Is Your Marketing Team Ready for A.I.?

In the technology world, it feels as though AI has become a natural part of the business landscape. Artificial Intelligence is in every conversation about relationship management, sales automation, and customer service management – but what does it mean to your marketing team? 

Like any professional in the quickly-evolving tech space, digital marketing stars need to stay ahead of the curve if they want to deliver exceptional results for your company. Today, this means understanding how machine learning, neural networks, and customer analysis play into the buyer journey.  

89% of marketers suggest that AI is ready to revolutionise marketing. The question for many technology organisations is whether they are prepared for the revolution. When used correctly, AI can help marketers to understand the people they’re speaking to and develop immersive experiences for buyers.  

So, how do you prepare your team to work alongside the machines? 

 

1. Do You Know Which Activities to Automate?

 

 

One of the most significant advantages of AI in the marketing world is that it allows companies to automate specific tasks. For instance, if you have an AI system in place that immediately tells your marketing teams what kind of content is trending for your industry, then they can spend less time on competitor analysis and research.  

AI allows you to treat your hires as the innovators they are. This means letting them spend less time on tedious and repetitive tasks, and more time making the most of their skills. The question is, how do you decide which challenges need a human touch, and which issues you can leave to the robots? 

An excellent way to get started is to survey your marketing employees, asking them which tasks take up the most of their time, and what they might like help with. Automating activities like social media posts, or content curation means that your marketers spend more time creating real value for your organisation.
 

2. Do you Have the Right Skills In-House?

An AI-ready marketing department needs the right skill sets to succeed. For some companies, this may mean hiring additional data scientists to get involved and support marketing professionals as they implement new AI-enabled strategies. For others, it might  mean providing existing marketers with additional training.  

The first step in making sure that you have the right skills for AI marketing is reaching out to a specialist recruitment agency. With the right recruitment group, you can even improve your chances of finding a candidate that’s both proficient in marketing and aware of the ever-growing nature of AI.  

 

 

After that, it is about creating a culture of growth in your diverse, empowered workplace. Provide frequent training opportunities, allow AI-savvy individuals to mentor the marketers in your team, and give people the chance to visit AI conferences and events.  

 

3. Do You Have Well-Defined Goals?

Goals are an essential part of any business strategy because they help you to determine whether you are heading in the right direction. When it comes to implementing AI in your marketing campaigns, your goals will also give guidance to the people in your staff.  

For instance, if your marketing team know that you are using AI for predictive analysis so that you can predict coming content trends, they can let you know whether you are getting ahead of the curve for your customers or not.  

With a goal in mind, it is also much easier for you to track the success of your staff. Just remember to implement a good strategy for communication too, so that your employees know whom they can go to when they need extra support accomplishing goals, or understanding your vision.  

 

 

4.  Do You Know How to Organise Your People? 

Finally, implementing AI into the marketing process is not just about bringing new technology into the mix. For many companies, it will involve changing the way you think about marketing. AI makes marketing less campaign-focused and more about reacting to the evidence. This requires leaders to take a different approach to organising their teams.  

Managers who know how to appropriately delegate tasks, both to human employees and AI systems will see better results from their campaigns. Remember, even if it means adding more automation and analytics to your company, AI is not there to make a business feel less human.  

Audit your existing marketing strategy and find out where you can bring AI into the mix to improve results and boost productivity. Ultimately, artificial intelligence is not about replacing flesh-and-blood talent, but supplementing the marketing community with the support and context they need.    

For many businesses, the practical use of AI in marketing can be a powerful way to strengthen relationships with customers, and boost employee engagement. Marketers who can spend more time being creative and less time on repetitive tasks can drive conversions and leads for their employers. However, it is crucial for leaders to know how to efficiently introduce AI to the team.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

5 Reasons Why A Stay Interview Will Decrease your Exit Interviews

Your people are the most critical asset your organisation has.  

From the Salesforce consultant that drives ROI and improves customer satisfaction, to an online security team, a tech business would be nothing without the right people. That is why it is so devastating when an essential staff member hands in their letter of resignation.  

While turnover is a common concern for any employer, you do not need to wait for the exit interview before you find out what’s going wrong in your company culture. Exit interviews come at a point where it is too late to do anything to retain the most valuable members of your team. Stay interviews, on the other hand, can reduce turnover by eliminating problems before they drive your employees away.  

Stay interviews offer a behind-the-scenes view of your employee’s goals and day-to-day challenges. They help to ensure a healthy working environment, by giving managers the chance to address issues before they get out of hand.  

Here are 5 reasons why the stay interview will keep your team loyal and engaged.  

