How to Answer Those’s Really Tough Interview Questions

Enjoying a successful interview in today’s competitive technology job market can be a challenging feat. If you want to be prepared for your next interview, then you need to know how to answer the complex, questions your hiring manager is likely to ask the next time you apply for the job of a lifetime.  

Hiring managers aren’t picking complicated questions to stress you out or throw you off your game. Remember, like you’re looking for the perfect role, the company you’re interviewing with are looking for the ideal candidate. Those tough questions are your interviewer’s chance to get a deeper understanding of who you are, and what makes you a good fit for the organisation.  

Here, we’ll look at 5 tough interview questions, and how you can answer them.  


1. Questions About Co-workers: “How Did You Feel About Your Last Team?”

Most staff members won’t work in a silo, disconnected from the rest of the business. That means that when your hiring manager wants to see how you’ll work as part of a team, they’ll ask about your previous experiences with other employees. For instance, they might ask, “How did you feel about the people you worked with in your last role?” 

The key here is to stay away from negative answers. If you don’t have anything positive to say about your old coworkers, be honest and professional in your reply, such as: “We had a few debates on how individual projects should be handled; it’s natural I guess. I have always been a team player. In fact, on my last project I…” 

Emphasise how you developed your rapport building skills to connect with colleagues who communicated and worked in a different way to yourself.

Give examples of project teams that you were part of and what roles you had in the various teams
and what the outcomes of the projects were.

Remember that any interviewing manager knows that not everyone in a team will be ‘best friends’. What they are looking for is how you handle situations.


2. Questions About Failure: “Tell Me About a Time When You Didn’t Succeed”

During any interview experience, the hiring manager you speak to will want to assess your abilities, and how you’re going to impact the existing team, you are soon to be a part of. Though they’ll want to see examples of your achievements, and the things you might have accomplished in the past, they’ll also be interested in finding out how you respond to failure.  

No-one wins all the time.  

The key to being successful with your answers here is to think about how you can discuss what you learned from your mistakes. Explain how a previous situation went wrong, then tell your interviewer how you adapted to the experience, and what you’ve done to reduce the risk of similar problems occurring in the future. For instance, if you didn’t meet a deadline to implement a programme on time because a client was too vague with their specifications, you might have come up with a more intuitive way to ask for briefs from future customers.


3. Questions About Weakness: “Describe Your Biggest Flaw?”

This is another interview question that can be complicated and a challenge to answer. When you’re trying to make sure that you show your most “hireable” side to the business, it can seem counterproductive to highlight your flaws. However, with this question, your hiring manager is looking to see that you’re willing to accept your development areas and deal with them.  

Avoid telling your interviewer that you don’t have any shortcomings, or offer vague answers like “I’m a perfectionist”. Instead, be honest about the things that you’re not great at. Try to choose a something that isn’t going to be a deal breaker based on what you learned from the job description, then show the company that you’re currently focused on a process of self-development, intended to help you improve your skills and abilities.  


4. Questions About Motivation:

The purpose of an interview is for employers to understand more about candidates and how they will fit into the company culture as well as their fit for a role. A part of this will be finding out more about who you are, and what motivates you towards success.

Contrary to what many people think, salary isn’t the No 1 motivator. Yes, we all need it to support ourselves and families, and there is far more to this question.

The most common question you will be asked is “What motivates you?”, sometimes you may hear, “What’s important to you about the job you do and your career?”

This kind of question explore your “values”, and the interviewer is looking to see if your own personal values align with the values of the company you are applying to work for.

Examples of what motivates individuals are;  

  • Having interesting and meaningful work 
  • Being able to use their skills fully 
  • Opportunities to contribute outside their primary role responsibilities 
  • Development opportunities 
  • Working alone, or with others depending on the role 
  • Achieving goals 
  • Seeing a career pathway 
  • Personal and team recognition 
  • Having close working relationships with colleagues 
  • Flexible working opportunities 
  • Working with an inspiring manager 

While it can be easy to check out your prospective employer’s values on their website and
talk about things that relate to these values, if you don’t share these values
you are at risk of talking yourself into a role and company that you are likely to be unhappy in.

Be clear at the outset of any interview what is important to you about a new role and the company.


5. Questions about Goals: “Where Do You See Yourself in 5 Years”

Most employers want to know that the people that they hire have ambitions and passion. In other words, have an idea of what you want to accomplish not just in general, but in the context of your potential new role within a team.

Think about where you’d like your career to go if you were offered the job, and what you could do to improve your chances of reaching your own personal career aspirations. For instance, if you’re hoping to be a team leader in three years, how are you going to make that a reality? 

Although there’s nothing wrong with talking about how the company in question could support you to achieve your goals; don’t make it sound like your future rests entirely on your new employer’s shoulders. It’s up to you to make sure you can drive your own career growth. 

The Easy Ways To Deal With Overwhelm At Work

The world of employment can be overwhelming and stressful sometimes – even if you love your job. We’re all dealing with many professional and personal pressures that make managing the chaos of everyday life increasingly complicated. When you combine your worries at home with impending project deadlines and uncooperative co-workers, it can feel as though succeeding in your business role is impossible.  

