Whether you’re a Fortune 500 company or a small business, our employer services provide hiring solutions to move your company forward
Davalyn Corporation has the recruiting services and tools to help you locate the best applicants for your industry. Whether you are looking to hire full-time employees, contractors, temporary employees or multiple hires, our team of professional recruiters can help you find the right job candidates to move your company forward.
The Accelerated Recruitment™ Approach
Davalyn Corporation has been a leader and innovator in recruitment for more than 28 years. We’ve learned a thing or two about pinpointing those people who can become the heart of a business.
Our proprietary Accelerated Recruitment™ approach is a combination of our streamlined methodology and the unique knowledge of our industry experts, from around the world, designed specifically to help target the next impact player and deliver them at the pace business demands.
Customized Solutions, Real World Pace.
Davalyn Corporation recruiters are focused on meeting a company’s individual cultural and business needs. No preconceived notions or cookie cutters—only carefully crafted solutions designed to achieve specific hiring goals and objectives. With a full range of solutions, we give you the flexibility you want at the pace you demand.
Personality Assessments Tools
“What were they thinking?” We can help you answer that question with a variety of research tools that will help you better understand your current team members and how they prefer to work. We can also utilize these tools to determine the best qualities and characteristics for success during the recruitment process. Davalyn Corporation can offer these services at a substantial savings.
Relocation Assistance Program
Hiring talent is only one part of the recruitment process. Making the relocation process moves smoothly reaffirms the quality of your company’s first impression and paves the way for a strong partnership with your employees. MRINetwork provides comprehensive logistics and coordination assistance that can make the relocation of your new hire easy and efficient.
Our commitment does not end when our talent is hired. We stand behind our clients with a commitment to help retain key employees along with the talent you have hired from our partnership. After all, who better to help you understand how to keep people than a recruiter who knows all the reasons why people leave?
Davalyn Corporation is your Recruitment Solutions Partner. If you’re ready to build your business with the right Impact Players, contact us.
The Simple Change That Attracts Great Job Applicants
Ever wonder why the best and brightest aren’t applying to work at your company? An experiment by researchers in Canada and the U.S. suggests that the problem may be as fundamental as the way job postings are written.
The vast majority of job ads tell applicants what the company wants, with laundry lists of requirements and qualifications. That approach might make sense to bosses looking to fill a role, but it may alienate the very people the company is trying to attract, researchers found.
As the labor market gets tighter and talented candidates juggle multiple job offers, companies need to put themselves in the applicant’s shoes. That boils down to a simple question for anyone writing a job ad: What can the company do for a prospective employee? Writing a job ad with this in mind—for example, emphasizing career growth or the significance of the job—the quality of applicants rises dramatically, the researchers found.
“You really need to focus on what you’re going to do for applicants,” said David Jones, an author of the paper and a professor at the University of Vermont’s School of Business Administration.
In academic parlance, that means employers can write job ads by focusing on Needs-Supplies fit (what the organization can supply to meet an applicant’s needs), or Demands-Abilities fit (what abilities and skills the organization demands of candidates).
Mr. Jones and his co-authors, Joseph Schmidt from the University of Saskatchewan and Derek Chapman from the University of Calgary had the rare opportunity to test their hypotheses by manipulating real ads and analyzing the resulting applications.
The authors partnered with an unnamed employer—the “Canadian head office of a large multinational engineering-consulting firm,” according to the study—with whom Schmidt had a previous relationship.
The researchers wrote or rewrote 56 ads, primarily for engineering and project management jobs, to emphasize either the Needs-Supplies or Demands-Abilities approach, and then collected data about application volume and applicant quality based on hiring managers’ ratings of the resumes submitted. In all, 991 people sent in applications. The paper will be published in a forthcoming issue of the Journal of Business and Psychology.
Not only did the candidate-centered postings draw in slightly more applicants, but applicants’ talent level was significantly higher, with an average of 1.37 applicants per position receiving the highest rating from hiring managers. For the positions advertised using employer-centered ads, on the other hand, only 0.48 applicants got top marks.
The Needs-Supplies postings emphasized things like opportunity for advancement, the autonomy workers in a role have, and the significance of the work. They included statements like “You will have the opportunity to work on a variety of tasks and develop your skills in many areas,” “We seek to provide employees with constructive feedback to foster their career growth,” and “You will have many opportunities to collaborate with talented people.”
The other postings focused on job requirements and performance expectations, with statements like “The successful applicant will have excellent written and verbal communication skills,” “Job incumbents will be required to show initiative in prioritizing tasks and carrying them through to completion,” and “The successful applicant will enthusiastically support and cooperate with others to develop effective solutions.”
Why are companies not getting the message? Jones suspects that hiring managers are trying to fill a gap in expertise, and not thinking from the applicants’ perspective.
“Applicants looking at a job opportunity have limited information,” Mr. Jones said. “They’re trying to figure out, ‘is this a place I want to work?’”