1. They Keep the Focus “Positive” 

 

 

The purpose of a stay interview is to identify the issues causing turnover in your company. However, that does not mean that they need to have negative connotations. Unlike exit interviews which leave organisations to learn from their mistakes, stay interviews are about fixing problems and responding to staff concerns.  

Stay interviews help you to find out what’s holding your technology experts back so that they can encounter less overwhelm in their role and deliver better results for your organisation. Alternatively, they can let you know that your DevOps team need a little extra training. They also bring the things your employee likes about their career to the surface, so they remember why they are working for you in the first place.  

2. They Identify Turnover Triggers 

Perhaps the biggest benefit of any stay interview is that they identify the issues that are causing your staff members to leave. While hiring the perfect candidate with the help of a professional recruitment agency might be easy – keeping that crucial talent around is much harder. Stay interviews help you to reduce your exit interviews, by spotting minor issues before they grow out of control.  

During the stay interview, employers will need to ask their people questions that help them to identify problems with procedures, company culture, remuneration, and other things. For instance:  

  • What do you think would make your work experience better? 
  • How can we help you improve your performance? 
  • Does anything about your role worry you? 

 

3. They Inspire Action

 

 

Stay interviews are a crucial part of a manager’s job. They identify the problems that are weighing on employees so that companies can eliminate issues faster, and they also encourage action that may help you to stay ahead of the competition.  

Stay interviews push companies to make sure they are continually taking the next step to treat their tech stars well. Rather than allowing you to become complacent with your retention rate, the stay interview keeps turnover at the front of your mind, so you are always striving to improve job satisfaction. This not only promotes a happier workforce, but it can also reduce your risk of exit interviews too.  

 

4. They Keep the Workforce Engaged  

Stay interviews can improve retention by eliminating the problems that are causing people to leave. However, they can also reduce turnover by creating a happier, more engaged workforce. When teams are asked to offer feedback on their jobs regularly, they see that their employers value and respect them. This can prompt staff to show more dedication to their role.  

Employers can help their hires to feel as though they have a real impact on the company culture, with questions like:  

  • What motivates you to come to work each day? 
  • What do you like most about your job?
  • What changes would you like to see in the workplace?  

5. They Improve the Employer Brand

 

Finally, a stay interview can even help companies to improve their brand, by showing them which parts of their company culture teams like most. If you know that your flexible approach to working and your commitment to workplace wellbeing is keeping your tech staff happy, you can use those things when working with your recruitment agency to attract new talent.  

The key is making sure that you act on the things you discover in your stay interviews. Employees will want to know that you are actively listening and responding to their concerns. Be transparent about what you can do about issues and follow through on your promises.  

 

Finally, Conducting your Stay Interviews

Before employment, companies use competency-based interviews to find the right candidate for their role. After a hire chooses to leave, the exit interview provides insight when it is too late to act on what you learn. The stay interview falls in the middle, at a critical juncture for retention.  

Scheduling a date for regular stay interviews throughout the year may be the key to engaging employees and reducing turnover.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Human Capital Trends 2018: How Prepared Are You?

This year, the Deloitte Human Capital Trends survey for 2018 included insights from over 11,000 HR and business leaders. With insights delivered from 124 countries, the research provided comprehensive guidance into how businesses are entering a new paradigm for management – one focused on the concept of a company as a crucial component of a broader community.  

In a world where tech companies are always looking for new ways to attract and retain dedicated staff members, the Deloitte study for 2018 suggests that we see a shift in the way organisations operate. Focusing on the theme of the “social enterprise”, the research suggests that businesses are now evaluated by more than just their financial performance, or the quality of the products they provide.  

Today, organisations are judged by their “social” performance – the way that they treat their employees and engage with their customers in the context of a wider surrounding community. According to the study, 77% of respondents felt that social impact and citizenship was important to the growth of their organisation, while another 65% said that “inclusive growth” was one of their top 3 goals for the future.  

The rise of the social enterprise is changing the recruitment experience from the inside out.  

 

What Does the “Social Enterprise” Mean to Employers? 

 

 

According to Deloitte, the “social enterprise” has emerged because customers are less trusting of the world around them. We are all more cynical, and more likely to focus our attention on companies who share our values and expectations. For instance, 76% of the respondents from the Deloitte Millennial survey said that they believe today’s businesses are a “force for social impact”.  

It is not just customers that are more drawn to the socially-conscious business either. As more millennials enter the workforce, these candidates are also changing the way that employers appeal to top-tier talent. Three-quarters of the generation say that they would take a pay cut if it meant working for a socially responsible company.  

Ddespite the evidence that a social focus pays off, 53% of respondents in the Deloitte study had poorly-developed CSR programmes in place.  

