At D&Z, we focus on attracting and retaining the best and brightest people from the talent pool, and as numerous studies show, a diverse workforce can help to differentiate us in the marketplace and, therefore, give us a competitive advantage. A diverse workforce can also lead to improved performance, higher levels of creativity, and more effective relationships with customers, suppliers and employees.
In order to prepare for what we hope will be a long-term relationship, we think it is important that you not only have the skills and experience for the job, but that you are also aligned with our Build-a-Better You (BBY) program. BBY includes the various elements of culture, work and compensation/benefits that we offer in exchange for your time and talent. These elements vary by company, location, position, manager and more, so it is important that when you meet with members of our team, you are prepared to discuss your expectations and ensure that they align with what we have to offer.
I applied for a position, what happens next?
Our Talent Acquisition team will review the resumes received for each position. If it’s determined that your background and qualifications are a match for an open role, the team will reach out to you via email to schedule a telephone interview. Unfortunately, we cannot reply to everyone who submits a resume.
What is D&Z’s interview process?
The interview process will vary based on job type and location. Our interview process typically consists of skills, leadership and behavioral based interviewing integrated with our Competencies and Core Values. Please be prepared to give specific examples that demonstrate your past experiences and skills and how they may relate to the position for which you are interviewing. The process length is largely dependent on schedule alignment, but we strive to make the process as quick and transparent as possible. For remote or hybrid positions, the interview might be via phone/video or some combination of in the office and video.
How can I prepare for my interview?
Before the interview, take time to get to know us by perusing our website and social media channels. Our website is packed with resources and insights into life at Day & Zimmermann. Feel free to ask around about us—we’re proud of our company culture and history. Most importantly, be ready to effectively communicate your skills and achievements and familiarize yourself with our Build a Better You Program to ensure your expectations align with what we have to offer.
What should I wear to my interview?
This is your time to shine, so look your best! We recommend Business Professional or Business Casual attire when you interview with Day & Zimmermann. You should check with your Talent Acquisition Partner to see what they recommend for your work location. If you are interviewing from home, still put your best foot forward and find a quiet neutral place to take the call such as your office or dining room table.
How can I check the status of my application?
Follow up with your recruiter at least one week after applying. If possible, write a personalized follow-up email to the hiring manager. Thank them for taking the time to meet with you, reiterate your interest in the position and say why you’d perform well in the job.
Will my interview be in person or online?
Interviews may be conducted via phone, in-person or virtually through video conference. Depending on your state’s COVID-19 guidance, job seekers should be prepared to be interviewed via Skype or Zoom instead of in person. If interviewing in-person, we recommend that all parties follow the CDC’s social distancing guidelines.
What does D&Z look for in a candidate?
We want to hire the most talented and engaged employees who are culturally aligned with our Core Values, our work and our Build a Better You program. Having a diverse workforce of agile, collaborative and edgy people will help us to Accelerate the Next Generation of Innovation!
Will I be required to take a skills or aptitude test?
The requirements for each position vary, so it depends. You may ask your recruiter/hiring manager if a skills test is required for your specific role. By completing assessments, we are able to identify objective predictors of performance in a more effective way than the interview process alone.