The good news is that you don’t simply have to “put up” with the stress. Rather than ignoring your feelings and pressing your nose further to the grindstone, it makes sense to create a strategy that might help you to reach your goals with fewer problems. Here, we’ll cover just some of the steps that you can take to banish overwhelm from your life, and regain control over your career.  

Have a Plan 

When it feels like you’ve got far too much to do, taking the time to step back and think strategically can seem a little counterproductive. However, planning could ensure that the rest of your time at work is far more efficient.  

Begin by writing down what you need to do for the day or the week, and figure out which order you should be completing tasks in. You’re sure to find some things more important than others, and this will help you to stop thinking about how you’re going to fit everything in.  

When you’re feeling overwhelmed, only stopping for a second and taking the opportunity to breathe and evaluate can give you a lot of much-needed power over the situation. Remember to prioritise your tasks, and accomplish them one at a time. Multitasking is never an effective way to get things done. 

Give Yourself a Break 

Stress can be a huge detriment to your work life. When you’re spending all of your time in the office panicking about what you need to get done, you don’t have any space left to focus on the challenges at hand. Stress closes the creative part of the brain, damages our cognitive processes, and even disrupts our perception of time, so we feel like we’re losing minutes faster.  

Although it’s hard to tear yourself away from your desk while the demands are piling up, taking some time out to relax can be an excellent way to lighten the burden. While it’s tempting to work without breaks, the reality is that you can only accomplish so much before your brain needs a little rest and rejuvenation.  

If nothing else, spend about five minutes walking around the outside of your building. The fresh air can do wonders for clearing your head and reducing your anxiety levels.  

Speak to Someone 

Sometimes, all you need to do to help yourself cope with a stressful professional situation is to say your concerns out loud. Speak to someone about the issues you’re facing, and see whether their input can give you a new perspective on the problems at hand.  

Ideally, you’ll want to talk to someone  who will only listen to whatever you have to say. Sometimes, the ideal partner will be a co-worker, who knows exactly what it’s like to deal with similar problems in your industry. In other circumstances, you might even feel comfortable talking to your manager about the problems you’re having, and the things you might need help handling.  

If you do decide to speak to your line manager, make sure that you don’t come across as though you’re complaining about too much responsibility. Instead, say something like: “I feel like I have a lot to cope with right now, and was wondering if you had any guidance on how to tackle it all?” 

Look After Yourself 

It’s hard to produce your best work if you’re not caring for your mind and body. A lot of people who feel overwhelmed at work end up pushing themselves to work constant twelve-hour days or continuing to work on projects at the weekend because they feel they have too much to do; unfortunately, this rarely ends well.  

If you’re sitting in front of your computer, too exhausted to concentrate, and too stressed to sleep, then you’re still not accomplishing anything positive. When you’re tired, you’re more likely to procrastinate. At the same time, exhaustion makes your worries feel bigger and more significant than they really are; which can lead into sending yourself into “panic” mode.  

Give yourself some rest, and make sure that you get minimum hours of sleep every night – no matter how much work you have to do.


Know Your Triggers 

Finally, when you’re feeling overwhelmed with your professional role, it’s important to know exactly which factors are pushing you to the brink. For instance, do you feel like you’re getting too many assignments to handle, or is your boss making you feel overly pressured? If you know what causes the brunt of your concern, you can begin to act and fight back against your nerves.  

Keep a journal of your thoughts and feelings to help pinpoint which issues could be causing your unhappy feelings. Once you’ve figured out what’s affecting your mood, you’ll be able to speak to your boss about changes you need to make.  


About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

Manager Vs Leader; Which Are You?

The terms “manager” and “leader” are often used interchangeably, but the truth is that they describe very different roles. Although both managers and leaders often stand at the head of an organisation and direct the path that a company takes, their attitudes and approaches are entirely different.   

While a manager could be someone who teaches their employees what the future of a business should look like, and how they can achieve specific goals, a leader is someone who creates a vision of success and inspires their team to connect and engage with the idea.

As a result, their team will want to follow, and in doing so, they will be committed to facing and overcoming whatever obstacles, they face as well as any uncertainties and risks.  

Often, a distinction is made in which management means “doing things right”, while leadership involves “doing the right things”.  While most people will share the characteristics of both great leaders and great managers, the following differences could help you establish which you are today and which you may prefer to be.  

1. Vision Vs Strategy

A leader is typically someone who thinks more about the “big picture” for a team, brand, or company, rather than focusing on which systems and processes will be needed to realise the vision.

Leaders outline the direction of the route they want to take and communicate the goals and milestones that need to be achieved along the way. Then they empower their teams and give them the freedom to achieve the goals. These professionals know what they want to accomplish, and believe in the ability of their team members to find the best path to success.  

Alternatively, managers focus more on what needs doing, what systems and processes are used and if they are being utilised in the ‘right way’. You could say that managers focus on managing ‘things’ rather than people.

