3 Reasons Why Job-Hopping May Not Secure Your CMO Career Goal

Young marketers searching for an opportunity in the business world can be ambitious, optimistic, and brimming with potential. Also, many of them are also part of the “millennial” generation, known for their somewhat ‘different’ approach to career development. 

Today, it seems that job-hopping has become a way of life for some young professionals in the marketing sector. Younger candidates often feel that they’re more likely to find the role of their dreams by jumping from one position to another, than they are spending a growing number of years with the same company.  

However, if you’re thinking of embracing a strategy of short-term employment, it’s worth noting that it might do more damage to your career than you think. In fact, contant movement could mean you will miss out on the perfect career opportunity and a chance to realise your career goal of becoming a CMO.

 

Are Millennials Spending Enough Time in Their Roles? 

While there’s some debate over whether it’s millennials, or young people in general that have popularised the concept of job-hopping, a 2016 survey found that 42% of millennials change employers every one-to-three years, compared to 18% of the workforce overall.  

Unstable and unpredictable employees can be a nightmare for businesses who want to secure the best future CMO talent in the market for their organisation. While many candidates believe that moving from one company to another will help them to gather new skills, the truth is that it can cause a range of problems for their employment future.  

So, what are some of the real consequences that come with being a job-hopper, and why might it be the worst way to secure your future? 

 

1. YouMiss Out on Internal Opportunities

Some Millennials claim to play the career market because they’re hoping to move up the corporate ladder. However, they don’t realise that leaving their current position can mean missing out on chances for internal promotion.  

A leadership role like “CMO” is more likely to be filled by a loyal internal staff member than an external hire. Once you’ve found an organisation you feel comfortable with, it may be more beneficial to search for opportunities for internal advancement, instead of checking online forums for “something better”.
 

2. You Put Future Employers Off

Although not all hiring managers will consider job-hopping to be a red flag, around 40% of recruiters suggest that a history of short-term employment can be a worrying sign. After all, turnover and recruitment are expensive concerns for most specialist companies. The last thing a business wants is to hire a talented digital marketing expert with future CMO potential, invest in their development, and then see them move elsewhere.  

When you frequently jump from one role to another, you suggest to your future team that you’re likely to do the same thing again. In a world where the costs of a bad hire can be catastrophic for any organisation, many employers are searching for reliability and security.

 

3. You Get Fewer Opportunities to Learn

While people who change jobs regularly might have a wide variety of experiences within different industries, they can lack the in-depth insights acquired through years in the same company.  

When you’re hoping to become a high-level team member like a CMO, you’ll often find that you get better opportunities to expand your skillset within an organisation that you’ve spent time with. Few businesses are willing to invest time and money into training a specialist who has only been with them for a few months, or seems likely to switch to a different role soon.  

 

Questions to Ask Before You Change Jobs

The millennial generation is used to instant satisfaction. You have immediate access to knowledge and information from around the world, available at the click of a button. While this is a good thing, it’s also meant that many younger professionals have lost the virtue of patience when it comes to achieving the perfect career.  

While there are circumstances when searching for a new job is the best option, here are a few questions to stop you from becoming yet another member of the role-hopping stereotype: 

  1. Am I Leaving Too Soon? You’ll need a compelling narrative to tell future hiring managers why you have left previous positions so quickly.   
  2. Do I Have a Good Reason? Your reason for leaving is crucial. If you resigned because a dream opportunity arrived, this is much better than abandoning your post because you were bored.   
  3. Is There Still Room to Grow Here? If you’re continuing to learn and develop new skills in your current job, then this can be a sign that you need to hold on for a little longer.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

5 Easy-to-Action Tips for a Productive Exit Interview

Losing a valuable employee will always be a challenging experience.  Attrition means that you need to start the complex recruitment process from scratch, and some statistics estimate that the total cost of replacing specialised employees can be equal to 400% of their annual salary 

However, saying goodbye to a team member doesn’t have to be a complete loss. Combined with resources like employee satisfaction surveys and retention feedback, an exit interview can be your opportunity to obtain useful information about what your company does well, and what you need to improve.  

In the right circumstances, an exit interview can be a powerful tool for organisational improvement. All you need to do, is learn how to use this strategy to your advantage.  

 

Exit Interviews: The Benefits to Employers and Employees  

Exit interviews give your business the opportunity to gather the insights that come from people who have spent time within your company. In other words, you can learn what people like about your business, and which factors make them more likely to resign.  

