7y
Thank you for providing feedback to us. We set our search and staffing firm apart from any other agencies by providing a convenient, clean and inviting environment for our employees to practice their profession. We want our employees to enjoy going to work everyday in a Class A facility that is centrally located. We appreciate that you recognized and valued our significant investment to maximize our employees' work experience.
Our team is built with "down to earth people" who want to succeed. We often seek out athletes and professionals with exceptional skills and credentials to join the DAA Team. We welcome diversity and have an open door policy. Having the ability to attract, engage and challenge these professionals continuously and reward them for their hard work makes us a "Best Places to Work".
Every professional in our Company, including executive management works in a cube. We designed an open floor plan to enhance information flow as it pertains to job orders; information on candidate availability, qualifications and expectations; to enhance training opportunities and share successful recruiting techniques for our new recruiters; and most importantly to create a fun, energetic, productive environment for our team. There are no secrets or hidden agendas in our industry or company. We are here to help clients and candidates find one another and we get paid for making the connection. When managers work side-by-side in a cube environment with their staff, intimidating is not an option. Intimidation is not practiced, accepted or tolerated at Daley And Associates.
We want all of our recruiters to be highly compensated professionals and leading the industry in personal earnings. To that end, we give our recruiters access to tools very few in the industry have available to them. If people elect to leave Daley or are let go from Daley it is because their performance is not meeting their expectation or Daley's expectations. We want our recruiters to succeed, but sometimes no matter how many tools you provide them, they just can't figure it out.
Search firms typically rely on 3 methods to train new employees: Formal Classroom Style Training; Digital, Online Training; and On the Job Training. Our Formal Training programs include: one-on-one training with management and new hires off the floor; retaining outside professional services firms to teach our recruiters best practices; and training on relevant industry legal topics. Our Digital Library consists of hundreds of hours of training for planning your day, interviewing candidates, overcoming client and candidate objections, pricing and dozens of additional topics. The most important and most valuable training is On The Job training. Working next to executive management, senior management and seasoned recruiters everyday in a bullpen environment allows the new hires access to hear how successful industry leaders speak with candidates and clients. If an employee does not feel that they have access to training at Daley, then they did not ask, or were closed off from receiving instruction or simply did not want to invest their time to make themselves better.
Daley looks to hire self-driven and self-motivated professionals. Our objective is to make all of our recruiters successful and team players. As a flat organization where all team members, run their own books of business and have their own clients, there is no time for Micro Management. Managers, will however, partner with individual producers on jobs. Often times the more seasoned recruiter (manager or not) will take the lead managing the client and process. In other instances if less seasoned recruiters are working a placement together the manager may at times coach and assist the recruiters through the process. Lastly if a recruiter is struggling in getting business often times it is necessary to revert back to industry standard activity metrics to understand where the recruiter is struggling and what is the best way to help that recruiter overcome their self-imposed obstacle.
We celebrate milestone achievements. When an employee hits the 5 year mark we typically send that employee with family on a trip. As our employees reach their 10 year anniversary the recognition is significantly more than the 5 year recognition award. This is important for employee retention, morale and recognition. We celebrate holidays with corporate outings, and have outings for team building, we participate in charitable events, and we'll take the entire company out after work for drinks and appetizers. These are not bribes but celebrations.
My advice to the author of this review, is not to internalize your issues or concerns, particularly when you work in an open-door policy environment. The cons mentioned in your review are fabrications that you built up inside your mind, mostly likely to justify, in your own mind, your poor personal performance. We wish you and your next employer good luck.