Leaders consider the overall vision to be the most important factor in success, while managers concentrate on the details of how to bring that vision to life. The reality is an organisation requires

A great leader relies on imagination and creativity intended to motivate a group of employees towards a shared ambition. A manager looks at what worked for them in the past and builds a strategy based on numbers, data, and measurable results; specifying exactly what needs to be completed to reach a goal. One doesn’t work without the other. Often, however, individuals have a natural preference for one of these roles. Both can also be learnt.  

2. Growth Vs Sustainability

When a manager thinks about how they can be successful, they’re often concerned with devising a plan to sustain whatever they’re managing. They are inclined to look for the best ways to keep a system working for as long as possible. While they may look for improvements, a leader is more likely to look for change and innovation. The latter provides greater opportunity for development and growth, both of systems and people.   

A leader is more willing to take risks because they know the only way to evolve, is to change, they  inspire others to do the same.


3. People Vs Systems 

A great manager knows how to create a system for success. They evaluate the strategies used in the past to make informed decisions about the future. Managers not only put the right systems into place for exceptional results, but they also know how to get the right employees involved within that system too – delegating tasks to the people with the most appropriate skills.  

By focusing on the people behind the work, managers can access an incredible amount of knowledge that’s impossible to achieve with a company handbook. While managers are crucial to organisational success, a leader recognises what it takes to motivate people, inspire change, and encourage action. 

4. Courage Vs Discipline

As we have already mentioned, a manager tends to be more risk averse their focus is on bringing a strategy to life by following using systems, processes and guidelines. They keep individuals in their team on track and make sure that everything comes together as planned. They often have an attention to detail and can monitor progress ensuring deadlines are met. 

Contrastingly, a leader’s life is often filled with risk and uncertainty. Leaders make decisions based on educated risks when planning what’s next for the business and team. Sometimes this can involve setting a course that takes the company and team into uncharted waters.

To shoulder such decisions, taking both responsibility and accountability requires courage. Generally,
leaders have a plentiful supply of it.   


About Resource on Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

5 Reasons Why Your Best Candidate Said, “No Thanks”

The race for the perfect recruit is on. As companies in the technology industry struggle to find the perfect combination of skills and characteristics in their ideal employee, the recruitment experience is growing more complex than ever.  

It’s not an employer’s market anymore.  

Tech specialists have their pick of countless new job opportunities today, which means they have the luxury of being able to choose the right work environment, the ideal title, and the best perks.  

In a world where candidates reject up to 50% of all job offers, it’s time for businesses to start thinking about how they can refine the hiring process, and improve their chances of attracting the perfect employee. Since the best way to improve is to learn from past mistakes, we’re going to look at 5 of the top reasons why your ideal applicant might say “no thanks” to your career opportunity.

1. The Recruitment Process Took Too Long

Tracking down the right team member is a huge challenge. You might spend months evaluating your business needs, working out which roles need to be filled the fastest, and thinking about how you’re going to advertise yourself.  

Unfortunately, the longer your recruitment process is, the more you could risk losing the attention and interest of your candidates. Remember, they’re on the hunt for the perfect job, which means they don’t have time to sit and wait months for an interview.  

Try to follow up with the individuals in your applicant pool that have the most potential as quickly as possible. Even if you simply send out a quick email telling them that they’ve made it to the “consideration stage”, you could reduce the chances that they go out and actively search for an alternative employer.  

When you’re struggling to fill the gaps in your company, it’s easy to forget that potential employees have deadlines to think about too. A lengthy recruitment process could make your candidates feel like you don’t respect their time, or even cause your organisation to appear disorganised. Consider working with a specialist recruitment agency to help streamline the process, and keep wasted time to a minimum.

2. Your Employer Brand Lacks Appeal 

Businesses often spend a lot of time worrying about how their brand looks to prospective customers. However, you might not spend as much effort thinking about how you look to future team members. Your “employer brand”, is how you highlight what it’s like to work with, or for your organisation. It involves everything from your reviews on individual hiring websites like Glassdoor, to the way your employees talk about your business online.  

Your existing staff can easily give away hints on what it’s like to be employed by your business. If they’re happy, then it’ll show in their social media posts and the way they interact with customers. On the other hand, if your hires are unhappy, then that will show too, in everything from high turnover rates, to grumpy teams.  

As brands grow more aware of things like “corporate culture“, technology experts are searching for careers that offer excellent salaries, room for growth, and a welcoming internal experience. Remember, every candidate you interview will be hoping to work with a team that provides happiness and satisfaction.

3. You Didn’t “Sell” The Opportunity Enough

Businesses often forget that interviews are a two-way street. While employers need to evaluate each applicant carefully and consider which factors are most important to their business, potential team members will also be thinking about how the role in question will satisfy their personal and professional needs.  

It’s not only the candidate that needs to sell themselves in a job interview but the business too. You need to show new people how they will be appreciated in your organisation, and what you’re going to do to give them an experience that couldn’t be matched by other businesses in your industry.  

A specialist recruitment agency can help you to craft a job description that appeals to your ideal employee, but it’s up to you to show off the best parts of your brand when the opportunity comes knocking. Think about interview body language, how you can highlight the potential for future growth, and what you’ll need to do to draw attention to employee perks.

