DNA Script reviews

We understand the process is long and challenging. In fact, 2/3rd of all candidates highlight this in the survey we systematically send them. We inform applicants about the length and structure of the process either in the job description or during the first interview with the hiring manager/TA representative. At the same time, as recognized by 84% of our candidates, this enables them to have a clear understanding of the company and of their future role. Once the offer is accepted, we align the start date with both the candidate’s and our availability. Due to the context of this role (maternity leave), all late-stage candidates were informed about the start date being around mid-July. At the time of employment, employees at similar level are being treated fairly with each other. We make sure that, upon arrival, everyone receives a clear 30/60/90 plan describing tasks, expectations and what success looks like for their role. This framework is adjusted for short-term contracts. The competence of employees is assessed on their ability to perform the tasks highlighted in the job description and in this plan. It’s something we cannot fully measure during the interview process, so every employee has an opportunity to openly discuss the workload and difficulties, if any, with their manager to adapt and optimise the tasks. Short term contracts have short probation periods. Due to this, we take quick, but informed decisions backed by the discussion with the HR team. If we decide to stop the contract early, both the manager and the HR team offers support with finding a new role.