When used correctly, these “farewell” interviews can help you to reduce turnover amongst your critical professionals by addressing issues that are damaging satisfaction and engagement. For instance, if you learn that your specialists feel over-worked and unable to say no to your requests, you can implement a plan for better delegation.   

For a member of your team, the exit interview is a chance to share honest opinions, suggestions, and opinions that they might have felt uncomfortable addressing in the past. Once an employee has handed in their resignation, they’re less likely to hold back about how they really feel.  

Additionally, exit interviews can convince a ‘lost’ staff member that you respect their opinions and thoughts, which may mean that they’re more likely to become an ambassador for your brand in the future.  

So, how can you make your interview as useful as possible? 

 

1. Know What You Want to Achieve

The most successful interviews are planned with specific goals in mind. What you hope to learn from conversations will depend on yourcircumstances, but most organisations want to know why their team members leave, what suggestions they can give to help the company improve, and whether management is doing a good job.  

You might use your exit interview to: 

  • Learn about your company culture: This may include insights into relationships between colleagues, employee motivation, coordination and efficiency, and working conditions.
     
  • Improve management or leadership styles: Your interviewee can tell you if line managers aren’t investing sufficient time with team members when it comes to giving feedback, coaching recognition, and support.
     
  • Update HR benchmarks: If you discover that individuals are leaving for better benefits and salaries, you might decide to make changes to your remuneration to become more competitive.  

 

2. Plan Your Questions in Advance

With your goal in mind, you can begin to plan the questions thatwill deliver the most valuable information from the employees that have chosen to leave your business. Remember, you probably won’t have time for 20 questions, instead, you’ll need to narrow them down to keep the pressure on your staff member to a minimum. 

The exact questions you ask will depend on the circumstances, however, stick to: 

  • The main reasons why they’re leaving: Did they find a new job, get a better offer, feel like they’re not excelling in their current role, or are they frustrated that their skills are underutilised? 
  • Suggestions of how your organisation can do better: Did you need to offer more support, learning opportunities, or an improved benefits package? 
  • What did they like and dislike about the workplace? Do you need to think about adjusting your company culture? 
  • Are there any opportunities available to keep in touch?  

 

3. Make the Interview as Comfortable as Possible

The aim of most exit interviews is to gather as much useful information from the departing team member as possible. To do this, you’ll need to make sure they feel comfortable sharing their opinions with you.  

Sometimes, your best approach will be to schedule the interview with an outside consultant or a HR representative, instead of an immediate manager. Additionally, make sure that you guarantee confidentiality to let your staff know that they can speak freely.  

 

4. Learn About Where They’re Going Next

If someone in your team has been seduced by another employer, then you’ll need to find out why.The more you discover about how competitors are poaching your talent, the more you can take steps to prevent future losses.  

At the same time, knowing what attracts your employees to other pastures can help you to update your practices, and appeal to better candidates when you’re recruiting to fill the gap in your team. Remember, it’s not just about compensation. Today’s professionals are searching for job fit, culture, career growth, and opportunities.  

 

5. Stay Calm and Collected

Finally, it’s tough for any business to hear negative things about their team, their management, or their working styles. However, constructive criticism is often the only way to ensure long-term growth. Remember that your goal with an exit interview isn’t to get your staff member back.

Instead, make sure that your interviewee feels heard and respected while you gather as much information as you can. Ideally, you’ll want your departing employee to leave your company as a future customer and ambassador for your brand.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

What Makes a Great Candidate Screening Phone Interview?

A preliminary telephone interview is a useful tool for streamlining the hiring process. Screening your candidates before you invite them for a face to face interview is both efficient and cost-effective for everyone involved.  

There’s no expensive commuting, and no need to find slots in your busy schedule for numerous applicants who may not have the right skills for the role. Within 15 minutes or less, you can make sure your potential hire understands the job, meets your necessary requirements, and aligns with your company culture.  

So, how can you make the most of a phone interview when narrowing down your talent pool? 

 

The Benefits of Using Telephone Interviews 

A phone screening interview helps to separate possible employees from individuals who won’t make the final cut. It ensures you only arrange face-to-face interviews with professionals who have a good chance of being hired.  