4. There Aren’t Enough Opportunities for Development 

Growth is something that every recruit wants. While salary and work environment are important, it’s also crucial for businesses to think about how they can underline development opportunities for their job candidates.  

In a recent poll, 87% of millennials noted that advancement was critical to accepting a new role. When today’s employees are happy with the career progress available for them, they’re more likely to choose and stay with a company.  

On the other hand, a member of staff who feels like they’re stagnating in their role will be more likely to browse for alternate employment opportunities. That’s why it’s essential for growing organisations to assist team members with ways of improving their knowledge and skills.

If you demonstrate your potential new hire that there’s future in your company, then you’ll have a better chance of securing that all-important “yes”.

5. Problems with Remuneration and Benefits 

Finally, your salary and benefits package can go a long way towards deciding whether you’re going to secure the perfect applicant or not. While choosing a remuneration package can be a challenging experience for employers, it’s important to make sure that you select something that appeals to your ideal candidates, and compels them to join your team.  

Remember to think beyond the initial salary, and consider extra benefits like flexible working hours, remote working, and even medical or life insurance when you’re trying to earn the attention of technology talent.  

If you’re struggling, consider speaking to a recruitment group about the specific salary trends and requirements of your industry. These professionals could help you to pinpoint the benefits that put you one step ahead of the competition when hiring the best staff.  


About Resource on Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations in growing their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 (0)20 8123 7769 

A.I And It’s Role in Robotic Automation Processing?

There’s a buzz in the world of business lately, and it’s caused by the growing potential of technology and automation. The concept of “Robotic Process Automation” or RPA, and Artificial Intelligence (AI), has sparked controversial debates throughout the world, as companies struggle to determine how combining these two technologies might provide a roadmap to progress.  

Although both technologies already exist and have the potential to drive change, through simple form-filling features for RPA, and data management in AI, the real magic happens when the elements are combined.  

While AI and RPA are highly different technologies, they complement each other perfectly in some instances. While you can use either solution separately, the combination of both together can be particularly revolutionary.  


The Connection Between RPA and AI 

Simply put; Robotic Process Automation is a software solution that copies the actions of humans to run business processes.  

The software robots can only mimic a simple set of instructions, which means that they might be used for entering data into a form, or transferring information between systems. Because they automate basic processes, RPA can offer significant cost savings for businesses, and they also deliver a level of accuracy that’s impossible with standard teams, by eliminating “human error”.  

Of course, the abilities of a robot who only knows how to follow a strict structure, are highly limited. Processes automated through RPA need to be incredibly repetitive and rule-based but add “AI” and machine-learning to the mix, and you get something entirely different. By combining task automation technology with intelligence that allows this software to learn, evolve, and innovate, you create something that’s closer to real human performance. Spooky or what! 


The Evolution of Robotic Process Automation 

Today, RPA systems are restricted to basic processes. They can’t make decisions, or adapt to their environments, and there lies the real value of modern business. While the current software is brilliant in terms of what it can do and achieve on behalf of brands, the robots can only do exactly what they’ve been told to do in any instance.  

While this does mean that processes are carried out accurately and compliantly, it also means that the potential for growth is missing.  

The inability to learn from actions presents two serious issues for RPA, but both can be addressed by the abilities of AI. For instance, the first problem is that any robotic entity requires some manner of continuous data to help it perform. Structured data refers to the information in a database or spreadsheet. Of course, a lot of the data we use today isn’t structured at all, from customer emails to variable data like invoices. AI can transform unstructured data into structured data, making it easier for RPA robots to understand. 

The other problem with RPA is that there’s no way for the technology to make important decisions or access judgement. The good news is that a type of AI called “cognitive reasoning” can be implemented to support the RPA process. With cognitive reasoning, AI systems can read the context of a situation and provide responses based on the most likely outcome. Adding AI to RPA systems frees the technology from its restrictions, and begins to set a path for the future of the digital workforce. I still shake my head at the options now available to us when it comes to automation; don’t you? 

What Does RPA and AI Mean for Today’s Workforce? 

Ultimately, RPA will transform the workplace landscape, leading to new requirements for different skill sets, and potentially eradicating the need for other kinds of staff who focus on more routine tasks and activities in a workplace. To begin with, the move into the digital workforce might start with employees using RPA to help them perform their tasks more efficiently. However, as AI and RPA converge, there will be less need for certain professionals in many industries.  

The coming generations in the world of technological evolution will have a world-altering impact on the way that we do business across all sectors. In fact, there’s a risk that this combination of technology will help to determine which skills are taught in the future, and which people will have jobs, as well which will not.  

Some of the industries that will notice the impact are evident, including those with many highly repetitive tasks like finances, healthcare, and accounting. Of course, we can only wait and see how significant the coming transformation will be.  


About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or 

The 7 Skills Every Digital Leader Needs to Be Successful

A digitally-disrupted workforce has changed the way businesses perform today and paved the way for a brand-new future of leadership and innovation. According to a McKinsey study, 65% of senior executives interviewed believe that digital technologies can increase income for their companies over the next three years. Yet, despite these predictions, the primary obstacle facing today’s businesses is a lack of management capability.  

