90% of a leader's success depends on the performance of their direct reports - do you agree?

Many of our clients tell us this is true for them, and I must say I've found the same thing. Just as our people depend on us we depend on them. Their success means our success.

Crack the access code to top candidates

• Are you missing out on opportunities because you can’t find the right people?
• Do you find yourself working with people whose performance is below average?
• Do you need to replace a top performer?
• Are you feeling the impact of hiring the wrong people?

Well, there is a solution. You can access the best and largest talent pool in South Africa by working with DAV. Just as there is a hidden job market, there is a hidden talent bank and we strategically tap into this talent daily.

Can we build a great company and a great life?

If we spend the majority of our time with people we love and respect - people we enjoy being around who do not disappoint us - we’ll almost certainly have great lives, no matter what we set out to achieve.

How to select the right leaders for your business

I think we can all relate to the fact that the art of selecting leaders is not always an easy one... picking those gems that will take our businesses forward and help make them profitable. We at DAV believe that leadership talent is more available than people think.

Hiring people is a tricky process

All the more so if this is not part of your everyday routine and you are aiming to attract A-candidates: those with a 90% chance of achieving outcomes that only the top 10% of possible candidates could achieve.

Making sure an A-Candidate chooses your company over your competitors

What leaders often overlook, in making sure an A-candidate is the right fit for our company, is that they will be weighing multiple offers. It is as important to show them that your company is the right fit for them. We all know how frustrating is it to spend a lot of time finding a great person, only to lose them at the last minute to another offer. You’ve worked hard to find the candidate, it’s now about converting them into an employee.

How can we decide between 2 strong A-candidates with similar training and experience?

Recently one of our specialist consultants placed someone with a client who had shortlisted 2 very similar candidates. Both were equally strong in terms of skills and experience. Even though the other candidate had achievements in the industry that really made him stand out, our candidate got the job because the other guy was ‘just too arrogant’. Our client was afraid he would cause ructions in a very stable, team oriented environment.

The new challenge: Avoiding hiring mistakes

Back in the late 90's, it was the 'war for talent' that challenged us. In those days, during the dot.com boom, companies were desperate to fill positions.