As the marketplace demands something new from the business world, hiring managers will benefit from adjusting their recruitment strategy to suit the emerging trends. Let’s look at just 3 of the critical patterns addressed by the Human Capital Study for 2018.  

1. The Transformation from “Career” to Experience

Ever since millennials began to enter the workplace, the recruitment journey has started to change. In simple terms, candidates are not just looking for ways to pay the bills anymore; they want a career that’s going to deliver regarding exciting experiences, opportunities for growth, and frequent modes of development.  

This move away from the definition of a career as a source of income and a job as an opportunity for experience is the most prevalent trend facing tech companies in the UK. It means that the organisations willing to implement strategies for personal and professional growth are often the ones that will attract and retain the right talent.  

To adapt to this trend, work with your specialist recruitment agency to determine how you can make work more of an experience for your employees. Think about: 

  • Training strategies: Provide your Salesforce or online security team with training every time there’s a significant software upgrade or change in the marketplace.   
  • Customised development: Discuss your employee’s career plan with them in-depth and come up with a plan to help them achieve their goals. For instance, would they benefit from networking with other experts, or attending conferences?   
  • Keeping up-to-date: The technology industry is growing at a rate faster than ever, with AI, IoT, and agile methodologies leading the way – how are you making sure that your staff is up-to-date?  

2. The Importance of Workplace Wellbeing  

 

 

Thanks to things like smartphones, and collaboration apps that permit people to work from anywhere, at any time, the lines between the personal and professional worlds are blurring. To avoid overwhelm, today’s technology employers need to think carefully about how they can support their hires not just in their professional development, but in their wellness too.  

In the Deloitte Survey, 86% of organisations suggested that well-being is a critical driver of productivity. After all, when the people in your team feel happy and healthy, they are more capable of achieving incredible things. Your workplace wellbeing strategy might involve: 

  • Asking your employees what they need: Rather than just offering gym passes or healthy meals to your tech hires, consider asking them what they need to be more productive. Some may only need a few hours away from the desk each week.
     
  • Making wellness part of the company culture: The easiest way to ensure adoption of wellness strategies in any business is to make them an inherent part of everything employees do. Rewarding people who achieve their wellness goals and celebrating business-wide accomplishments is a great way to make wellbeing feel more natural at work.
     
  • Ensuring constant communication: Making sure that your staff feel comfortable discussing their needs can help to promote a stronger feeling of wellness. Remember that wellbeing is not just about physical health, but mental grit too.  

3. The Rise of the Hyper-Connected Workforce 

 

 

Speaking of communication, the third most critical trend for UK companies in the Deloitte study, was the rise of the hyper-connected workforce. Communication tools are everywhere in the modern business space, helping managers delegate work, and team members collaborate on projects. While these resources can play a valuable role in the digital transformation of a company, they can also be problematic if they are not introduced with the right strategy.  

Deloitte suggests that the hyper-connected workforce needs to be led by the employee, rather than the employer. This means that leaders need to listen to their teams and find out which connectivity tools they need, before bringing new tools into the mix.  

As social media makes its way into the business environment, and terms like “Unified Communications and Collaboration” come to the forefront of company decisions, let your staff guide you towards the products that are right for them. Listening to the needs of tech employees with regular meetings, surveys, and even company suggestion boxes can mean that you end up with an organisation that’s not just hyper-connected, but hyper-productive too.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Do Today’s Compensation Strategies Fit Tomorrow’s Generations?

A compensation strategy is more than just a way to let your HR function know how much to pay your team. When used correctly, these plans can help companies to determine how to attract and retain top-tier talent.  

After all, while many of the most compelling candidates in your sector will be looking for more than “just a salary” in their job offers, that does not mean that remuneration is not essential. Your approach to compensation supports your employer brand by showing you understand your industry. What’s more, it shows your technology talent that you respect and value their skills.  

In a world of transformation and growth, the pay practices of days gone by are changing. Today’s businesses know that they need to find new ways to engage their staff, and that means investing in better training strategies, stronger employer brands, and better rewards.  

As research from organisations like “World at Work” continue to uncover the fluctuating nature of remuneration, it is time to ask yourself whether your current compensation strategy fits with the recruitment world of tomorrow?

 

Do You Know your Employee’s Definition of “Fair” Compensation? 

 

 

According to the Human Capital Management Research team for SAP SuccessFactors, a critical component of a good compensation strategy, is making sure your employees see your practices as “motivational” and “fair”.  

Research suggests that your staff may care more about “how” their salary is determined, than the numbers you offer. After all, most of your job candidates will know that compensation can vary from one business to another. The demands of a role combined with the budget of a specific organisation can lead to fluctuations in pay. The key to successful recruitment is showing people that you are dedicated to giving them the money and benefits they feel they deserve.  

