Subscription Disclaimers
Your Mileage May Vary
Every Customer should be aware that hiring involves a high degree of variability. Whether hiring is done through Dover or not, there can be no assurance that a hiring team can (i) achieve its hiring goals, (ii) meet its hiring timeline, or (iii) maintain its target talent acquisition cost. The following considerations, among others, should be considered when using Dover’s platform and/or service(s) to make hires.
A limited number of available candidates in the market could increase the difficulty of hiring
Finding a candidate to hire can be harder when there is a limited number of available candidates in the market. The Hiring Team will have fewer candidates to select from, and, in some market conditions, candidates will be in higher demand, making them harder to close.
An excess number of available jobs in the market could increase the difficulty of hiring
Candidates might be harder to close when they have multiple job options to select from. Factors such as, but not limited to, compensation and job mandate can influence a candidate’s decision. Having more jobs available in the market provides top candidates with more negotiating power and can increase the difficulty of attracting and closing a candidate.
Customer’s hiring success is influenced by the employer’s brand
Customer’s employer’s brand plays a role in attracting candidates. Company size, funding, press, publicly available metrics, and other employer’s brand collateral can attract or detract potential candidates. Dover can work with the Customer to identify ways to best position the Customer and Customer’s jobs to candidates. However, Dover does not have control over candidates’ impression of the Customer and the candidates’ motivation to join the Customer’s company.
Having a streamlined hiring process can increase the odds of having a great hiring outcome
- An unplanned change to the Job could extend the hiring timeline: All Jobs need adequate time to see results. An unplanned change to the Job could extend the timeline for making a hire. Some examples include:
- Changing Job criteria mid-way through a Job could require finding a group of new candidates who fit the newly updated criteria.
- Candidate could lose interest and withdraw from the process if a Job is paused for an extended period. The loss of candidates could extend the hiring timeline.
- Friction in the interviewing process could detract candidates from the opportunity: An unoptimized interview process could create friction for candidates and result in higher candidate attrition. Dover will recommend to the Customer the ideal interview process for each job. The Customer will be responsible for making a final decision on how to configure its interview process.
- Delay in candidate communication could result in candidate withdrawal: Candidates would be less interested in the job opportunity if their responses were not addressed promptly by the Customer. The lack of candidate interest could result in suboptimal hiring results. Dover’s Platform and Service can help the Customer scale recruiting operations, but the Customer understands that Dover can only act on the input provided by the Customer.