The key is making sure you know how to use these brief conversations to your advantage. For instance, if you’re hoping to find the applicant with the best Salesforce skillset, you can use your phone interview to determine a candidate’s technology, consulting and marketing abilities. For instance, you might ask: 

  • How many years of experience the person has with Salesforce? 
  • Whether they have any specific talents that might benefit your business?
     
  • If the individual has experience using the software, you integrate with Salesforce? 

These questions will help you to set the threshold for who can be considered a “qualified hire”. If your applicant knows the basics of Salesforce, but can’t combine the platform with analytics software to help improve sales, for instance, they might not be right for you.

How Do You Structure a Phone Interview? 

Although a phone interview can be a quick and efficient way to identify possible team members, they’re also easy to get wrong without some careful preparation.  

You’ll need to think carefully about what you need for your open position. Remember, there’s more than just qualifications and technical ability to think about. If you’re desperate to fill a role as quickly as possible, you can’t pin your hopes on an applicant in need of a two-month notice period.  

Create a list of the factors that are most important to you, and your organisation, then: 

  1. Prepare your questions (keeping key talents, and requirements in mind)
     
  2. Schedule the interview at a time that’s best for everyone
     
  3. Conduct a brief, polite introduction (no more than 2 minutes)
     
  4. Ask the same questions for every interviewee
     
  5. Take notes on the answers given
     
  6. Ask follow-up questions where necessary
     
  7. Arrange the next interview with qualified candidates 

 

Which Questions Can You Ask?  

Remember to keep your screening interviews as short as possible. This will mean narrowing your questions down to only the most essential ones that give the most useful answers. Always start with screening questions that demonstrate the core skills and attributes of potential hires.  

For instance, besides questioning your possible employee about their skills with software and hardware tools, you might also ask: 

  • How far are you willing to travel for this position?
     
  • What is your current salary, and what kind of payment do you expect?
     
  • When can you start in your new role? 

Your screening questions will be determined by the position you’re recruiting for. They can help you ensure no unsuitable applicants pass the threshold into in-person interviews. Once you’ve got the answers you need, you can proceed to some other essential inquiries such as:  

1. What Prompted You to Apply for This Job?

Attitude is crucial when selecting the perfect hire. Make sure that your potential staff member sounds passionate about their role, and understands exactly what they’re signing up for. Genuine enthusiasm and recognition shows that your candidate has the potential to excel in their new career.  

 

2. What Experience Do You Have That Will Benefit This Role?

Check for evidence that your applicant has assessed the job description carefully. The perfect recruit will provide examples that show they have the right experience for the task at hand. Consider asking your interviewee to expand on their answers where necessary, to give you a deeper insight into their background.  

3. Why Did You Leave Your Previous Company?

Sometimes, learning about your candidate’s previous role and their reason for leaving can tell you volumes about how they’ll fit into your company culture. If the interviewee spends minutes complaining about their past employer, then this may be a sign that they’re not very professional. Instead, look for a team member who has been waiting patiently for the perfect position.  

 

4. What Matters Most to You About this Role?

Find out what kind of ambitions your possible employee has, and what they would like to achieve if they were lucky enough to get a job offer. This will help you to find out whether their goals and your company goals align, and whether the individual you hire will be satisfied with the position they are applying for.  

 

5. Do You Have Any Questions?

Finally, it’s essential to find out whether your candidate has any questions for you, either about the recruitment process or the role, career change they’re applying for. Fielding these queries as early as possible will help to save time for both you and your applicants.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

Salesforce and Google: Is This a Disruptive Partnership?

The business software market is on course for some significant ripples in the coming months, following a recent announcement that two high-profile brands, Salesforce and Google, will now be joining forces.  

The partnership was announced early in November 2017, just over a year after Salesforce committed to a similar partnership with Amazon Web Services in May 2016. The new deal with Google suggests that the digital platform will be moving a portion of its business into the Google framework in the coming months, supporting their “multi-cloud” strategy for development.  

As per the partnership, both Google and Salesforce have committed to using each other’s products going forward. While Salesforce adopts the Google cloud infrastructure as a way of expanding its core sales services for online marketers, Google will be tapping into the popular Salesforce platform for future projects.  

Experts suggest that access to the insights available from Google Analytics could provide a considerable boost to Salesforce’s already competitive marketing products.  

 

An Industry-First Integration 

According to the Executive Vice President for Strategic Accounts and Business Development at Salesforce, Ryan Aytay, the integration represents a one-of-a-kind partnership in the software market. While the collaboration with Amazon in 2016 might have had a similar theme, this new collaboration is much more in-depth, bringing Google and Salesforce together towards a shared goal.  