Ultimately, if businesses want to take advantage of digital transformation, then leaders need to adopt new behaviours and roles to drive their companies forward. If a leader can frame a vision of a technology-infused business positively, then the brand can begin to adapt to the modern era.  

Here, we’ll look at some of the skills that marketing and leadership professionals in the workplace need to have to move forward into the digital age, and especially communicate at their next interview. 

Those these insights only cover part of the digital journey; they may help to provide a map into the abilities today’s hiring managers should be
looking for.  

1. Digital Vision 

Technology is a constantly evolving and dynamic thing! As a leader within the digital age, it’s crucial to be able to foresee the outcomes of what you might implement today and the potential regarding where new technologies might take you in the future.  

As you stay on top of the latest discoveries in the marketplace, you’ll also need to think about what’s coming, and how new changes can help your business grow.  

Importantly, this doesn’t mean focusing all decisions around the concept of technology. Digital leaders also need to be able to implement “emotional intelligence” to understand how AI, RPA, and new technology can support, rather than overwhelm their team members 

2. Advocacy Abilities

Often, the core values that are necessary for any leader will remain the same, regardless of the era. Leaders always need the power to encourage and inspire their followers into action. To do this, leaders will also need a solid knowledge in digital trends. As the source of technology knowledge, it’s the responsibility of digital leaders to keep their staff educated, and help them implement new ideas.  

As a leader in the digital age, it’s up to you to set the tone for the remainder of your organisation. Advocacy comes when you energise the workforce and send them marching forwards to your digital vision.  

3. Inspiration 

We touched on the concept of inspiration above. In an age of digital transformation, today’s leaders need to empower their people to move through a complicated journey as productively and efficiently as possible, often by educating themselves on the nuances of new technologies.  

As a leader, it’s important for you to learn as much as you can about the solutions you want to implement, then demonstrate its possibilities to your followers by “walking the walk”.  

In other words, it’s not enough to simply have a digital vision; you also need to practice the actions that you’re advocating for.  

4. Communication 

Communication skills will always be crucial to any leader. One positive solution may be to consider the digital messaging practices you currently use and think about how you can adapt them to outline your digital vision.  

On the other hand, keep in mind that a unified workforce moves more successfully towards a goal. Replacing an “authoritarian” leader approach with the approach of a leader that’s focused on empowering a community could help to enhance collaboration in the workforce, and encourage employees to team up and focus on their digital future.  

5. Adaptability

As we mentioned above, technology is a dynamic and fluctuating thing. Exploring new technologies means exploring new solutions in how you approach the workforce. For instance, the edges of all workforces are currently expanding, with professionals from new generations implementing new styles of work into the average office space.  

Adaptability is often one of the most challenging skills for a leader to learn, but it’s important to be able to grow and change with the times if you want to make the most of the digital revolution that lies ahead.  

6. Understanding

It’s impossible to implement new technology into a workforce if a leader can’t show a solid understanding of what they’re advocating for. The digital world has introduced a new language to the modern environment, and senior leaders must learn how to translate that language on the behalf of their employees.  

Additionally, leaders must understand which technology features they need to use to track the performance and outcomes of their initiatives. After all, it’s important for any leader to be able to show how changes to the workforce could have a positive impact on the business.  

7. Adapting Leaders for The Digital World 

While the fundamental features of successful leadership usually remain similar throughout the ages, it’s worth noting that the digital revolution is presenting new challenges for the modern business. Changes in the way we work mean that leaders will need to take on new traits that help them to move with the times.  

As the possibilities for organisations continue to change with the adoption of everything from collaborative technology, to AI, leaders need to be prepared to introduce the most productive new solutions to their teams, in a way that’s inspiration and easy to implement.  


About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or 

Is Wellbeing in the Workplace On Your Agenda? #Itshouldbe

Workplace wellbeing is an area that’s receiving significant focus in today’s business environment, primarily from companies who are eager to improve corporate culture and employee performance. Of course, there’s more to a comprehensive wellbeing program, than filling a fruit bowl in the company kitchen or giving staff free gym memberships.

Today, if organisations want to truly implement holistic wellbeing into the workforce, and reap the benefits of a happy workplace, then they need to focus on physical, emotional, and mental wellbeing as a combined concern.

After all, the Corporate Leadership Council reports that while lost employees can cost as much as 150% of that employee’s salary. On the other hand, engaged and motivated employees can reduce staff turnover by up to 87%!

Investment in the right wellbeing programmes can deliver incredible outcomes for both employee productivity, and brand health. From better talent retention to reduced absenteeism, it’s easy to see why today’s businesses are putting wellbeing first.

Wellbeing is Key to Employee Motivation

Happy, motivated employees are productive employees. That’s why good wellbeing approaches are a common factor of companies that span various shapes and sizes. One UK high-street retailer, Richer Sounds, noted that their aim in business is to help their employees better serve customers. In order to do that, they need to know that their team is fully supported, in both their business and personal lives.

