Ron Daratany is a national career development and recruiting expert. For the duration of his professional career (since 1988), he has been forging long-term business relationships with leaders of well-respectednational organizations. During this time, he has also built a company from the ground up. He is featured on TV, print and other mediums for his expertise in his industry. We’ve decided to give others some insight into what makes Ron Daratany tick, how DMR Global came to be and, some of his greatest challenges and achievements.
An Interview with our very own, Ron Daratany
Q: Kindly give our readers an introduction to your business.
A: DMR Global, Inc. was launched in late 1998 as a national recruiting firm and quickly grew an international client base as well. Later, realizing that his all of the foundational recruiting components could be utilized into other related services, Ron established an Outplacement & Career Development division. This division was formed to offset the cyclical nature of recruiting and provide additional revenue streams for the company. Always looking to gain a competitive edge, Ron has partnered with very credible subject matter experts to add additional components to the core competencies of DMR Global. The firm now provides six different services: recruiting, outplacement, career planning, HR solutions and management training, all of which are fully customizable to the employer and individual.
Q: Give a brief description about yourself.
A: My entire career has encompassed some form of recruiting and management at each level. In addition to learning from some great role models, I’ve had the opportunity to meet very successful leaders, at major organizations across the country, who required our services. We not only represented them, but also took back valuable lessons on leadership and different techniques on how to run a company. All of these elements have contributed to the type of businessman I am today. The most valuable lesson I’ve learned, and also the favorite part of my job, is establishing & maintaining lasting relationships. In my mind, it’s the most important component of longevity.
Q: What ignited the spark in you to start a new business venture?
A: After 7 years of learning from some of the best recruitment experts and achieving success, the timing was right to start my own company 13 years ago.
Q: Why is it beneficial for employers to trust DMR to find a quality employee instead of doing the search themselves?
A: Credibility, trust & results! Also, we enable our clients to focus on running their companies while we uncover the best talent which suits their individual requirement. We have also found that when people conduct their own searches, it is often difficult for them to be objective. We take the emotion out of the process and focus on the right experience and fit.
Q: How do you have access to quality employees and what’s different about your recruitment process?
A: We have an extensive database, we belong to industry specific associations, access our referral network and also invest the time. We devote all of our resources to our committed assignments, unlike a company who couldn’t possibly conduct the search the same way due to their other responsibilities.
Q: You have a 95% success rate at candidacy placement, how does DMR ensure that rate?
A: Once a client commits to us for an assignment, we put all of the resources necessary to complete it. There has never been a search we haven’t completed due to our inability. The 5% incompletion rate is due to the client pulling the search due to internal circumstances.
Q: You are also a career planning expert. Why would a professional seek your services? How can you help?
A: Credibility and knowing exactly what today’s companies look for in new employees through our executive search expertise. We translate that knowledge to the candidate in order to make them more competitive for limited job opportunities.
Q: How important have good employees been to your success?
A: They are the very core of what we do here at DMR. Good leadership is the most important factor in any business and employees in turn become a company’s most important asset.
Q: What is the most important aspect of your business?
A: Relationships & Results, without a doubt!
Q: What would you say are the top three skills needed to be a successful entrepreneur?
A: Interpersonal & Management skills, communication, fulfilling obligations & follow-up in a timely fashion. Also, hiring people who compliment my skills, whom I can learn from.
Q: How many hours do you work a day on average?
A: 50 hours/week
Q: What motivates you?
A: Winning! I want very badly to continue to grow and succeed. This recession has humbled us all. We, like many companies, have had to assess & retool. We’ve experienced some low points and I really would prefer not to go backwards.
Q: What is the best way to achieve long-term success?
A: Honesty, being true to your word and fulfilling obligations.
Q: What do you feel is the major difference between entrepreneurs and those who work for someone else?
A: As someone once told me, an entrepreneur is a calculated risk taker and has no safety net. Each decision has direct consequences, positively & negatively.