Company-wide surveys to evaluate how your people feel about their income can help to reveal valuable insights into satisfaction. Primarily, your employees expect you to do more than give them a number and walk away. With the guidance of a recruitment agency, you can even launch in-depth conversations with your staff about the pay you can provide, and the salaries offered by other organisations.  

 

Are You Transparent About Pay Opportunities?  

 

 

workplace is a diverse thing. The responsibilities each of your staff members have may impact the salary you offer. This is particularly true in the growing field of technology. An individual with proficiency in DevOps and Salesforce tools might demand a higher rate of pay than someone who deals with basic computer systems.  

While most employees expect that different skills will demand different rates of pay, they also want their employers to offer transparency to what each member of the team is given in remuneration, and why.  

A survey from the Institute of Women’s Policy Research found that 51% of women feel unable to discuss their salary with their colleagues. Implementing a strategy of secrecy within your organisation might seem like an excellent way to prevent issues with compensation dissatisfaction among employees. However, the truth is that hiding salaries are more likely to lead to distrust in the workforce.  

With review sites, forums, and social media now giving employees plenty of ways to communicate, staff can find information about the salaries of former team members, existing staff, and people in similar roles from other companies. This means that if you do not give your team the information they need about remuneration, they will find it elsewhere, and wonder what you are hiding.
 

Can You Distribute Benefits Equitably?

 

 

Circling back to the concept of “fairness” in your compensation strategy, studies suggest that managers now have more autonomy than ever when making remuneration decisions. They not only have an impact on how much a business chooses to pay any employee, but they can also drive decisions about spot bonuses and rewards too.  

healthy working environment can use benefits to drive motivation and engagement in staff. However, this only works if rewards are distributed equitably. Even well-intentioned managers have the potential to make biased decisions based on the people they like most in their teams. Unfortunately, when bias creeps into reward decisions, even small benefits can negatively impact the perceptions of staff who have been overlooked.  

One good way to keep distribution equitable is to create a plan within your compensation strategy, that dictates how spot bonuses and rewards will be given. If each employee knows which behaviours lead to bonuses, and they see a range of staff members recognised for their hard work, your company is more likely to thrive.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Why Cover Letters are Making a Comeback

When you are trying to get the perfect career in your sights, it is easy to assume that a great CV and the help of a specialist recruiter in the technology field is all you need to get noticed.  

Drum roll, enter the underutilised cover letter. 

The fact is, without a cover letter, you are relying on a couple of sheets of paper ONLY to show your value to a professional recruitment agency or the company your recruiter is connecting you with.  

Your CV can highlight a lot of essential details about you, including prior experiences and current skills. However, most recruitment professionals will be on the lookout for that extra special “something” – and that is where your cover letter comes in.  

The right cover letter places the ball in your court, increasing your odds of landing an interview by demonstrating your passion, communication skills, and willingness to go the extra mile.  

Why Every Candidate Needs a Cover Letter 

 

 

A cover letter is not just something that gives bulk to your CV. It provides the recruitment company you are working with extra information on your skills and experience. This means that they will be able to connect you with more relevant positions for your background.  

A cover letter also helps you stand out when your recruitment company ‘sells you’ to their client, with a customised introduction to who you are, and what you can offer their brand. Think of it as your personal sales pitch, marketing your technology credentials, and making that all-important first impression.  

When recruitment companies are looking for that ideal Salesforce consultant or tech expert to pitch to their client, they may use your cover letter in their screening process, looking for signs of the right attitude and understanding.  

So, how do you create a killer cover letter?  

1. Don’t Repeat the CV

One of the biggest mistakes candidates make when writing a cover letter, is to re-write what they have already said in their CV. Since your CV will accompany your cover letter wherever it goes, it is essential to make sure that it includes unique, useful information that a hiring manager or recruitment consultant will not be able to find by looking at your job or education history.  

Tell a story about your experience in the industry, and why you are considering switching roles to work with this new brand. Is there something about this business that appeals to you, such as their company culture or the way they work? You can also research the business in-depth to sprinkle in some facts throughout your letter that shows you did your homework. For instance: “I notice you were one of the first businesses in my area to adopt XYZ…” 

 

 

2. Keep it Short and Valuable

Less is more when it comes to cover letters. Aim for about three paragraphs – just enough to cover the first half of a page. While it’s helpful to give people a glimpse into your background, they won’t need your life story to decide whether you’re right for a position.  

Jump straight into the good stuff by demonstrating how your skills and experiences will help the company in question to achieve their goals. For instance, if your recruitment consultant told you that a particular organisation is looking for a hire that knows how to adapt and problem-solve quickly, highlight how working in 90-day-cycles helps you to keep ahead of the curve. You can even include statistics that demonstrate the results you achieved in previous positions.  

