Our division is built on a very specific process that is driven by quality. We appreciate that no two projects are the same, therefore our communication and understanding with both our clients and candidates alike is imperative in order to match the skill sets that our candidates possess, to that which our clients require. We take as much detail regarding a client's project as we possibly can to ensure that our workers are fully prepared to work and that there are no 'surprises' throughout the duration of the project.

Once we have taken all of the details of the project, we will then only look to source candidates that are highly experienced within the field that a client requires them in. Then when we have sourced the ideal candidates, we will take a minimum of two project specific references from companies for whom they have completed the same line of works before. If any candidates cannot provide these project specific references then we will not submit them to be considered for a position.

When we submit a candidate, as opposed to copy and pasting a CV to the letterhead, we build what we call a 'D6 Candidate Profile'. We converse with our candidates regarding similar projects that they have worked on and enter the salient points into the profile. This helps to save our clients time and effort reading through reams of irrelevant information to find the information they do acutally need.

Finally when our candidates are working on site, regardless of region or country, we will periodically visit both client and candidate on site to complete performance evaluations. These evaluations are great tools for both ensuring that productivity, workmanship amd other important attributes are maintained for the full duration of a project and also for praising candidates that constantly keep this up without any prompting required. They can also be tailored to suit your company and in certain cases even different sites that require different attributes to be monitored.