How does recruitment work?

Introduction to the recruitment policy

The ability of DarkMatter to hire and deploy resources with the appropriate skills and knowledge is critical to our success. In today’s dynamic workplace, many companies are struggling to hire talented and diverse leaders. Across the board, 50% of executives and managers fail within two years of being hired and the cost of replacement is estimated to be twice their annual salary.

We've all heard of the "war for talent". The cliche is over-used but there are elements of truth in it.  The reality is that the availability of candidates varies massively depending on the role we are looking to fill.  Highly specialist roles in cyber-security and digital transformation are globally in demand and scarce in availability across the Middle East.

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The ability to hire great,  diverse talent requires a creative approach to talent sourcing. We need to ensure we are able to source and attract high calibre, diverse workforce and ensure we have strong development programs to grow our talent.

In today’s workplace, you probably juggle competing responsibilities and priorities. It may seem very time consuming to conduct interviews for, but when a poor hiring decision is made, you and your team end up spending a great deal of energy, effort and other resources that adversely impact everyone's productivity.

Careful recruitment planning and execution leeds to individuals who are well matched for positions and for DarkMatter.

We hope this handbook will provide practical guidance for hiring top talent and maximizing diversity and leadership potential. 

While you are responsible for specific hiring decisions within your business unit, you are not alone in this process. Talent Acquisition (TA) professionals are available to help. By working together to attract the best available candidates, we expedite the hiring process and ensure that DarkMatter can provide the highest quality services and solutions to its customers.

Our recruitment policy formally sets out how we go about recruitment and our expectations as to how the process is conducted and the standards we apply. 

This playbook is not designed to replace or override the company recruitment policy.  Instead, think of it as a practical guide on how to apply the policy, it’s here to make sure both you and the candidate get the most out of your interaction and that we, as a company, continue to hire great people.

The process for recruitment is broken down into four main stages:

1) Opening a requisition

2) Sourcing candidates

3) Interviewing and selecting

4) Hiring and onboarding