Strengthen Your Food Sector EVP Amid Rising Costs: 8 Expert Tips

Let’s be honest – the food industry has an image issue that’s impacting hiring.

The food industry is suffering under its perception as ‘unsustainable, unhealthy, and unfair’ – labels that can deter top talent and undermine even the strongest employer brands.

Compounding this issue are rising raw-material costs and squeezed budgets, forcing businesses to make tough choices that often lead to reduced investment in employee value propositions (EVPs) and effective EVP promotion.

Thankfully, in a market where professionals increasingly prioritise purpose and values, it’s still possible to build a resilient employee value proposition that attracts and retains exceptional talent.

Ready to attract the top 10% of food talent?

The Food Industry’s Unhealthy Image: Context and Key Stats

A quick snapshot from The Food Foundation’s State of the Nation’s Food Industry report underlines why some organisations might be wary of their public image:

• A significant portion of food advertising still promotes products high in fat, salt, and sugar.
• Many companies have yet to set clear, measurable targets around healthy product sales or wider sustainability goals.
• The food industry as a whole remains far from meeting its emissions reduction targets.

Of course, these challenges aren’t limited to ‘unhealthy’ perceptions alone. With food inflation continuing to put pressure on supply chains, many organisations are left with less to invest in essential recruitment and retention programmes.

As Will Cattell, our Head of Food, points out: ‘Five years ago, cocoa was $2,000 a tonne; by December 2024, it was $13,000 a tonne’. [EG1] 

These sorts of huge price jumps can ‘make roles in food less attractive, because companies have less money to spend on people’.

Rebranding Food: Changing the Narrative

It’s important to note that these reputational and budgetary hurdles aren’t insurmountable.

So, let’s explore how forward-thinking organisations can challenge negative perceptions, strengthen their EVPS, and attract top talent – even when budgets are squeezed.

5 Tips for Building a Resilient EVP Under Cost Pressure + Downloadable Resource

The strongest EVPs improve the day-to-day employee experience and incentivise long-term role satisfaction – without necessarily requiring big financial investments.

Based on the five pillars of a strong EVP, here are five tips to help you maintain a high-impact EVP at a lower cost – plus a bonus resource for those that want to dive deeper! 

1.      Compensation and Benefits

In an ideal world, every employer could offer top-tier salaries and perks. But, even if you’re operating with tight margins, you can still tailor your compensation and benefits package to resonate with talent.

• Be Transparent About Pay Scales: Where possible, share salary ranges and explain how pay decisions are made. Salary transparency signals fairness and can build trust, even if you’re unable to offer the highest rates in the market.
• Offer Meaningful, Low-Cost Perks: Think beyond big-ticket items. Whether it’s milestone celebrations, product discounts, or time back for wellbeing, the key is to provide benefits that employees genuinely value.
• Leverage Non-Monetary Recognition: Simple gestures – including peer-nominated awards, extra leave days, or ‘employee of the month’ spotlights – can have a sustained impact on morale without overstretching budgets.

2.      Work-Life Balance

For the first time ever, work-life balance is more important to candidates than salary. This can be tricky if your in-office working requirement is three days or more.

Here’s how to promote your organisation’s work-life balance initiatives – whether you offer hybrid working or not:

• Communicate Your Policies: Whatever your working policies, communicate them to candidates. Remote or hybrid working will always be seen as a bonus. But, if that’s not something your organisation offers, be sure to communicate your ‘why’ for mandating more days in office.
• Find Other Ways to Be Flexible: For organisations that don’t offer hybrid or flexible working, consider other initiatives. These might include variable start times, once-a-week early finishes, or regular extra-long lunchtimes.
• Encourage Mental Wellbeing: Candidates want work-life balance, in part, to support wellbeing. So, if flexibility is not an option, be sure to highlight any resources you have in place – including employee assistance programmes (EAPs) or mental health days – to show candidates their wellbeing matters.

3.      Progression Pathways

Be transparent about the progression and development opportunities you offer. In other words, show candidates the long-term benefits of joining your organisation.

• Map Out Roles Clearly: Provide detailed job descriptions, candidate packs, and internal documents with clear routes for promotion, so candidates and current employees know exactly how they can grow.
• Invest in Learning & Development: Even low-cost options – like peer-led workshops, free webinars, or internal knowledge shares – demonstrate commitment to your employees’ personal and professional development.
• Showcase Success Stories: Shine a spotlight on employees who’ve climbed the ladder and highlight real-life examples of career growth within your organisation.

4.      Company Culture

Show top talent that your company is the right workplace for them by highlighting cultural initiatives that will resonate.