Aytay noted that together, both brands would be focusing on making their customers, smarter, and more productive with a suite of newly-combined tools. Thanks to Google Analytics 360, companies using the Salesforce Sales Cloud, Marketing Cloud, and Google network will be able to connect their sales, marketing, and advertising data more seamlessly than ever. 

The agreement dictates that Salesforce will continue to use Google G Suite as it’s “preferred partner” for productivity and email software. Subsequently, Google will carry on using Salesforce as its primary source for “CRM” or Customer Relationship Management software.  

 

What Does the Partnership Mean for Customers? 

Chairman and CEO of Salesforce, Marc Benioff, announced that the partnership with Google represents an opportunity to give their clients the “best of both worlds” when it comes to cloud computing and marketing resources.  

Both Google and Salesforce agree that their customers have been requesting the partnership for some time now. Though Google has previously offered its customers a range of open APIs that allow them to build their own solutions on top of the Google Analytics framework, it’s never been able to open the product up to such a significant integration before now.  

The combination of Salesforce and Google tools will mean that marketers in the online world will have the opportunity to combine the data they receive from information like visitor traffic and behaviour, with customer profiles in their Salesforce platform. This will make it easier for businesses to personalise their ads for diverse customer segments.  

Salesforce CEO for “Marketing Cloud”, Bob Stutz says that while customers have tried to use Google Analytics alongside Salesforce in the past, the integration was too problematic to make the process worthwhile, until now.  

 

Simplified, Customised Marketing  

With the collaboration between Google and Salesforce in place, marketers will be able to create their own custom audience in their Analytics 360 panel, before pushing those personas into their marketing cloud, where they can be activated across a range of channels like email, and mobile.  

Additionally, the partnership ensures that Analytics 360 data can be accessed directly from within the Salesforce marketing cloud. This means that marketers can log into a single holistic dashboard for customer engagement information, instead of jumping between disparate platforms.  

The idea is that this new connection will give marketers the opportunity to improve visibility into the sales cycle, and potentially create better customer experiences through ad optimisation and smarter audience segments.  

Google is hoping that their partnership with Salesforce will also help to boost user adoption for their G Suite platform of office software, which is currently competing with tools like Dropbox, Box, and Microsoft Office 365. As a result, Google is promoting a chance for any Salesforce customer not using G Suite to get the service free-of-charge for a year.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

How to Survive Your First 30 Days in Your New Salesforce Consultant Role

Congratulations! You’ve received the offer for the job of your dreams as a Salesforce consultant. Now, all you need to do is implement a plan for success that will help you to thrive, and shine in your new role.  

That first month in a new position can make or break your career. Not only does it give you an opportunity to show your employers that they’re getting all the skills and benefits you promised them at your interview, but it also allows you to carve a space for yourself within your new company culture so that you’re prepared for a productive future.  

Within the first thirty days as a Salesforce Consultant, there are a few key things that you can do to ensure that you not only show your value as a Salesforce expert but also demonstrate your worth as a beneficial member of your new team.
 

1. Make a Great First Impression

There’s a good chance that you already gave your employer an insight into your personality at your interview. However, the first thirty days in your new role is when you’ll be able to really set yourself apart as a key staff member, by “walking the walk” from day one.  

Remember that during the first month, all eyes will naturally be on you, as your co-workers will be eager to see what you can do in your new job. Even if you’re not used to being the centre of attention, think about how you can make the right impression by: 

  • Dressing for success: Though we’re all told not to judge a book by its cover, making sure that you look the part and your style fits the company when you visit the office can help to convey an air of professionalism while giving you an extra confidence boost too.
     
  • Being punctual: Timekeeping is crucial to making a positive first impression. Make sure that you’re always at your desk ahead of schedule rather than just when you’re supposed to be.
    Also, learn how to organise your time if you struggle with deadlines.
     
  • Smile: Though it seems simple, showing people that you’re happy to be in your new role can go a long way towards making sure that you’re accepted in your new company culture.  

2. Build a Positive Relationship with Your Manager

In your new position as a Salesforce consultant, you’ll quickly find that relationships will be the key to success. Since your original manager likely had the final say in giving you your new job, you can rest assured that they’ll be happy to do whatever they can to help you succeed.

That means that if you need a little guidance, you can turn to your manager for answers.  