Richer Sounds implement a range of wellbeing initiatives designed to give their professionals peace of mind.

For instance, one percent of the company’s annual profits go into a “hardship fund”, while medical referrals, free use of company holiday homes, counselling services, and gym memberships are all offered as standard. The outcome is a better level of motivation throughout the workforce.

The golden rule of employee motivation is letting your staff know that they’re your most valuable asset. After all, without them, you couldn’t get much done in your business. If employees believe that their employers care about them, they’ll be more dedicated and loyal to that brand.

Wellbeing, Company Culture, and Brand Health

By giving employees the opportunity to better manage their health and wellbeing, companies aren’t only encouraging happier, more devoted team members; wellbeing initiatives can also help to highlight the most attractive characteristics of a brand, and therefore engage new talent in the workforce.

“Brand health” is an important feature of workplace wellness programs that successful companies are developing. It represents the ability of a brand to retain their key talent, and draw new skills into the workplace when positions open.

A healthy brand attracts the best possible applicants, as todays talent is no longer searching only for high salariesand good bonuses. Modern employees want work/life balance, respect in the office, and benefits that focus on their needs.

Organisations that can show how much they value their people are more likely to create environments where staff are truly dedicated to their employers. If the business you work for demonstrates that it’s willing to go the extra mile to keep you happy, then the chances are that you’ll be prepared to show the same imitative for your business.

Of course, for wellbeing to emerge as a dominant element of company culture, and a sign of good brand health, it’s important to ensure that approaches align authentically with the core purposes of the business. A successful strategy needs to consider the features involved in authentic, inspirational leadership and a supportive working culture.

Implementing Wellbeing: It’s Easier Than You Think

Although the concept of a customised wellbeing programme can seem a little daunting, the truth is that it’s not as overwhelming as it appears. Often, it’s simply a matter of planning for success, by considering the needs and desires of your workforce. For instance, try following these steps:

1. Decide what you want your employee wellbeing programme to achieve.

A positive employee wellbeing programme begins by recognising that “wellbeing” means different things to different people. You need to make sure that your programme covers concepts like mental health, physical health, emotion, and support for your staff. Pin down what you mean by “employee wellness” and build from there.


2. Identify gaps in employee wellness.

If you can see clear areas where staff aren’t getting the support they need, you can start to implement a strategy that fills those gaps and simplifies the wellbeing process for your company. At the same time, you can to link your wellbeing initiative to the strategic goals of your business, for a more measurable return on investment.


3. Encourage executives to buy in.

For an employee wellbeing programme to thrive, senior management needs to buy in to the process. The people that lead your company are the ones that inspire other employees into action. If your CEO can lead by example, adoption for your wellbeing solution will thrive.


4. Have some fun.

Remember that health and wellbeing doesn’t have to be a chore, it can be a positive way to inspire change. Help employees to enjoy their wellbeing programmes by getting them to take part in games and challenges for quick rewards.


5. Measure and Evaluate.

Finally, remember to appraise your wellbeing programme regularly. Check what’s going well for your company, and what might be facing challenges, and make changes where necessary. As your business evolves, your wellbeing solution might evolve with it too.


About Resource On Demand

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or

Hey Sister, Will You Mention Pay at Your Mid-Year Review?

Last year, on average women in America, received 80 cents for every dollar a man earned. The gender wage gap is a real, and significant concern for today’s professionals, and in the UK, it’s hard not to direct our focus towards the tech industry when we’re evaluating inequality.  

Females in the UK technology industry receive, on average, 16% less than their male counterparts. On top of that, tech companies inherently struggle to hire and retain female employees.  

Today, a survey into 750 organisations across the tech industry found that the sector had the biggest gender pay gap problem in the UK, with most women being paid at least 6% less for the same jobs.  

This seems to go against the suggestion that women simply aren’t holding enough senior positions to bridge the divide.  

Are Tech Careers Geared Towards Men? 

Women make up about half of our UK workforce. In America, they’re the primary “breadwinner” for about 40% of households, and in some families, they’re the only source of consistent income. Yet, despite all this, women are still earning less than men.  

Part of the issue in the tech industry may be the fact that most employers are gearing their job posts towards the male population, without realizing it. According to one analytic study of job posts across all industries found that 70% of job posts included “masculine” terms like “dominant”. In the technology sector, the commonality of masculine words rose to 92%.  

Although words might not seem powerful enough to make a difference to hiring decisions, the same studies found that job ads using gender-neutral words received 42% more applications. The indication is that women may be less likely to apply to positions with job listings that include masculine words.  

Taking Control of the Wage Gap 

Another common problem that may be responsible for the perseverance of the pay gap in the technology industry is the unwillingness that women show when it comes to asking for salary rises. According to tech leader, Sheryl Sandberg, it’s time for technology companies to start supporting women’s rights for higher remuneration. She believes that today’s female professionals underestimate their worth, and fail to ask for the income they deserve.  

Currently, Forbes estimates that Sandberg is worth about £1.3 million, but even she struggled when first starting out in the tech industry. During her time at Harvard, Sheryl noticed that women were more likely to underestimate themselves than men, meaning that they’re less likely to put themselves forward for a pay rise.  