This could include community engagement projects, annual celebrations, or meaningful day-to-day perks. (Hint: free hot drinks and fruit probably won’t cut it!)

• Celebrate Milestones and Accomplishments: From achieving sales targets to gaining a new professional certification, recognise wins publicly to foster a positive atmosphere.
• Create Shared Experiences: Host team-building events, volunteer days, or charity fundraisers that align with your company’s values. These experiences bond existing teams and emphasise your ethos to potential future hires.
• Encourage Authentic Social Sharing: Encourage employees to share their experiences on social media. Consistent social posts – including behind-the-scenes looks at daily life, company event highlights, and team shoutouts – will give candidates a more genuine insight into your culture.

5.      Respect

Genuine respect in the workplace improves role satisfaction and employee loyalty.

Here are three ways to create and sustain a respectful environment that will keep teams engaged and motivated, even when budgets are tight:

• Value Employee Input: Invite feedback on decisions that affect work processes. Listening and acting on employee recommendations shows you respect their insights.
• Celebrate Individuality: Not all employees have the same background or personal commitments. Adopt inclusive policies that accommodate diverse needs, whether that’s flexible scheduling for parents or additional support for neurodiverse talent.
• Practise Fairness and Transparency: Be clear about company goals, performance metrics, and future plans. Even if you can’t increase salaries or expand benefits right away, openness in decision-making fosters mutual respect and trust.

Your Free EVP Builder Checklist [Downloadable]

Use this checklist to put ideas into action and ensure your EVP stands out – even when budgets are tight.

Just click the graphic below to start building (or refining) a more resilient EVP!

3 Tips for Aligning Brand and EVP + Downloadable Resource

Once you’ve strengthened your EVP internally, the next step is to align it with your employer brand.

In the food industry – where public perception can be shaped by factors outside your direct control – creating harmony between what candidates see and what employees experience is key.

1.      Bring Your Mission and Values to Life

Whether your brand is built around innovation, sustainability, community, or the wellbeing and development of its talent, make sure employees see that ethos reflected in everyday operations.

This could include making time for regular volunteer days or setting up partnerships with local charities. Or, it could simply be about providing the resources, support, and development opportunities to help your employees thrive.

Remember that your mission can be about making an impact internally. Just be sure to match any promises you make and demonstrate your values wherever possible.

2.      Keep Messaging Consistent

Candidates often research potential employers through multiple channels – think job ads, Glassdoor, LinkedIn, and other social media. So, ensure your EVP messaging is consistent across all touchpoints.

To do this effectively, highlight themes (e.g., development opportunities, flexible working, community impact) wherever you appear.

This coherence reinforces authenticity and reduces the risk of a mismatch between external perceptions and real-life workplace experiences.

3.      Empower Brand Champions

Internal brand ambassadors will help to keep your EVP consistent across the organisation. We’d recommend working with line managers for this – they have the most direct impact on employees’ day-to-day satisfaction.

When your brand champions understand the broader brand mission and EVP, they can translate it into tangible action – from performance reviews that nurture growth to team-building activities that reflect the organisation’s culture.

Providing your champions with training or briefing sessions on brand messaging ensures they’re equipped to advocate for your EVP.

Your Free Brand Alignment Checklist [Downloadable]

This free resource provides a step-by-step guide to aligning your brand promise with the daily reality of your employees:

Next Steps for Talent Managers

Whether you’re battling negative perceptions, navigating tight budgets, or simply looking to refine your talent strategy, here are some practical steps to keep in mind:

1. Audit Your Current EVP: Gather honest feedback from current employees, assess how well your external messaging matches internal realities, and identify any gaps that need urgent attention.
2. Prioritise the Biggest Wins: Look at your EVP pillars – compensation and benefits, work-life balance, progression pathways, company culture, and respect –  and decide where small changes could have the biggest impact.
3. Use Your Brand Champions: Empower managers and engaged team members to champion your EVP internally.
4. Download Our Free Resources: Make use of the EVP Builder and Brand Alignment Checklists, and access our free Battle for Talent eBook below, for cost-effective advice that doesn’t require compromising on core values.
5. Reach Out for Expert Support: At Advocate Group, EVP promotion is a key part of our recruitment process. For additional insights on positioning your organisation as an employer of choice in the food sector, we’re here to help.

Keen for more tailored insights, or need help promoting your EVP to top food talent? Get in touch with our specialists today!

By taking these steps, you’ll be well on your way to nurturing a resilient EVP that attracts and retains top food talent – despite market challenges.