At DotActiv, we aim to recruit talented people who can grow alongside our company. We strive to find and hire the best candidates possible because we know that by hiring the best, we can build a company that can compete on the global stage. So far, we've managed to achieve that. We've hand-picked every person currently working at DotActiv.
Our goal is to continue recruiting the best. The recruitment process used by our hiring team allows us to find the best possible pool of candidates for any given position. From there, it's a case of filtering through the list and matching the best candidate to the available role.
But what does our process look like? We follow five key phases, which we’ll unpack in this article. If you make it through these five phases, be assured that you were the best candidate for the role.
Because let's be honest - if we want to be the best company, we need to hire the best talent.
1. Identifying and engaging with the right talent
It’s critical to focus on hiring talent that can assist DotActiv in maintaining our level of growth and entrench our reputation as a world-class category management solutions provider.
Based on a McKinsey Global Survey: War for Talent 2000, conducted from 1997 to 2000 on over 12 000 executives from 125 mid-size and large companies, 82% of companies didn’t believe they recruited highly talented people. For companies that did, only 7% thought they could keep them.
We believe the opposite.
We know hiring the wrong talent is like being in a bad relationship. It’s why we spend so much time and effort ensuring we find the right people.
For any company, DotActiv included, employing the wrong talent can result in lower employee productivity or worse - loss of competitive advantage. Meanwhile, for the individual, it could mean exhaustion and agony. Having the wrong talent could also result in a shorter employee life cycle leading to stunted growth. In short, it benefits no one.
At DotActiv, we know and understand that, which is why we're so adamant about attracting and bringing high-performing, high-quality people on board.
2. Online introduction interview
Getting to the interview stage can already feel like a big win in your job search, but often walking out of the interview, it’s hard to judge how it went.
You might believe the interview went well - and it could have. You might have presented yourself perfectly and connected with the person who interviewed you. But how will you know?
The interview is a quick and convenient way for us to screen candidates and their capabilities. For you, this interview is your first opportunity to leave a lasting impression on us.
Please keep in mind that this is an informal introductory interview. It allows everyone to have a light conversation and get to know each other.
During this interview, we also provide you with a brief overview of the company, the role you would likely fill, and discuss any queries you might have. We also talk through your knowledge, skills and experience to match them to the job profile.
A packed resume is a solid starting point to making a good impression. However, there is more that you can do. Below are a few key attributes that we look for during our first introduction interview with you:
- Positive energy and attitude;
- Innovation and creativity;
- A good fit for our company culture and values;
- Effective communication skills; and
- Integrity
Want to know if your first online interview went well? If it did, you can expect to experience the next few steps in our recruitment process.
3. Interview with your prospective line manager
If the online interview with you went well, our HR Consultant will forward your CV, along with recommendations, to your prospective line manager. They are the account manager of the client account where we believe you will perform best.
If the line manager is interested in conducting a second interview, our HR Consultant will reach out to you via email, introducing you to your prospective line manager. From there, they will liaise with you to organise a date and time for a second interview.
The interview might take place online too, but there is the option to meet in person.
These second interviews generally last longer than the first online interview. During it, you can expect your prospective line manager to explain DotActiv's goals and how their team plays a critical role in ensuring we meet them. They'll also speak to you about the role and find out if you're a good fit.
Nervous? Please don’t be! When you're having a conversation with them, it's more about dotting the I's and crossing the T's than anything else.
If all goes well during this interview, and they would like to have you join their team, we move on to the psychometric evaluations.
4. Psychometric assessments
Once your prospective line manager believes you're the best person to fill the role, they will speak to our HR team and put you forward for a psychometric assessment or evaluation.
This is a crucial step of our selection process because the information revealed from this assessment will assist us in establishing whether you will perform and stay productive in the long haul.
Psychometric evaluations consist of questions that provide insight into your attributes that we would otherwise not have picked up on during our first and second interviews. Using psychometric evaluations allows us to employ people who are genuine fits for the role. It's also a screening process that is beneficial to everyone, including you.
Don't believe us? Here are a few benefits for you:
- It provides an opportunity to reflect on your personality, strengths and weaknesses and identify possible development areas; and
- It offers you a chance to approach the results with a growth mindset, utilising it when setting personal and career goals.
Do you want to join a tight-knit group of people all working together to deliver the best category management solution to global retailers and suppliers? We want to hear from you!
If you're interested in reading more about why we use these evaluations in our recruitment process, and why it’s a good idea for everyone involved, we’d encourage you to read our article on the benefits of psychometric evaluations.
5. The offer of employment
Once the psychometric assessments and all other factors have been considered, and we are happy to move forward, there is one final stage to our recruitment process. It's the offer of employment!
We will send this to you and you can expect it to contain the following:
- The terms of your employment agreement;
- Your starting date;
- Your salary (cost to company);
- The benefits that you can expect, and
- Any necessary admin information.
The last point refers to your working hours, training, who your line manager will be, and any policies and addenda that you should know. It will also include any other necessary information that doesn't fall into the above categories.
Once you've accepted the offer of employment, we start preparing for your onboarding.
This involves helping you to settle into your role, helping you to understand your responsibilities and providing you with all the necessary resources and training to help you learn.
From there? All that would be left to say, is ‘Welcome! We look forward to working with you and want you to succeed in your new role!’
Conclusion
We believe that our five-step recruitment process allows us to hire the best possible people for the roles we need to fill. But it’s not just for our benefit.
We know that following this process allows you to know that once you join, you can rest assured that you’re the best candidate for the role and we’ve placed you in a position where we know you’ll succeed.
Are you interested in joining the DotActiv team and providing category management solutions to retailers and suppliers from across the world? We’d love to hear from you. You can read up about DotActiv, what we stand for and how we operate here or apply for any of our open positions here.
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