It’s all about demonstrating your strengths as quickly, and concisely as possible. Show your would-be employers or recruitment firms that you know what they’re looking for, and you are ready to deliver.  

 

3. Unique and Custom is Key

 

 

Finally, many people still assume that they can merely staple the same cover letter onto each CV and it will work for any business. Unfortunately, this is no longer the case. Recruitment companies and their clients alike both want to see candidates that are excited about the opportunity to work for their business. This means that a canned cover letter will not cut it.  

Demonstrate that you have taken the time to learn as much as you can about a company before writing your cover letter. This will help hiring managers to feel as though you’ve made certain you’re appropriate for the job before you applied for it.  

Additionally, remember not to focus on the benefits that you think this role will bring to you. Recruitment agencies want to pass candidates to their client that are going to benefit the business and help them achieve incredible new things. Focus on demonstrating your value, and what you can bring to the role.  

 

Today, a cover letter is so much more than an “extra part” on top of your CV; it’s your chance to highlight what makes you different from the other tech talent on the market competing for your dream job.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How Well Are You Treating Your Tech Stars?

Life as a manager can be difficult.  

There’s a great deal of work to be done to excel as a technology leader or manager. The facts are that managers are more than just people who issue orders and track results, they are also the motivators that inspire their teams to success.  

As the head of your team, it will be up to you to delegate tasks efficiently to the people with the right skills, mentor staff members, and teach your new hires what it means to be part of your company’s culture. After all, the success of a business relies on how well a team can work together under the direction of a great leader.  

The following suggestions will help you to nurture your tech stars, so your company can truly shine. 

 

1. Be A Great Listener

 

 

It is easy to get distracted when you are running a business. There are many things to think about, from cash flow to contracts and keeping clients happy. Sometimes, that can mean that the concerns of staff members get overlooked.  

While tunnel vision can be common among managers, it is helpful to step back and look at the whole situation with more clarity. Listen to your employees and find out what they need to be better at their jobs. Ask them to give you feedback about your management style and consider collaborating with your hires when you need to come up with creative resolutions to problems.  

Listening shows your employees that you value their opinion, makes them feel more devoted to the brand and helps you to benefit from a diverse range of perspectives.  

 

2. Empower Employees

Often, being a great leader is about working out what drives your staff to give their best performance. Managers need to create a healthy and nurturing atmosphere in their business so that each person in their group has the space and support they need to grow.  

The best way to empower teams is to avoid the issue of micromanagement and give your people the chance to make the most of their skills. Ask them what they need to get a job done, whether it is additional training, support from others, or simply an extra piece of software.  

If your hires feel as though they’re actively making progress towards their professional goals, they will be happier in their roles.  

 

3. Nurture Growth

 

 

A great manager not only helps their teams to thrive in their existing positions but also gives them the tools they need to continue growing too. As businesses attempt to nurture their customers with regular support and guidance, employers need to look after their tech stars too. 

A development plan can be a great way to show staff that you are interested in their future and that they have an opportunity to achieve something great with your brand. Remember, growth for most tech talent will go beyond being able to use the latest Salesforce software or cloud computing tools. Your people might want to expand their network with tickets to industry events or take part in essential business discussions.  

Often, managers who treat their employees with generosity get the biggest returns in the form of stronger employer brands, more significant profits, and reduce turnover.  

 

4. Reward Good Work

Everyone likes to feel appreciated. A rewards program can help you to show your hires that you value their performance, even when you do not have time to check in on them regularly. An employee of the month program may be an excellent place to start. However, the best rewards are often personalised to suit the needs of each person in your team.  

For instance, your technology star might appreciate the chance to win a trip to an upcoming software conference. Not only does this appeal to your staff member’s personal interests, but also gives them an opportunity to expand their skills, which brings more benefits to your brand.  

Learning about your hires and responding to their individual needs, expectations, and hopes can help to transform you from just another boss, into the ultimate tech manager.  

5. Empathise and Respect

 

 

Finally, while a boss does not need to be best friends with their team, it can be helpful to show your people just how much you respect and value them. Be the manager you dreamt of being when you first earned your promotion by showing your staff that you understand their concerns, and you are there to help them reach their goals.  

Be a leader and guide your group towards success one step at a time, reminding them that you know what its like to be in their shoes. You want your hires to grow into successful people, so make sure that you show them that.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How Diverse is Your Workplace?

As research continues to show that diverse teams outperform their counterparts, companies are beginning to realise how important variety can be when it comes to recruiting a technology team.  