Of course, it’s important to make sure that you don’t use the leaders in your new business as a crutch. Instead, create a relationship of mutual value, by listening to what matters to them, and taking steps to help them achieve their goals.  

Most managers love proactive team members, so if you can show that you’re willing to take the initiative and go the extra mile, you’re sure to end up with a happy boss.  

 

3. Demonstrate Your Ability to Work in a Team

As a Salesforce consultant, your new role will require you to work closely with different team members throughout your organisation. Learning how to be a productive team player will not only help you to impress your boss, but it could also mean that you open doors for new opportunities in your career too. After all, “Together Everyone Achieves More”.  

At ROD, we know how vital the right employees can be to the growth of a company, so take it from us that it’s always a good idea to invest in the relationships you have with your co-workers. Grab a coffee together at lunch, or offer to help someone out when they need a little extra support on a big project. Small gestures can go a long way.  

4. Listen and Learn: Be Ready for Growth 

The first month in your new job isn’t just about showing other people what you’re capable of. While building connections and making the right impressions is essential; it’s also a good idea to start setting up your own foundation for professional growth. For instance, asking plenty of questions about your new corporate culture, who’s who, and what you need to do in your position, could give you the resources you need to strengthen your new position.  

Not only does asking questions help you to learn more about your role, but it also shows your employers just how enthusiastic you are about your career.  

5. Meet Your Colleagues One on One

Finally, since there’s a good chance you’ll be working with many key employees in your company as a Salesforce coordinator, it’s a good idea to put some extra effort into getting to know your colleagues inside and out. Find good reasons to set up 1:1 meetings with the colleagues you admire and look for opportunities where you may be able to adopt someone as your mentor.   

Show your peers that you’re interested in their skills, and ask them about what they do daily. The more you communicate with the other professionals in your team, the more useful information you’ll learn about how your chosen company works, and what you need to do to progress in your role.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

How to Say No at Work (Because Saying Yes Isn’t Always Possible)

For most people, saying “no” at work isn’t something that comes naturally.  

You know that saying “yes” to a new project, responsibility, or idea is generally a good way to earn the appreciation and attention of your boss. However, while there are plenty of things that you might say yes to in your career, there are also times when you’ll need put the brakes on a request.  

When you’re too busy, too overwhelmed, or you feel that the project isn’t right for your skill set, it’s important to know how you can say “no” to people you work with in a way that’s both diplomatic, and productive.   

The way you phrase your ‘no’ and the things that you do demonstrate your engagement to your boss and can have a significant impact on how people perceive you. The trick is to find out how you can adjust your responses to get the results you need, without having to say the word “no”.  

 

Step 1: Assess the Request 

Before you start thinking about how to say “no” to the people in your office, it’s worth thinking carefully about the request, and what it could mean for your future. Consider the things that you already have on your plate, and ask yourself whether priorities can be shuffled around, or whether you might be able to ask a colleague to help you.  

Sometimes, making the extra effort to say yes, even when you’re feeling a little snowed under, can be a great way to open the door to new opportunities in your profession. Evaluate all the different workarounds you might be able to use before you settle on that solid “no, thank you.” 

Step 2: Offer a Lifeline 

If you’ve considered all the options, and you need to say no, then show your company leaders that you care about their needs by offering alternative solutions. For example: 

  • If you don’t have enough time to take on another task, consider asking whether the deadline can be extended while giving your boss an insight into some of the other challenges you have piling up on your plate. This could help you come to a solution that suits both of you.
     
  • If you feel that you’re not right for the project, suggest a colleague who you believe has the right skill set. Offer to work with your colleague provided they lead giving you the opportunity to learn in a supporting role.  This shows initiative, and could also mean that you don’t have quite as much weight on your shoulders.
     
  • If you don’t agree with the approach your business is taking, offer a different solution. For instance, say “How about we do this instead…”. Back up your suggestion with facts and information based on what you know about the situation or client in question.  

Step 3: Ask for Help 

No matter your position or career choice, there’s likely to be a time in your future when you’re asked to tackle a project that you just don’t feel capable of handling.

However, asking for a little help to get you through a difficult task, could be a great way to make sure that you give your boss a favourable impression of your work ethic while embracing new skills for your future 

If you’re not sure how to handle something alone, then don’t be afraid to ask for help. Whether that means asking your boss to help you prioritise your time, or turning to one of your fellow team-members for guidance using a new piece of software, or strategy.

