How We Make Advertising Work

• Advertising that works with ‘high demand’ candidates. Rather than generic advertising, we use techniques and strategies that have a successful track record in appealing to precisely the right people.
• We never deliberately weaken adverts. Adverts are often intentionally unfocused – even though it puts off the best candidates. They do this to generate as many candidates as possible for the agency database or with half an eye on roles for other clients.
• We pay the money to get the best candidates. Despite charging far less overall, the way we structure our fees means we can pay to ensure the right candidates see the adverts. The alternative is to use free resources and cheaper, unsuitable keywords. That works if you’re looking to build a broad candidate database, but not if you’re looking for specific, in-demand, candidates. It’s just a waste of time.
• Scoop up the best Agency candidates. Sometimes an agency will ‘get lucky’ and happen to have the right candidate. If that’s the case, we can increase the likelihood that they will also apply through us. This will increase your success rate, whilst also lowering your costs.
• You get an exclusive pick of the best people. Nobody else gets the candidates. We certainly don’t introduce competition by sending your candidates to competing organisations. 
• Marketing that makes candidates more positive. Most recruitment companies use a website that is trying to appeal to all types of candidates whilst also trying to ‘sell’ to potential clients. This gives a weak and conflicting message. We use a website that is aimed specifically at ‘high demand’ candidates. It increases candidate response, raises the credibility of your role and creates a far more receptive environment for any subsequent meetings. (You can see for yourself here – www.dfselection.com.) 

Instead of just doing things by email, we appoint each candidate an advisor. This is important. They will hear concerns that you, as the potential employer, would otherwise never hear. We don’t use the usual high commission led salespeople because feedback suggests candidates don’t trust them. They feel they are unable to give unbiased advice. 

When it is done properly, there are significant advantages:

• You can personalise your meetings. With a better understanding of the candidates, you will be able to present the opportunity in the best possible light to each candidate.
• Solve problems and misunderstandings as soon as they arise. You would be amazed at how often small things if left unseen, fester and grow.
• Avoid those nasty surprises. We extend candidate interaction throughout the process – including after you make an offer. It’s important to know who you’re competing with and if there are any reservations. This gives you the chance to fine-tune your offer if necessary and ensures you’re always ahead of the competition.
• Avoid losing candidates to the counter-offer. Valuable candidates will almost certainly get a counter-offer from their existing employer. We have developed an approach that runs throughout the process, drastically cutting the chances of a counter-offer being successful.