Research supports this concept, as one study revealed that there’s a strong connection between the salaries that job candidates ask for and the income they receive. Unfortunately, negotiations for salary often work against women.  

When looking into the roles that males and females are given after an initial offer, the study found that women set their expectations for pay lower than men 68% of the time, and ask for about 4% less than their male counterparts 

On top of that, the same research found that women are under-represented in the interview pool two-thirds of the time, and when women do make it to the next stage of a job interview, they often receive lower salary offers than those given to men for the same job. This difference occurs 63% of the time.  

Age and the Income Gap 

One interesting thing to note about the wage gap in the technology industry is that as professionals age in the workforce, their salary gap decreases. For women and men that enter the technology field between the ages of 18 and 25, there’s a 29% difference in wages. However, by the time professionals are 50 or older, the pay gap is only 5%.  

From one perspective, the reducing gap makes sense, as people receive higher salaries the more experience they earn. However, this explanation doesn’t serve to outline why there’s such a significant difference between men and women in the first place. One possible answer may come in the fact that many employers ask their candidates about the wages they received in previous posts.  

By asking about past renumeration packages, companies in the technology industry could be unintentionally setting women up for a lifetime of trying to achieve the same income as their male counterpart. Often, the wages of the past are used to determine the income of the future, as hiring managers can make decisions on a candidate’s value based on their past earnings. However, women often earn less than men in their first job, meaning that they start behind, and spend the remainder of their careers trying to catch up.  

Bridging the Gap 

The key thing to remember about the gender pay gap is that it doesn’t exist because women aren’t ambitious or educated enough to pursue the same jobs as their male counterparts. Instead, the problem exists in the pre-standing structural barriers that hold women back. Women aren’t earning less because they’re less experienced than men. In fact, colleges have seen more female candidates than male apply for the last thirty years.  

Today, it’s time for technology companies to address the differences, and start bridging the gap, for a more diverse workforce.  

The first step could involve women simply addressing the obvious difference in pay during their mid-year review.  

Ready to take a stand girl? 


About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs. 


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or 

What is Digital Transformation and How Has It Evolved?

According to the latest report from eMarketer, “Digital Transformation 2017“, most executives think that digital transformation is essential to their company, but most have no real idea of what digital transformation means, or how they should approach it.

It’s easy to understand why digital transformation is a concept that’s been met with such scrutiny over the years. This is a term that’s been used to describe everything from creating mobile responsive websites, to updating your social media strategy. However, the truth is that “digital transformation” is more about a journey, than the destination. Here, we’re going to look at the truth behind what digital transformation means, and how it’s evolved over the years.

What is Digital Transformation?

The “official” definition for digital transformation is the accelerating, and significant transformation of business activities, designed to make the most out of changes in the digital landscape, and the impact of technology on society. That might sound a little vague, but it comes down to this: digital transformation is a focus on making sure that you’re “ahead of the curve” when it comes to technology.

Whether that means that you need to ask your specialist recruitment agency to start searching for IT gurus, or that you need to upgrade your sales systems with new automated processes, and chatbots is up to you. In practice, the term “digital transformation” means something different for every organisation. A full transformation could impact every digital asset in your library, including:

  • The use of data
  • Social Platforms
  • Business networks
  • Websites
  • Learning management systems
  • AI and chatbots
  • Automation

What Has Digital Transformation Evolved From?

Though it might sound like a pretty modern concept – we’ve faced digital transformation before. Known as “DX” to some, digital transformation has appeared as a buzzword during every technology-based disruption in history – from when we first started using the internet for real back in the 1990s, to when the use of smartphones emerged in the 2000s.

Digital transformation is a concept that’s applied when something significant happens in the technological space – something that impacts every business, no matter the industry. For instance, digital transformation might have happened to you when you took a mobile-first approach to re-designing your website. Or you might have invested in digital transformation when you hired someone to upgrade your sales system.

The things that we believed to be transformational in the past, such as cloud computing, and mobile, have now become commonplace. Instead, we’re facing new disruptive technologies, like AR, VR, and even AI. Digital transformation all comes down to understanding what’s happening around you, and responding to changes in technology accordingly.

Digital Transformation Begins with The Right Mindset

When talking about real transformation in a business, we need to consider a shift in thinking for leadership, and a change in mindset for the full organisation. You might need to look at your existing goals and KPIs for the year ahead, and think about how changing your technology could bring you closer to reaching your goals.

For instance, if your goal is to improve customer experience during the buyer journey, you might want to automate more of your sales processes, or introduce self-service solutions for your customers. However, this doesn’t mean you shouldn’t still hire the right sales team. Remember, digital transformation should be about supporting your strategy with technology, not replacing your team with computers.

Digital Transformation is about Customer Experience

Thanks to the word “digital” it’s easy to think of digital transformation as a purely technical challenge. However, the truth is that digital transformation is more about adapting to the shifts in consumer behaviour. We’re living in a time where chatbots are improving user experiences, while virtual reality emerges as a part of our everyday lives.