Decide out what you need to excel in the current situation, then ask for it.  

Step 4: Be Clear and Straightforward 

If, after some careful assessment, you still feel that saying “no” is the right course of action, the best thing you can do is be honest about your situation, and your reasoning. Holding back and refusing to tell your boss what’s really bothering you about a new opportunity, could lead to further frustration when your team leader tries to find a solution to your problem.  

To avoid unnecessary issues, be candid about what has prompted you to say no. If your reasoning is challenged, make sure that you stick to your message, and stay clear about your concerns.

For instance, if you’re worried about not having enough time for a new task, you could say: “I wouldn’t be able to do a good job with my current schedule, and that means my other projects would suffer too.”
 

Step 5: Adjust Your Expectations  

Finally, even if you’ve followed the steps outlined above carefully, it’s important to be prepared for a negative response.

Sometimes, the colleague, client, or executive that you’re saying “no” to won’t be happy with your response. However, most of the time, this won’t mean that you’re burning bridges for your future. Focus on maintaining a professional attitude, and remember that you can’t please everyone. 

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

Digital Marketers: To Code or Not to Code?

The digital world is in a state of rapid evolution. For those with a career in technology, this not only means that new opportunities are emerging in the landscape, but also that some professionals may need to consider learning new skills to expand their roles.  

Since code is the key that lies behind so many incredible marketing campaigns, it makes sense that modern digital marketers might benefit from translating this new technical language. However, there’s an ongoing debate in the marketplace today, over whether learning how to code is an essential task for marketers, or simply an enticing option.

 

The Case for Learning How to Code  

 

The “digital marketing” profession is still quite new, but it’s an area that has seen phenomenal growth and change in recent years. Today’s digital experts could shape the careers of the future, defining what it means to sell in an online space.  

For now, the roles of a digital marketer aren’t always set in stone. Depending on whether you apply for a job at an agency, in-house or act as a freelancer, you might find that the expectations around your position change from one client to the next. The versatility of the position is one of the reasons why many digital marketers have begun to consider learning code to expand their skill sets, and improve their employability.

 

The Benefits of Learning Coding 

To some extent, embracing code as a part of marketing makes sense. Today’s companies are adopting more digital channels and solutions than ever before to connect with their audience on a deeper level. There are probably some advantages to learning the language of the virtual world if you want to get ahead as a digital marketer. For instance: 

1. Coding Could Make You a Better Problem Solver

Many designers believe that being an active coder is less about knowing how to read the language and more about how to respond creatively to problems. For digital marketers, this could mean that learning how to code will give you a new perspective on the concerns your clients face, by helping you to break their challenges down, piece by piece.
 

2. Coding Expands Your Expertise

While there’s a lot to be said for understanding the “traditional” side of marketing, many clients today expect their digital professionals to be able to offer guidance on the complicated, technical side of things too. Learning how to code could mean that you can give your clients “expert insight” into their concerns, therefore increasing your value.
 

3. Know What’s Possible

Getting to grips with even the most basic elements of coding could help you to understand what your customers can realistically achieve with their marketing campaigns. This can help to give you the guidelines and inspiration you need to make incredible things happen for your clients because you don’t have to build your suggestions on guesswork.  

 

Is Coding Essential for Digital Marketers? 

Though the argument can be made that coding is a useful skill for digital marketers to have, it’s also worth noting that it’s not necessarily an essential part of the job description. In a world where technology is changing at such a rapid pace, it’s safe to say that marketers would need to invest a great deal of time and focus into keeping both their marketing knowledge and coding abilities up to date 

While it’s always helpful for marketers to continue learning and improving wherever possible, it’s important to take the time to think about where you want to go in your career. If you can see yourself heading towards a position where you can offer both marketing and coding advice at the same time, then it’s crucial to grow your coding knowledge.

On the other hand, if you want to specialise entirely in marketing strategy, then focus your development in these areas.   

For most experts in the digital marketing space, the key to maintaining a competitive edge is in cultivating a culture of learning, where your curiosity allows you to stay up to date with the latest evolutions in the marketplace.  

However, if you decide that you do want to branch into coding, the good news is that there are dozens of learning opportunities available. From articles and eBooks to intensive online courses, you’re sure to find plenty of engaging ways to learn the basics of code from CSS, to HTML.  

 

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, software testing and Salesforce.

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 rod@resourceondemand.com.

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