We at DAUTSONS GROUP OF COMPANIES, aiming to bridge required efficiency or customise the required skill of new recruit for our various business vertical based on the nature of the Business Vertical be it in Infra, Manufacturing or Global Trading. The details descriptive JD, skill requirement and nature of job is generally shared to the interested candidate in advance by our Human resource department so that the candidates go through the details and prepare themselves before applying for the vacancies which generally opens up once a year. Dautsons emphasizes that all technical, commercial, Financial, marketing, General Management professional will reach out to our Human resources department well in advance or on job opening time to have an open conversation. “And we do mean conversation”, they stress in the careers page. There are also details on what the evaluation will look like based on the function and department (Example: sales, tech, corporate), and a confident statement that written and verbal communication will be maintained every steps.
We have developed a specific talent acquisition strategy based on our company’s situation which necessitates TA strategists building an intimate knowledge of the industry which our company serves, as our company’s ongoing workforce needs.
This is essential to understand the position of our company in the market, trying to understand who our competitors are, what their budget is, as well as to understand about the methods that work best based on the budget of our company.
The acquisition of talent is our continuous process, because a good talent acquisition strategy depends on a steady stream of talent.
And the only way to ensure that a constant flow of talent into the organization is by building talent pipelines that we can tap on an ongoing basis.
So, it is important for us to create a talent pipeline and ensure that it works well at all levels from brand awareness to hire for our organisation.
If something in the pipeline is broken or not working well, then we need to make improvements accordingly.
Because Corporate branding holds the key to successful Recruitment Marketing and Talent acquisition in the end of any organisation so with us also.
A company’s brand often makes prospective candidates aware of who the organization is, and what they have to offer. Without such awareness, talented individuals won’t consider working for that company.
Negative branding may even drive away any cursory interest that prospects may harbour to joining the team.
How a company projects itself to prospective employees, and how potential candidates perceived it, might often mean the difference between acquiring or losing talented individuals.
Before we at our DAUTSONS commences active recruitment, there is a need to “sell” the company to talented individuals, as a good place to work in. We know that Top-talent might be actively looking for new opportunities, but they are also conscious about what they want in terms of the quality and reputation of new workplaces.
Our Recruitment Marketing is responsible for that initiative and goes through the following processes:
Awareness: Selling the company. The first step in RM is to create awareness about our organization, and the growth prospects it offers to our employees. Social Media campaigns also we use in building such awareness.
Consideration: Selling the opportunity. Once we make a pool of potentially talented individuals awareness for our company, we do market career-building programmes at various intervals for consideration of our organisation as a prospective employer.
We do also Participate in job fairs, engaging in social media marketing, and holding frequent career counselling sessions – both off-line and online.
Interest: If a talented individual is seriously considering our company to make their next career move, they’ll exhibit that in the form of active interest in specific job openings we have available. Targeted job ads, industry-specific online bulletin boards and social recruitment campaigns will help interested candidate to pique the interest of talent for our postings.
Our next stage, Recruitment, involves five states covering
The application process at DAUTSONS is pretty simple and straight forward. First feel free to learn about our Group of Companies and then go the details of the various functions and works according to your qualification, experience and skill suits you most for the Function either as fresh or against vacancy.
If you find a position available and your qualification and experience is matching our requirement then please submit your detail resume along with copies of your experience, qualification to our site through mail or you can contact us and send courier of your hard copy of your resume to our Head Human Resource.
A team of our Talent acquisition will review your application and if your qualification and experience matches to our requirement then the Talent acquisition team will schedule a meeting with you with our Head of Department.
The Conversation or interview at our organization is very unique as you will be getting an atmosphere to feel free and discuss openly about your area of interest and your skill with our Department Head. You can also know details of our organization, organizational culture, Functional role and area of Biasness. If you find suitable for the role the Executive will advise you to discuss with our Human Resources for next steps of conversation about your salary and facilities to support you to take a decision to join our organization to work for next higher steps if professional carrier withy us which is your dream.