Finding the right leader is only part of the job.
The first months in a new executive role are when relationships are formed, expectations become real and the new leader begins to understand how the organisation actually works.
That’s why DCM Executive Recruitment stays involved beyond the appointment.
Through mentoring, professional development and sector-specific support, we help new leaders build confidence, understand their environment and establish themselves successfully.
Because a placement should do more than start well. It should last.
Depending on the role and organisation, post-placement support can include:
The purpose is simple: give the new leader another layer of support while they establish themselves.
One of the advantages of working with DCMER is that recruitment does not sit in isolation.
Through the wider DCM Group, we are connected to professional development, industry intelligence, events and leadership networks across the sectors we recruit within.
For eligible Retirement Living appointments, this can include access to the DCM Institute, an established professional development program for village and head office leaders.
New recruits can be supported through a combination of structured professional development, peer networking, practical resources and mentoring.
That means someone entering a new role is not simply handed a position description and left to work everything out alone.
They can continue learning from people who understand the sector.
We do not believe success is measured by the number of roles filled.
The better measure is whether the person we introduced goes on to become a successful, valued part of the organisation.
That is why we put so much emphasis on understanding fit during the search, and why we continue the relationship afterwards.
Recruit carefully. Support properly. Build placements that last.
For the new leader, it provides an independent place to ask questions, test ideas and build sector understanding.
For the organisation, it provides another layer of support during a period when a successful transition matters enormously.
And for DCMER, it means we remain accountable for more than simply completing a recruitment assignment.
We want to know:
That ongoing relationship is an important part of how we think executive recruitment should work.
If you are planning an executive appointment, talk to us about how post-placement mentoring and professional development can form part of the recruitment process.
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