DVL Group

5 BUSINESS VIEW MAGAZINE VOLUME 10, ISSUE 5 “Many of our customers are beholden to specifications within a standard that is set for them,” he adds. Some of these public entity standards are becoming more regulated, which can complicate the process. DVL also serves as a trusted advisor and partner as a result. Managing the labor shortage and investing in new technologies The recruiting process at DVL has experienced its ebbs and flows when it comes to filling open positions at the company, says Senior Director of Human Resources Christy Magee. She refers to the last three years as a period of a “human being shortage,” and admits that it has been difficult at times to fill certain roles at the company. Finding qualified applicants itself can be a challenge, especially for what Magee calls a “unicorn” position. That refers to a position that requires a specific skill set that is difficult to find but offers rewarding career opportunities. However, DVL has many advantages to offer prospective employees. First, it is an ESOP, or employee-owned business, which offers many financial advantages other businesses can’t match. Second, the company actively invests in its people and technologies to make their jobs easier, in turn providing better customer service. Recent investments in ERPs and CRMs have helped DVL streamline its operations and improve internal efficiencies. With that in mind, DVL is not afraid to invest in the acquisitions of other companies if there is a sector and cultural fit. While most of the company’s growth has been organic, DVL is in an acquisition mode. Long-term partnerships with such companies as top accounting firm CliftonLarsonAllen (CLA), and benefits broker NFP further help DVL reach its goals. Top initiatives in the coming years include maintaining a strong internal culture and ensuring that all employees understand the goals so they can remain on the same page. Another is continuing to educate employees on the benefits and value of DVL’s status as an ESOP. DVL GROUP The ESOP difference That is one way to attract qualified candidates – by giving them a stake in the company where they work. Setting the company up with an employee stock ownership plan or ESOP accomplishes this. However, that also means that any new employee must fit the core values of DVL because that individual may eventually become an owner. “We’re not just trying to fill a job when we hire someone but we want to find colleagues who are interested in building a career,” Magee says. DVL became an ESOP more than 17 years ago when ownership didn’t want to change the sale of a company to outside owners that might break it up. DVL’s role as an ESOP allows employee- owners to feel empowered and enriched in their daily decision-making. Employees have an