Compared to last year, the dacoso team has grown by 26% percent! 35 new colleagues have come on board and are giving their best at our 12 locations in Germany, Austria and Switzerland. Our HR manager Riccarda Swidersky explains in which areas we have recruited reinforcements and where she sees further need.
35 new hires - quite remarkable for a company of our size. Were there any key areas for which we were looking for a particularly large number of people?
The focus was clearly on service, where we hired 18 new employees. The proportion of service technicians has always been extremely high. Now this has increased even more - due to our order growth and because we always want to be there for our customers with a strong and available team. Especially in the current pandemic, this is to our advantage. In addition, our NOC/SOC team, among others, also has some new colleagues on board. Increasing cyber-crime and the rising demands of companies require more and more manpower here, and we are very happy to have now found the right people in the thinned-out specialist market.
Integrating so many new employees into the team of a decentralised organisation with 12 locations within one year - you don't do that on the side. What is the dacoso recipe for this?
The recipe is: structure in the induction process! We have developed an on-boarding programme for the first few days of work, which every dacoso newcomer takes part in. It starts with a two-day introduction at our headquarters in Langen, where the company structure as well as our goals and values are explained - with enough time to get to know the management and a large part of our team personally. Together with the respective manager, we also draw up an individual induction plan for the first six months. In addition, we provide new employees with a mentor who supports them in all practical questions concerning their job. And most importantly, we prepare everything from the desk to the laptop and telephone to the company car so that the new colleagues can get started straight away. They are briefly introduced with a small profile on the intranet some time before they start. This is an effort that is definitely worthwhile: dacoso has a fluctuation rate that is well below the industry average. We believe that with a good start we are creating the basis for our people's satisfaction.
What are the plans for 2021? Which applicants have particularly good chances of being hired?
We are still growing and currently have 20 vacancies to fill. Of course we are looking for people with good professional qualifications. However, experience shows us that specialised know-how can also be learned - which is why we offer our employees training at all times. It is at least as important to us that new people fit well into the team and find their place there. For this, it is essential that they fit in with our corporate culture: At dacoso we attach great importance to dealing with each other openly and fairly. This includes a great deal of trust and the willingness to support each other when there is a need. Hierarchical thinking or profiling at the expense of others - that doesn't fit in with us. If you are a convincing type in the interview, you will quickly get your foot in the door with us!