Budgets are tight, sales are sporadic, staffing levels are operating at full or over capacity and raises and bonuses are difficult to justify. Losing a key contributor can be devastating to a company (especially smaller firms) when employees are already maxed out and overworked. The perception is that there are many talented and unemployed people out there, that it shouldn’t be too difficult to replace someone. It is true that there are many people out there, but are they the right people? Do you have the time to search through all of those candidates to uncover the right mix of technical, interpersonal and corporate cultural fit? How about the time and costs associated with recruiting, hiring and training someone? What if they don’t work out and you’ve lost revenue due to lack of productivity?
It’s interesting how every several years the employment market shifts from an employer market to an employee driven market. Right now, obviously, we are operating in an employer driven market as good jobs are still difficult to come by and there is intense competition for every job available. Employees are very reluctant to make job changes currently as the “grass may not be greener on the other side of the fence” and they at least know what’s happening within their own company. Employees are also more tied to their geographic locations as it is very difficult and expensive for them to relocate, taking into account family concerns and perhaps upside down with their mortgage. Also, hiring companies are increasingly limiting and more reluctant to provide relocation assistance due to cost cutting measures.
With that being said, it may appear that your employees are happy, but in reality, they may be “forced” to remain at your company due to limited options and are making the best of a sub-par situation.
So the question remains, what happens when the employment market stabilizes and there are more employment options? Would your employees still remain with your company? Maybe or possibly not!
As a business owner and a person who provides career planning and supports large and small companies nationally with their recruiting efforts, I’ve learned some valuable lessons from those I actually support.
Keeping “high impact” performers happy involves:
- A combination of “perks” (extra vacation days, gift cards or a small monetary bonus): appreciation and recognition are highly effective.
- Provide them with an opportunity to influence or impact corporate decisions.
- Communicating the direction and current state of the company.
- Succession planning provides employees with a series of corporate and individual objectives designed to motivate them to reach for higher positional and financial growth futuristically.
- Encourage cost cutting ideas and suggestions (materials, utilities, vendor renegotiations, etc.) and pay a percentage bonus based on measures they’ve implemented and saved.
- If you can pay merit bonuses, don’t pay everyone on the team the same percentages. Reward the high performers with higher percentages. The rest of the team will get the message and hopefully produce at a higher level when its bonus time again.
What I’m saying is be proactive now with the handling of your productive and committed employees to assure their loyalty remains intact as the employment market yield more opportunities later. Making them feel appreciated and challenged now will save you a lot of time and money later (from a replacement perspective) as your business unit produces more revenue, therefore requiring key people to support it.
Ron Daratany is a national career expert and CEO/Founder of DMR Global, Inc., a national executive recruiting, outplacement and career planning firm.
Dear viewers and fans,
We are happy to announce the re-branding of DMR Global, Inc in our most recent Newsletter! In addition to reading about our company updates, please browse through our newsletter to see if we can be of any assistance to you!
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DMR Global’s April Newsletter
DMR Global, Inc. has been around since the late 80′s. Operating under the direction of Ron Daratany, the company grew at an incredible rate.
After decades of successful business and growth, DMR was brought under construction. Having a website with a wealth of information, appearances, resources, and more, DMR needed a way for current and potential clients, media representatives, and all viewers to be able to access all the site had to offer. Be sure to frequent the new site, www.DMRGlobal.com, because it is updated frequently.
Along with the website, the existing logo and branding collateral of DMR did not express the way the way it represents itself: global, modern, organized, and transparent. Now, when looking at anything DMR-related, it’s immediate that you understand:
John Westrom Joins DMR Global, Inc. as VP of Human Resources Solutions and Business Development
I’m happy to share my career news with you. I have recently joined DMR Global, Inc., as Vice President of Human Resources Solutions and Business Development. Please read below to learn about my position and DMR Global, Inc.:
I have become the VP of Human Resources Solutions & Business Development at DMR Global, Inc. They possess a highly skilled and respected team of professionals which I am thrilled to be a part of.
This position was created to maximize my skills and in response to an expressed need of organizations who may be looking to expand HR services or require enhanced HR capabilities.
My array of HR skills & leadership, coupled with the recruiting & career development credibility of DMR Global, positions me well for success in this new endeavor.
Thank you for taking the time to read about my recent career news. I truly hope you consider utilizing our diverse services in the future.
To view the Newsletter sent, click here: http://ow.ly/4oWIs