While it is logical to instruct your specialist technology recruitment agency to help you find employees that have the right attitude, skill-set, or cultural fit for your role, it is essential to make sure you are drawing in applications from a range of backgrounds.  

After all, as the technology world grows more broad, with disruptive technologies like IoT, and A.I. leading the way, the companies with the most diversity will be the ones prepared to stay ahead of the curve.  

A broader collection of mindsets leads the way to better thinking, more significant innovation, and a better opportunity to overcome stale, outdated ways of thinking. So, how can you implement better variance in your team? 

 

1. Understand What “Diversity” Really Means

 

 

The first step in building a healthy and diverse working environment is understanding what you are trying to accomplish in your organisation. Diversity is not only about having an equal share of women and men in the boardroom.  

Real diversity and the benefits that come with requires consideration of more than just gender. Employers also need to think about age, culture, race, religion, sexual orientation, and even different thinking patterns.  

 

2. Know the Value of Real Diversity

Once you have got to grips on which segments you need to look at to broaden your hiring experience, it is time to get everyone in your leadership team on board, with an insight into the benefits of a diverse workforce. Looking at the benefits can make it easier to determine why you need to make diversity an integral part of your mission statement: 

  • Extend your recruitment reach: If your recruitment company knows that you are willing to accept various candidates, they will have an easier time finding you the talent you need from previously-untouched or underserved groups.
     
  • Improve your employer brand: Technology experts like to know that they will be accepted in a team for who they are. Demonstrating the inclusive nature of your business is a great way to make your company more appealing to new hires.
     
  • Increase innovation and creativity: New people with different experiences and backgrounds bring new perspectives into the decision-making process. With the right diversity, you can demolish ingenuity roadblocks.
     

 3. Find Opportunities to Diversify

 

 

Creating a diverse brand is not always easy. Often, you will need to look for ways to reach out to new cultures and groups that don’t typically find their way to your door. Speak to your professional recruitment agency about what they can do to help you connect with a broader range of hires. For instance, they might recommend that you offer internships for recent graduates or include specific terms in your job description to attract other groups.  

Your recruitment partner can also give you suggestions on which benefits you can offer to make your roles more appealing. For instance, more opportunities for remote working, or the chance to take days off on religious holidays are great ways to show that you are willing to be more diverse.
 

4. Make Diversity Part of the Company Culture

For your expansion to be successful, you will need to incorporate a culture of diversity into everything you do, addressing individual and common differences throughout the employee lifecycle.  

For instance, after you have hired someone new, ask them how they would prefer to approach the onboarding process. Regularly question each of your employees to find out what kind of benefits they are looking for, and what they need to perform their job as well as possible. At its core, embracing diversity is simply about treating each of the people in your business as an individual.  

If you are willing to reach out and make a connection with your hires and discover their unique differences, then you will begin to see the benefits in the form of more dedicated workers, better delegation, and improved retention.
 

5. Make Everyone Feel Like Part of the Team

 

 

While a quest for diversity pushes employers to treat each of their candidates in a personal, unique way, it is worth noting that people still like to feel as though they are part of a team. Though your hires might want to be recognised as an individual, they also want to be included as part of your business dynamic.  

Build bonds between your staff members as early as possible, giving them ways to communicate both in-person and through technology too. Many tech professionals will feel more comfortable connecting with their co-workers over instant-messaging platforms and social media, and this can be a good way to break the ice.  

Providing a venue for mentoring, networking, and socialising will help to transform your team of diverse employees into a group of happy staff, ready to support each other, and your business on the road to success.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across, Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Competency-Based Interviews: Are You Prepared?

A competency-based interview can be a daunting concept. In these meetings, technology candidates need to give specific examples of times in which they demonstrated specific traits or skills. Questions require interviewees to describe situations and problems, followed by the actions they took to find a resolution and the results of the situation.  

Competency-based questions give companies a chance to evaluate a person’s mindset and approach to work, revealing information that doesn’t appear on a CV. These questions go beyond exploring a tech employees skill working with software or device and distinguish what that person will be like as a new hire.  

The good news? The right preparation can ensure that you are ready to amaze your would-be new manager with the perfect competency-based interview.  

 

What Are Competency-Based Interviewers Looking For? 

 

 

Different organisations need different competencies. While soft skills remain essential for every business, such as the ability to work as a team, specific industries will be looking for evidence of expertise in particular areas. For instance, your hiring manager might ask questions which prompt you to demonstrate your: 

  • Technical knowledge: The IT industry relies on candidates having perfect technical skills – whether they are focused on cloud computing, Salesforce marketing, or coding. A competency-based interview allows you to highlight the measurable value of your experience.
     