Rather than being a strategy to buy into the “next big thing” digital transformation is about understanding the needs of your audience, and using the right technologies to boost experience. Think about the way that customer preferences have changed in your industry, and how you can upgrade the experiences that customers have with your brand by implementing new technology.

For some companies, this might mean hiring someone to help you create a new business app, or upgrading your website entirely to use dynamic adverts, and more personalised marketing solutions.

Remember, Digital Transformation is Driven by Data

Before you start rushing off to implement your own digital transformation solutions, remember that digital transformation will be a different experience for different companies. It’s not enough to simply do whatever your competitors are doing and hope for the best. Instead, brands need to consider the data that they’ve gathered about their ideal customers, and create digital solutions that respond to the needs and pain points their customers have.

Jumping to adapt the latest technology in your business might seem like a good idea to stay ahead of the curve, but digital transformation isn’t just about having the latest tech. It’s about making sure that you have the right technology to respond to your business goals, and the needs of your specific audience.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or

What B2B Marketers Might Say to Their Younger, Ambitious Selves

Now is the perfect time for a career in digital marketing. According to the latest research from eMarketer, total spending on digital ads should surpass television ad spending for the first time this year. At the same time, 93% of shoppers, both from businesses and standard consumers, are making decisions influenced by the online world. A career online has never been more powerful.

The summer represents the middle of the year, and the perfect time to start thinking about where you are in your career. Have you met your goals? If not, maybe it’s time for a review. By looking back over your time as a B2B marketer, you can evaluate the steps you’ve taken towards success, and which mistakes you’ve had to learn from along the way.

With that in mind, we’re looking at some of the things B2B marketers would tell their younger, more ambitious selves, to help them address the complexities of marketing today.

1. Be Open Minded and Try Different Things

There’s a good chance that you began your journey into B2B marketing with an idea of what you wanted to accomplish. Maybe you wanted to start your own affiliate firm, or specialise in display marketing. The important thing to remember is that there are multiple marketing disciplines, and the more you know about each skillset, the more valuable you become.

There’s nothing wrong with choosing a specialist niche in marketing. In fact, most experts will end up specialising in something. However, the only way to learn what gives you the best results in your career, is to dabble in a little bit of everything. Even if you find that you hate doing certain tasks, the experience you gather testing the waters in different areas of marketing will help you grow, hone your talents, and direct yourself towards the right expertise.



2. Build the Right Relationships

Relationships can be difficult in the world of marketing, particularly when you feel as though you’re competing against everyone. However, just like in any profession, it’s crucial to make sure that you make the right connections in your industry. Communicating with your co-workers in sales, for instance, can help to streamline the customer experience for your company, and make your entire business more effective.

At the same time, networking at valuable digital marketing conferences and events will help you to nurture high-quality relationships that could open doors for you in the future. The more you build your relationships with industry experts, the more you expand your skillset, and open yourself up to the potential of new job opportunities.



3. Nurture your Personal Brand

B2B marketers don’t always work specifically for an individual company. There are plenty of contractors and freelancers out there who make their living selling their expertise to a wide range of industries. Depending on what you hope to achieve as a B2B marketer, it’s always a good idea to nurture your personal brand online. This will give you the best potential to grab the attention of employers when you’re looking for a new project, or job.

Because B2B marketing has emerged as a largely digital practice, most employers are now looking for experts that show evidence of their online appeal. For instance, if you have a strong following on social media, or a great website, you’ll be far more likely to snare your perfect job.



4. Get More Hands-on Marketing Experience

Whether you’re just getting started in the world of B2B marketing, or you’ve been in the industry for years, it’s impossible to overestimate the value of good experience. A degree in marketing and communications can take you only so far in today’s advertising environment. Most employers are searching for candidates that have some level of existing marketing experience, either from an internship, previous job, or side project.

Get as much involvement with campaign creation, optimisation, and analytics as possible throughout your career – particularly with big name brands. The more you can add to your C.V, the greater your opportunity of earning new opportunities in the future.


5. If you Aren’t Moving Forward, You’re Moving Back

Finally, it’s crucial to remember that the B2B marketing industry is a highly competitive place. Everyone is trying to land their next big client, and while you might be in a fantastic position one day, it’s all too easy to fall behind the trends. All your competitors are constantly trying to move up and forward, and if you aren’t as focused on achieving your own goals, you’ll miss out on essential opportunities.

Make sure that you’re constantly moving forward in your career. If you’re working for a brand, that means looking for new opportunities to get involved with new methodologies and techniques. If you’re working for yourself, moving forward may mean learning about new technologies, staying on top of trends, and working according to new consumer models.



Becoming a B2B Marketing Expert

B2B marketing is an industry that’s dynamic, fast-paced, and brimming with excitement. For people who love to be challenged in their career, it’s an excellent role – but it’s important to make sure that you’re always getting the most out of your job. The summer represents the ideal time to look back over your career up until now, and think about whether you’re really achieving your goals.

While there’s nothing wrong with making a few mistakes, and learning along the way, it’s important to ensure that you’re always on the right track. If you’re not heading in the right direction, it could be time to make a change.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.


The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or