP is the unique combination of benefits, experiences and culture that your school promises to its employees. It outlines what potential staff can expect in terms of career development, compensation, benefits, work-life balance, school culture and recognition.

An effective EVP not only highlights what your school offers but also helps differentiate your institution from others. In recruitment, candidates are not just looking for a salary; they want to know what working at your school will be like. They seek a work environment that values their skills, promotes professional growth and offers a fulfilling and supportive experience.

Showcase Your School’s Identity

Is your school focused on the arts, sports, or perhaps sustainability and environmental consciousness? What makes your institution unique? A strong EVP begins with defining your school’s identity and highlighting what it stands for. In job adverts and recruitment materials, clearly communicate your school’s culture, values and mission. This could include showcasing your school’s emphasis on areas such as academic excellence, inclusivity, community engagement, or student development.

Define Company Culture

Your school’s culture plays a vital role in shaping the experience of staff members. A strong EVP is built on an environment where staff feel valued, supported and recognised for their contributions. One effective way to communicate this is by gathering testimonials from existing employees. Encourage teachers and support staff to share why they enjoy working at your school, what they appreciate most about the work environment, and what makes the school a special place to be.

These testimonials can be integrated into recruitment materials or posted on your school’s website to give prospective candidates a genuine glimpse into the culture they can expect. When candidates see that current employees are enthusiastic and engaged, it reinforces the message that your school offers a positive, supportive working environment.

Highlight Movement and Momentum

Quality employees want to know that they won’t remain stagnant in their careers. High-performing candidates are drawn to schools that offer clear pathways for progression, whether it’s through mentoring programs, leadership development, or opportunities to take on new responsibilities within the school.

Detailing potential career paths – whether within the same school or across a network of schools – shows that your school is invested in the growth of its employees. This is particularly important in recruitment, as candidates often want to know that there is room for advancement, and that their career trajectory is supported through leadership, performance management, and development programs.

Promote Work-Life Balance and Wellbeing

Maintaining a healthy work-life balance is essential for employee well-being and retention. Candidates today place a significant emphasis on the ability to balance professional responsibilities with personal commitments. Whether it’s flexible working hours, opportunities for remote work, or policies that promote mental health and well-being, make sure your EVP emphasises how your school supports the overall work-life balance of its staff.

Clearly communicating how your school supports wellbeing – such as through mental health initiatives, a supportive work culture, or family-friendly policies – can help attract candidates who value a healthy work environment.

For school business managers, building an EVP that attracts the best staff is about more than just the job description. It’s about creating a narrative that resonates with prospective candidates and aligns with their values, needs and aspirations. By offering clear insights into your school’s culture, career development opportunities, work-life balance and the support systems in place, you can create a compelling proposition that not only attracts the best candidates but also helps retain them long-term.