  • Problem-solving abilities: The agile pace of things like salesforce and digital marketing industries mean that today’s organisations need to be able to adapt and evolve quickly. Tech hires must be able to respond to everyday challenges quickly, and creatively, using their unique background to aid them.
     
  • Analytical thinking: Technology has made the analysis of data easier than ever. However, a technology employee will still need to figure out how to use the information gathered by a business in a productive, and lucrative way.  

How to Prepare for Your Competency-Based Interview 

Preparing for a competency-based interview is all about finding the best way to demonstrate the skills your new manager might be looking for.  

To get started, speak to your specialist technology recruitment agency about the business you’re applying to work for. They can provide you with useful information about the company that you can use to predict your competency-based questions.  

For instance, if you learn that the brand you want to work with is highly-focused on company culture, then you can assume they’re going to want to know about your ability to work with other tech staff members.  

You can also look at the job description. For instance, an employer looking for a salesforce consultant is sure to be searching for someone who demonstrates a strong knowledge of the software, and a passion for technology.  

 

Expect a Structured Approach  

It is also worth noting that your competency-based interview will not be the same as other interviews you have had with organisations in the past. These discussions follow a highly-structured format, designed to give interviewers all the information they need about a candidate.  

For instance, an employer may say: “Tell me about a time when you used a specific technology process to solve a problem”. Then, you would need to highlight a specific situation in a previous career or position where you came up with a resolution to benefit the business.  

It’s easy to get off-track when answering competency-based questions, so before you start speaking, think of a specific example of a situation you can use to demonstrate essential skills for your role. By focusing on one example, you can keep your answer clear, concise, and on-topic.  

 

Use the Star Approach to Shine  

 

 

The easiest way to respond to the structure and focus of a competency-based interview is to have a plan of action for creating the perfect answer. The “STAR” acronym is a useful tool that can remind you of each point you need to cover in a response: 

  • S: Situation – Describe the situation or challenge you faced. 
  • T: Task – Explain what needed to be done to reach your goal. 
  • A: Action – Express what you did personally, and how you contributed to a positive outcome. 
  • R: Result – Thoroughly cover how your work led to a positive result for the organisation. 

Following this structure and practicing your answers before-hand will help you to feel more confident then next time you are in a competency-based interview.  

While you might not be able to prepare for anything your interview will bring, you can take steps to ensure that you are prepared, succinct, and professional on the day.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

What Makes a Great Salesforce Consultant?

Salesforce consultancy jobs are growing increasingly popular in the tech world.  

As organisations in every sector begin to recognise the importance of good customer experience in building a powerful brand, relationship management platforms like Salesforce are soaring into the spotlight.  

Of course, it’s not enough for teams to simply implement Salesforce technology. Brands hoping to take their sales strategy to the next level need a consultant on-board who can optimise the working environment, and delight an audience.  

The question is, how do you become the salesforce consultant that your future employer needs? 

1. The Right Certifications 

 

 

Although there’s more to being a great hire than knowing your way around the Salesforce platform, it’s important to understand the intricacies of this technology. Most hiring managers will check for evidence of valid certifications before inviting a candidate into an interview.  

Remember, in today’s constantly evolving technology marketplace, it’s crucial to keep your education updated. New additions to the Salesforce platform might prompt the need for re-certification. Once you join a team, your employer may be willing to provide further training.  

2. Communication is Key 

While there’s no denying that a Salesforce education is crucial to your role as a consultant, there’s also so much more to consider. At its core, consultancy is all about communication.  

Expert communication is a critical skill to learn when you’re planning your tech career. You’ll need to find out which systems your employer currently has in place and explain how different Salesforce strategies can benefit them in the long term. Hires will also need to listen carefully to the concerns of their leaders and look for ways to successfully “sell” big changes that may need to be implemented into the business.  

After all, the age of digital transformation is here, and that may mean that Salesforce professionals lead the charge towards modern, more agile methods of working.  

3. Business Empathy 

A great Salesforce professional doesn’t simply tell a company how to change their processes. Consultants must know how to present plans, so they fit with the ideals and vision of the organisation they’re working for. In other words, they need “business empathy”.  

In simple terms, you’ll need to understand the needs of a business from their perspective and use the knowledge you have about the aspirations of the brand to make your plan more appealing. For instance, if your employer wants to attract a new demographic to their product, you can show how a specific Salesforce implementation or strategy might appeal to that target market.  

4. Good Team Player

 

 

Salesforce consultants frequently take the lead when pushing businesses towards better customer service practices. It will be your task to walk colleagues and company executives through unfamiliar territory, introducing them to practices that they may not have encountered before.  

