Delivering on Your EVP: Insights from Eli, Eploy and The Talent Labs

22/10/2025

How do you make sure your Employer Value Proposition (EVP) really delivers – not just when attracting talent, but throughout the entire employee journey?

That’s the question CA3 explored in a recent webinar hosted in partnership with Eploy and The Talent Labs. The session brought together experts from HR, education and onboarding to discuss how organisations can close the gap between what they promise and what employees and candidates actually experience.

The panel featured Emma Mirrington, Managing Director at The Talent Labs; Sonia Morgan, People Director at Flogas Britain; Simon Arnold, Recruitment Manager at The Thinking Schools Academy Trust; and Noel Thomas, Director of Experience at CA3 & Eli Onboarding.

Together, they shared data, insights and practical ideas for bringing the EVP to life – from first interaction to first day and beyond.

EVP in Focus

The discussion opened with data from Eploy’s 2025 UK Candidate Attraction Report, which showed that 60% of in-house recruitment teams now see candidate experience as their number one priority.

That finding set the scene for a conversation about what EVP really means in practice. The panel agreed that an EVP is only powerful when it’s felt, not just communicated. It’s not a statement or campaign – it’s a lived experience that shows up at every touchpoint of the employee lifecycle.

While many organisations have defined their EVP, far fewer have embedded it consistently across attraction, onboarding and other employee lifecycle touchpoints. The first poll during the session confirmed that reality, with less than half of attendees saying their EVP was applied at every stage.

Sonia Morgan highlighted that this inconsistency is often where organisations struggle most. At Flogas, she’s seen how the “moments that matter”, the points where people need connection, clarity or reassurance – can make or break whether the EVP feels genuine.

The Moments That Matter

When the audience was asked to identify which moments mattered most for candidates, three stood out: onboarding, manager interactions, and communication before day one.

For Noel Thomas from CA3 & Eli, this confirmed what he sees with clients every day – that onboarding is where the EVP should truly shine. Those first few weeks shape how new joiners interpret the organisation’s culture and values, and whether what was promised during recruitment matches reality.

He explained that leading employers are now intentionally weaving their EVP into the onboarding process – not as corporate messaging, but through tone, communication style, and the practical experience new hires receive. When onboarding reflects the same values presented during attraction, it builds trust and engagement from the very start.

Simon Arnold from The Thinking Schools Academy Trust reinforced that point from an education-sector perspective. At his organisation, the EVP centres around development and empowerment, which means that the experience offered to new joiners has to demonstrate those values in action. For him, consistency is key – if the story changes between recruitment and onboarding, confidence can quickly erode.

The discussion also underlined that EVP delivery isn’t the responsibility of one team. Managers, HR, and leadership all have a role to play in ensuring that new employees experience a coherent and authentic introduction to the organisation.

Bridging the Gap: From Promise to Proof

The panel explored how organisations can move from simply articulating an EVP to truly delivering it. A recurring theme was alignment.

Emma Mirrington emphasised the need for joined-up thinking between HR, talent acquisition and internal communications. When these functions work together, the EVP becomes more authentic and sustainable.

Sonia Morgan shared how Flogas has been aligning its EVP with the lived experience of employees by involving managers earlier in the process and seeking feedback from new joiners to identify where gaps still exist. The goal is to make sure the values that Flogas communicates externally are mirrored in the way people are welcomed, supported and developed internally.

From an onboarding perspective, Noel Thomas discussed the role of technology in creating consistent, scalable and human experiences. Automation, he noted, can actually enhance the personal touch by ensuring that everyone receives a timely, on-brand and meaningful welcome, freeing up people teams to focus on the interactions that matter most.

For Simon Arnold, storytelling and authenticity play a major part in EVP success. When employees hear and share genuine experiences, it helps new joiners see the organisation’s values in action, reinforcing trust and belonging.

Across all perspectives, there was consensus that closing the EVP gap requires sustained collaboration, consistency and measurement – turning good intentions into proof points employees can feel every day.

Key Takeaways

To close the discussion, the panel shared some practical steps that any organisation can take to strengthen the connection between promise and reality:

Start early. EVP delivery begins the moment a candidate learns about you as an employer.
Stay consistent. Ensure tone, messaging and experience align from attraction through to onboarding.
Empower managers. They are the bridge between EVP and lived experience.
Measure meaningfully. Use feedback and engagement data to understand whether your EVP is resonating.
Work together. Cross-functional collaboration is key – HR, talent and communications must be aligned.

As the panellists concluded, an EVP is never finished. It evolves alongside your people and your culture, and staying close to feedback ensures it remains both authentic and relevant.

Mind the Gap – and Close It

The phrase “Mind the Gap” ran through the discussion as a fitting reminder that awareness is only the first step. The real opportunity lies in closing that gap – aligning the stories we tell with the experiences we create.

If you missed the live session, watch the full webinar replay on demand for more insights and examples from the discussion.