The hiring process has become complicated and more difficult over the years. In 2020, this was confirmed as the COVID-19 pandemic changed the way hiring was conducted. Most of the same tactics weren’t as effective as they used to be. Evolving technology and new tools sought to help make hiring easier. Recruiters and hiring managers even developed updated methods of how to approach hiring in a technology-dependent society. One of those methods is called DASH.
What is DASH?
DASH stands for Define, Attract, Select, and Hire. It’s referred to as a hiring structure or a process that simplifies the hiring process. The 4 steps help recruiters and hiring managers to bring in the right kind of employees.
This step says to define the open position. More importantly, having a clear idea of the ideal employee for the position will aid in tailoring the hiring process to find that person. When defining it, don’t just focus on the desired criteria. Look at the behavioral elements such as work ethic, efficiency under pressure, and level of communication skills. Technical skills will be required, but behavioral skills give a better perspective of how a candidate might perform if hired.
Referencing the level of attraction of the candidate, this step uses 4 categories (Dominance, Extraversion, Patience, and Formality) to determine more about his or her personality. Their reason for applying for the open position also falls into this step. A behavioral aspect can tell hiring managers and recruiters what motivates the candidate. He or she may like the ability to move up the corporate ladder, receive benefits, enjoy the company’s culture, or other motivators. These things will play a part in whether he or she would want to work at the company.
This is essentially the step where candidates are considered for employment—the selection stage. The best way to go about this is to rank candidates in 3 areas:
- How balanced are a candidate’s skills and behaviors toward the job (or the company)?
- Are the candidate’s skills, knowledge, and experience a good fit for the position?
- Does the candidate connect with the company’s culture (i.e. values, interests)?
Once ranked, select the candidate with the closest match to skill, experience, and any emotions or connections that could benefit the company.
Fairly self-explanatory, the Hire step is where a candidate is hired and brought into the company. However, it doesn’t stop there. Onboarding is a part of the hiring process—and an important part. People learn at different paces, particularly when they are new to a company or job. The onboarding process should be a time for the new hire to get accustomed to their tasks, develop relationships with current employees, and blend into the company’s culture. Poor onboarding experiences often lead to mis-hires or poor performance from the new employee. The alternative can be a huge benefit to the company as well as a new hire. Using the DASH structure can help bring in good candidates and aid recruiters or hiring managers in turning those candidates into valuable employees.