Employer Branding 101: Why should I work for you?

(2.5 minute read)

We use marketing to attract customers, we use employer branding to attract talent. Whether or not you actively manage your employer brand, you already have one. This concept is not new; however, its importance is often overlooked.

What is an employer brand and why does it matter?

“69% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.” – Glassdoor

It is your clearly defined value proposition from the candidate’s viewpoint. It tells your target talent “this is the company I want to work for” over the other companies courting them. It’s intangible and a powerful recruitment strategy tool. Your employer brand should highlight the kind of employment experience candidates will have at your organisation and development opportunities available which ensures that the people you attract will thrive in your culture.

Four reasons to recruit new hires over the holidays

(2 minute read)

As the holiday season approaches, recruiting slows for many organisations. What many decision makers don’t realise is that slowing recruiting efforts during this period could be a huge missed opportunity. We’re not talking about large scale recruiting efforts. This is the perfect time of year to focus on targeted recruitment for the top performers who usually don’t have time to respond to offers or calls timeously at other times of the year.

Why hire now?

1. Many companies start with their aggressive hiring plans come January. A stream of new job postings is almost certain at the start of the year as well as a lot of competition for top talent, so getting ahead of the curve can give you a competitive advantage.

Have you thought about hiring outside your industry?

(2 minute read)

If you are like most businesses out there, you haven’t considered looking outside your own industry for top talent. You set hiring parameters that lead to the same talent pool of carbon copies often working for your direct competitors, and sometimes end up paying above market value to get a candidate on board because of his/her proven track record in the same field. In the war for talent, considering a top candidate from another field may just be the competitive advantage your organisation needs.

Why hire outsiders?

Candidates from a different industry can be a source of innovation and a fresh set of eyes bringing with them a new perspective. They can also be more cost effective, and bring renewed energy to their work, as the field is shiny and new, so they won’t find themselves stuck in the same old ways of thinking. Including atypical candidates in your search can also shorten your time to hire, widening your talent pool.

What to look for:

Why you’re damaging your chances with Star Candidates (and how to fix it).

(2 minute read)

The new world has driven us to wear busyness like a badge of honour and it’s hurting our chances with brilliant candidates that we every so often don’t even get to meet.

In our business, we see it time and again. We rally forces in pursuit of the best talent the market has to offer and get them fired up about the idea of working for you. We present our purple unicorns to the recruitment decision makers, they’re great on paper and we’re ready to schedule that interview! Then comes the clincher; clients can’t find the time in their diaries. The “hurry up and wait” theme can kill a candidate’s interest before they even meet you.

Long internal hiring processes are damaging to a great candidate’s interest; the people we hire are our most valuable asset, so why are we not working harder to give them the best experience possible?

The cost of living in South Africa; what it means for your talent strategy.


The current cost of living in South Africa has seen many South African’s feeling the pinch. With the recent VAT increase, the near constant hikes in the fuel price and in turn consumer goods (not to mention the sharp rise in rental and property prices), just how far can South Africans stretch that paycheck?

Over the last few months, we’ve noticed that candidate salary expectations are higher than usual. In many instances candidates are expressing a need for 20-30% increase on their current annual packages. Across the board, this expectation is unrealistic (rare skill sets excluded).

Our Consultants are spending a lot of time counselling candidates around realistic, market related increases as well as explaining the financial pressures that corporate South Africa is facing. We are constantly consulting with our clients around making market related offers to our candidates but the reality is that the economic climate in our beautiful country is making the hiring of talent more and more difficult.  

Is your lengthy interview process chasing away top talent?


The demand for top talent is at an all-time high. The market is saturated with offers, and the war for talent rages on. It is crucial that processes are streamlined and that we create a positive candidate experience from the get go, because even the candidates you don’t hire, will probably recommend you to others.

One of the top reasons the best hires walk - a long interview process!

Three personality tests, six phone interviews, an essay, and your first born please.

Most candidates know that they will likely go through two or three interviews before receiving an offer. Nevertheless, tread carefully, especially when hiring for experience. These candidates have been around the block, so asking them to jump through hoops can be a powerful deterrent.

Mutual respect wins the game.

The human value that AI cannot replace.


The world of work is changing faster than we could have ever imagined. With new technologies constantly changing the game, we need to embrace the skills of the future, or we risk becoming obsolete.

As artificial intelligence (AI) automates many of the tasks we currently perform, we will have to develop new skills in order to add value in the ways that AI can’t. This is where emotional intelligence (EQ) comes into play. The future of work is very much people orientated, and this important skill will ensure our relevance in the digital workplace. While we can’t change our IQ, fortunately EQ is a learned skill.

According to the WEF Future of Jobs Report, these are the top 10 in demand skills predicted for 2020. When we look at the comparison to 2015, it’s clear as day that the more ‘human’ skills are coming to the fore. 

WEF Future of Jobs Report











Restructuring your business? Do more for your affected staff.


As a business leader, having to choose between restructuring your business and losing/selling the business is one of the hardest decisions to make. It’s an emotional rollercoaster for all involved – those that deliver the news as well as those facing the possibility of unemployment. That’s where the Outplacement service comes in; a way to do more for your affected staff.

Our Outplacement service is an extended function provided by the employer to affected employees – it is aimed at improving morale and confidence as well as equipping employees with the necessary tools to ‘tackle” the job market with confidence. Each individual is offered career coaching, resume and CV writing, interview training, skills development and even potential referrals.

DAV has offered Outplacement services to clients for over 6 years, and with more than 40 years’ experience in recruitment and consulting, we are equipped with the right skills. Our approach focuses on each individual securing the best outcome through comprehensive practical training.

Reasons you shouldn’t make that counteroffer.


With digital transformation taking over, near constant disruption hitting all industries and the Future of Work becoming the new normal, competition for in demand talent has become pretty fierce. When a star employee leaves, it can be costly to replace them. So it can be tempting to make a counteroffer that they simply can’t refuse. Here are few reasons why you shouldn’t.

Firstly, an employee will never make the decision to leave a steady job lightly, and have more than likely been thinking about making this change for a while. There could be underlying reasons that don’t involve compensation, such as issues with the corporate culture or a manager. In this case, a counteroffer is a simply a band aid.

Second, you are taking a risk on an employee who has threatened to leave once. There is nothing stopping them from doing it again. Avoid putting yourself in a situation where you have to wonder if your star employee is going to jump ship at any moment.

A positive workplace culture is the key to retaining great talent.


The research states time and again, that happy employees are productive employees. The average person spends 90 000 hours at work over the course of their lifetime. That’s a third of your life! Today’s business plane is more challenging and stressful than ever before, and so a positive workplace culture can make ALL the difference to your bottom line. However, it’s easier said than done. So what can we do as leaders to carry the positive vibes through the ranks? These are my thoughts…

Connect your teams to your WHY – a purpose beyond profit. Go back to the beginning and remember why the business was started. There is often a very strong connection between how your employees feel about your company and how your clients do.

If you look for the good in every situation, you can change the narrative; the bright side is not overrated! Make a habit of this and your teams will surely follow suit.