Recruiter Spotlight: Dorian Caccamo

Dorian joined Nielsen Associates in January 2021, bringing more than five years of recruiting experience to our team. She was a corporate HR practitioner before transitioning to Executive Search, so she understands the sense of urgency to fill an opening quickly AND the importance of making sure skills are aligned with job requirements.  Dorian takes a service-oriented approach to balance competing priorities and client needs.  

Dorian says her decision to join Nielsen Associates has been life-changing. She’s earning more, enjoying greater work-life balance, plus she’s mastering her niche industry with a variety of challenging Marketing and Sales openings to recruit for. Making the transition from corporate to an agency was intimidating at first, “but I see I can do it, especially in an environment with a supportive team.” 

We asked Dorian a few questions to get her perspective on the state of the employment market. Check out our interview for her advice, and connect with her directly on LinkedIn. 

LB: It’s amazing you have made a life-changing career move! What do you love most about being a recruiter?

Dorian: When I connect a client with a candidate and there’s a great fit, I’m solving a problem, and I make people happy. It’s an accomplishment that feels good. I enjoy recruiting for clients who are employee-centric; where there’s a goal for new hires and a true onboarding process. 

LB: It’s not always easy to find a great fit. What’s the most challenging part of working with both parties?

Dorian: Sometimes both parties can be way off when it comes to salary expectations, and there’s a need to educate both the client and the candidate on the reality of the current market. My role is challenging because I act in the best interest of both. Sometimes they may not want to hear my advice. I am always honest; it’s the only way to be in this business. In the end, having an objective opinion will always make the outcome more successful.

LB: What are some of the challenges recruiters, employers, and candidates are facing now?

Dorian: To begin with, there are less candidates looking for work; and most want the flexibility to work remotely. But many employers aren’t offering a remote option to new hires, and many do not know how to properly onboard new employees, especially remotely. But it’s about more than remote work. People are considering the culture of the company, the environment, the compensation package: PTO, 401(k), medical benefits, and extra perks like summer Fridays. It is not always about the salary. Employees want to know they can really grow with a company; that there is a plan for them.

LB: What type of strategies would you recommend to companies who are feeling the effects of the Great Resignation?

Dorian: Communication is the key to everything. If you do not communicate with your employees, you will not know what’s pressing them to make the choice to leave. Be proactive and connect before they resign.

LB: What advice can you give employers who want to fill long-term positions?

Dorian: You can make a big impression during recruiting and hiring. Make an offer candidates cannot refuse, which includes not only compensation but a focus on career growth and a positive work environment. Be honest about your expectations before their first day.

LB: What are the top 3 competencies that make a marketing candidate outstanding?

Dorian:  Communication skills, digital fluency, and analytical skills are important for success in any marketing role. 

LB: Making a career move can be stressful. What advice you would give to someone who’s going through the uncertainty of it?

Dorian:  This is your time. Seriously consider what is important to you. Think about your career and your lifestyle. Ask for what you really need and want.

LB: Why should companies consider Nielsen Associates when they have marketing openings?

We pre-screen thoroughly to identify qualified candidates and present candidates quickly because of the relationships we have with our network. Our clients can rely on us to be an extension of their employer brand, giving candidates a good experience through trust and honesty. When there’s a challenging role to fill, we take the time to understand why the position is open and the challenges the clients have faced. We learn about their business needs and their culture. Request a free consultation to learn more about our hands-on, consultive approach to recruiting.