Recruitment is an art, not a science. Hiring Managers over-sell the job. Job seekers over-sell themselves. Hiring Managers lack clarity on what they need. Job seekers rarely meet all the criteria of a job description. There are always compromises to be made to find a “fit” on both sides when seeking talent. Add into the mix Recruiters without adequate knowledge of the industry, and it is unsurprising that 1 in 2 hires end in failure according to industry statistics.
Against this backdrop of recruitment failure, how does DMC Recruitment offer a 12 Month guarantee period?
The answer is through our established and proven 6-Stage methodology that delves-deeper, challenges-harder, and ultimately ensures that all angles of potential and doubt (on both client and candidate sides) have been addressed when evaluating the position and overall candidate “fit” at each and every stage. By scouring the international recruitment and technology industries, we have developed a robust offering (our Partnered Executive Search process) which goes much further to attract, assess and onboard the most well-suited candidates for the role and our clients. So much so, that we have the experience and confidence to offer the longest Candidate Success Guarantee period in the market which our clients can rely on in the unlikely event that things don’t go according to plan.
With the longest Guarantee Period currently being offered in our industry, our Partnered Search Offering includes the following stages:
Sourcing
- Market Mapping using both 3rd party data sources and established Industry networks
- I. driven search tools increasing our reach and ability to confidently say we are covering the whole market
- A technology-driven referral program encouraging our network to directly refer candidates to roles. Good people know good people and this is often a very effective tool to uncover hidden talent.
- Curated story telling for both job advertisements and for briefing candidates. Potential candidates are not attracted simply to the job description, but want a much more detailed articulation of why the role exists, potential for the role and business, why the role might appeal, and what wider career opportunities it may provide over time. Is there a great boss? Is there an attractive culture? These questions are rarely captured in a job description.
- Full market mapping and direct approach of targeted candidates. We don’t rely on candidates coming to us. We map the market and directly approach the top performers within it.
- Development of a branded video job brief that provides transparency and consistency of message regarding the job opportunity from the beginning.
Our robust sourcing solutions create a bigger pool of candidates which means a wider choice and greater chance of hiring the right long-term fit.
Selection
- Defined candidate specification which targets; skills, experience, education, and track record as well as delves deeply into motivations, cultural fit, and longer-term alignment of expectation for both our candidate and the employer.
- Behavioural based interviews which assess; skills and experience as well as cultural fit and alignment. Specifically tailored to both the organisation’s culture and the specific requirements of the job.
- Behavioural based personality assessments to understand natural traits, work-altered behaviours and behaviour modification under pressure. This gives the employer a well-rounded understanding of the person they are considering so there are no surprises.
- Clear and transparent communication regarding the role. Positives as well as negative reasons why the opportunity might be right for the candidate, and why the candidate might be right for the employer.
- Clear and transparent communication with the client at every stage of the process. No rush to hire, no pressure.
- Thorough background screening and 360 reference process including a social media check.
The length of the guarantee ensures DMC is equally invested in hiring the right person as is their client.
Onboarding Program
- Structured follow-up program. This involves 360 feedback at key intervals throughout the first year of employment. Feedback is garnered from both client, candidate, and an independent line manager within the organisation to assess the success of the integration of the candidate into the organisation.
Extended Guarantee
With a lengthy track record of placing top-performing candidates who later go-on to be promoted internally with our clients, DMC also offers a further 48 month Guarantee period. Our Extended Guarantee is for the period of 48 months past the 12 month Candidate Success Guarantee (a total of 5 years!), and provides a 20% invoice reduction (discount) from our regular Partnered Search Fee when the need to backfill a role arises.
To date, a 12-month Candidate Success Guarantee has typically only been offered for the most senior Executive Search appointments, and typically not inclusive of VP or Director level searches. DMC is looking to change this. We want to be as invested in the success of the candidates we place as our clients are. Our reputation relies on our ability to hire long-term, successful candidates and we think our guarantee should back that up.
We service the Construction Supply Chain and we have three specialist divisions;
- Design & Architecture
- Building Materials
- Construction
If you would like to understand more about our unique offering, please do not hesitate to contact us.
Stephen Borer is a founding Partner at DMC Recruitment. He can be reached at [email protected]