Because implementing new strategies, even in a fast-paced technology environment, can be complex, Salesforce consultancy employees must be patient, understanding, and supportive. Employers are more likely to choose candidates who know how to build people’s confidence in a new methodology by offering as much information and guidance as possible.  

5. A Passion for Technology

While “tried and tested” practices are still important for many companies implementing Salesforce technology, the rapidly-changing tech world means that Salesforce consultants need to be open to exploring new ideas.  

As the digital world becomes even more agile and business trends continue to change, it’s up to you to make sure that you stay ahead of the curve by building your skills, exploring innovative ideas, and making necessary tweaks.  

Show your hiring manager that you’re not afraid of taking risks if it means delivering greater benefits to the company. However, at the same time, be careful to demonstrate that you won’t be reckless with the organisation’s resources.  

6. Great Networking Skills

 

 

Sometimes, updating your skills as a Salesforce consultant isn’t just about taking online courses and reading articles in your spare time. Salesforce.com regularly holds meetups where admins, developers, and vendors can get together to discuss the platform.  

Adding your attendance at these events to your CV is a great way to show future employers that you’re willing to go above and beyond for your career. What’s more, it’s a fantastic opportunity for professionals to discuss best practices and socialise with people who may enhance their skillset.  

The right networking practices even open the door to new employment opportunities, ensuring that you don’t have to wait as long to find a new job when you want to take the next step in your Salesforce consultancy career.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets. We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

The 8 Daily Habits That Are Damaging Your Digital Marketing Career

Let’s face it, we all have bad habits.  

Some people are constantly procrastinating, while others struggle with gossiping and persistent lateness. Whatever your misdemeanours might be, they may be stopping you from achieving the next milestone on the road to the ideal digital marketing career 

By defining and tackling your issues one at a time, you can transform yourself into a more desirable hire for any digital marketing group.   

Here are just some of the habits that may be holding you back.  

1. Constantly Cutting Corners and Missing Project Deadlines

 

 

Managers expect only the best from their employees. If your issues with time management mean that you’re always cutting corners to finish tasks promptly, or you’re frequently missing deadlines, this will eventually rub your boss the wrong way. Look for ways that you can speed up your processes, organise your day more efficiently, or delegate tasks to simplify your schedule.

 

2. Stretching The Truth

It’s tempting to tell a little white lie when you’re concerned that the truth might reflect badly on you. However, remember that both your team members and your employer need to be able to trust you if you’re going to work well together. Be honest and willing to own up to your mistakes, no matter how humiliating it might seem.  

 

3. Failing to Follow Through

Agreeing with whatever your manager asks you to do may seem like a good idea at first. However, when it comes to crunch time, if you can’t follow through then you’ll begin to lose trust and your reputation will falter. Make sure that you only promise to do the things you’re sure you can accomplish.  

 

4. Always Being Late to Work

 

 

When you arrive late for work, it can have a ripple effect on your performance for the rest of the day. Not only do you disappoint your manager with your lack of punctuality, but you’ll also be rushing to catch up with your schedule. This might mean that you miss deadlines or make mistakes in projects that lead to further problems in the future.  

 

5. Having theWrong Attitude

There’s always someone in every company that seems to complain about everything. Unfortunately, these are rarely the people who get promotions when new opportunities arise. Projecting a negative attitude into the workplace can make other people feel less inclined to work with you. On the other hand, maintaining a positive view makes you more appealing to colleagues and leaders alike.  

 6. Addiction to Social Media

There’s a time and a place for social media. Staring at your smartphone and updating your Twitter feed when you should be focusing on demonstrating your tech skills can have a negative impact on your career. If you struggle to unglue yourself from your social platforms, turn your phone off when you get to work and make sure that you don’t turn it on for the rest of the day. It will be tough at first, but it’ll also mean that you can concentrate exclusively on the task at hand.
 

7. Repeating Your Mistakes

 

 

We all make mistakes. In the professional world, it’s how you learn from your blunders that matters. The best employees know when to own up to their errors and learn from them. The next time you do something wrong in the workplace, ask yourself why the problem occurred and what you need to do in the future to avoid it. For instance, if you entered the wrong information on a Salesforce field, would better time management give you more room to double-check your entries next time?  

 

8. Lone Wolf Syndrome

Finally, talented tech professionals don’t always have the best social skills. When you spend all your day sitting in front of a computer, it’s easy to forget that you work with a group of other people. While independence is great in some situations, it’s often the team players that see the most success at work. Think about how you can branch out and connect with other hires in your space. Offer to help with a complex task, ask for support on a new project, or simply check up on how co-worker assignments are going.  

As tough as it can be to overcome bad habits, learning how to replace your flaws with positive work practices is often the key to becoming a more productive and promotable employee.  

 

About Resource On Demand

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769