Getting Major Bottleneck in line

Let me introduce you to Major Bottleneck. He is a hard task master, and a perfectionist. Which means everything has to go through him. Do you know this guy and does he exist within your Digital marketing recruitmentorganisation?

He does here at ROD……..He’s me!!!

I am that perfectionist that wants to have a handle on everything, almost all of the time, because it’s my business and I want to run it a certain way. This may sound logical and even admirable, but the problem is I’m only one person with a limited amount of time and energy and sometimes my need to be involved is more of hindrance than a help. Tasks that could be rolled out are held up because I insist they have to come through me and this causes a bottleneck. Here are three ways I’m learning to get Major Bottleneck back in line:

Solution 1 – Planning
Too often in the digital marketing recruitment industry we get bogged down in our day by attending to seemingly urgent but unimportant tasks and this happens easily when you don’t have a plan. Working according to a schedule or having a list of specific tasks that I need to complete within a given time frame helps me to stay on track. Even if I do have unexpected interruptions, when I have a plan it’s easier to pick up again where I left off and I’m much more productive.

Solution 2 – Delegation
Despite my need for control, I am discovering that sometimes it’s best to hand things over and delegate responsibility. It’s not that I can’t do the tasks, it’s simply that my time is better spent on strategic tasks that will build my clients build their digital marketing teams. It’s a case of asking the question “What is my time worth and where will it add the most value. What are the important tasks that only I can do and what does that leave that I can delegate to others?” After some careful consideration you’ll probably find that you can free up 30-50% of your time through delegation. Find people who have the right kind of expertise, such as digital marketing recruitment experts like Resource On Demand, who understand you and your business and then let them get on with the tasks.

Solution 3 – Partnering
Similar to delegation is partnering with other businesses who have specific expertise because it allows each business to focus on their core area of strength. This is especially true in the digital marketing recruitment industry. Of course it’s possible to recruit in house. But is this the best use of a managers time and will the digital marketing company be able to attract the right pool of candidates? Are projects stalling for a lack of having the right expertise? And could the solution be for cloud computing companies to partner with a digital marketing recruitment firm to provide them with the right kind of talent they need to grow their business effectively and keep projects on track?

Time is one commodity we can’t create more of, but we can start to use it wisely. Through planning, delegation and partnering businesses can start to work smarter and more efficiently. Then you can wave goodbye to major bottleneck and enjoy a more productive and profitable business.

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 rod@resourceondemand.com.

Read For Success: 4 Reads for your Career

Following on from our previous Read for Success blogs, we take a look at Career Development – something every professional continuously strives for. These books offer up fantastic insight into how you can develop your career further.

The Profits Principles: The practical guide to building an extraordinary business around doing what you loveCareer Development

Easy-to-digest, a passion driven book for all business professionals looking to develop their career. Steven Briginshaw writes about the step by step processes to help turn your passion and love for what you do, into something sustainable, profitable and fun. Logical with a sense of confidence, this book hits the spot!

Who should read this book: aimed towards anyone and everyone looking to find the meaning of how to turn your career and business dreams into a reality.

This book has been rated: 5 out of 5 stars by Amazon reviewers – buy this book now.

Career DevelopementThe Business of Sharing: Making it in the New Sharing Economy

With businesses rapidly expanding, we introduce this wonderful read for a budding entrepreneur. This book contains some personal anecdotes, often comical at times, from Alex Stephany about he’s personal experience getting to grips withing the sharing economy.

Who should read this book: those who want to learning  the importance of the growing economy.

This book has been rated: 5 out of 5 stars by Amazon reviewers – buy this book now.

Eat That Frog!: Get More of the Important Things Done – Today! career development

A motivational read for anyone keen on successfully managing their time. The bite sized lessons contained in the book can be used in everyday work environment to help you manage your time better and approach projects more efficiently. It’s hard to believe that a self-help book can teach you techniques that you didn’t already know. And whilst some of these techniques can be obvious facts and standard clichés about telling yourself “You can do better”, Brian Tracy really proves he’s positive message works in this excellent motivational book.

Who should read this book: those who have hit a career barrier or looking for motivation for better time management within their career

 This book has been rated: 4.5 out of 5 stars by Amazon reviewers – buy this book now.

Career DevelopmentOne Minute Salesperson

Whether you’ve just started in sales or you’re at the top of you game, the One Minute Salesperson cuts straight to the point. Simply put, be friendly and ask the right questions and you will sell. This is an excellent read with some great insights on how to solve management and business related problems.

Who should read this book: a salesperson in or going into managerial level looking to develop.

This book has been rated: 4.3 out of 5 stars by Amazon reviewers – buy this book now.

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 rod@resourceondemand.com.

What Future Job Skills will be needed to survive in a Machine automated world?

Artificial Intelligence and Machine Learning are the buzzwords of the moment. We hear about self-driving cars and a world of automation where chatbots run call centres and respond to customer queries. Much of this technology is new to the marketplace, but predictions are that these are only the start of things to come. So where does that leave people just entering the job market? What future career prospects will our children have, and how can we prepare them to have the future job skills needed to survive in a machine dominated future?

The difference between Humans and Machines

There are many things that machines can do much better than humans, like search vast volumes of data and make mathematical calculations. But their abilities are governed by one major factor – rules. Machines work on programming and predictive learning based on historical data. If new factors come into to the mix, they are ill equipped to manage them.

Humans on the other hand are highly adaptable and can apply knowledge creatively to find solutions to new problems. This type of problem solving ability is what will be the key to humans continuing to add value in the workplace. As much as we’d like to think modern lifestyles are easy to control, plan for and schedule, there remains a high level of unpredictability to life. In addition there are many work sectors in which it will be hard to replace humans with machines. These are the things to be taken into consideration when teaching our children future job skills.

Future Job Skills lie in Human Value:
There are several types of jobs that require strong interpersonal skills and this is not something that machines can’t easily mimic. Think of social professions such as psychology or emergency services, for example.

In the event of an accident, natural disaster or fire, no one can fully understand the situation until they arrive on scene. Additionally as the situation unfolds, circumstances can change. Patients may respond well to treatment or not, what was a stable and safe environment on arrival can quickly become unsafe. Only humans can effectively manage such circumstances because they have the knowledge and instinct to be able to make decisions and adapt according to the circumstances. This highlights an important future job skill: The ability to think on your feet and adapt knowledge and decision making to changing circumstances.

A second important future job skill is visualisation and planning – the ability to create perspective, design, create and coordinate ideas so that they become reality. Architects, engineers, even graphic designers and advertising agencies require human creativity and this is a skill worth developing. Machines may be able to take over many tasks, but it is still human thinking that envisioned them doing that in the first place. Creativity, design, and engineering are important future job skills that humans do best.

Nature and nurture – there is a limit to how much we (or machines) can control the natural world and because of that there will always be opportunities for humans to step in and make a Future job skillsdifference. The environment remains constantly in flux. One only has to view the ever changing weather patterns to see that. As much as we’d like to use equipment to predict what will happen, in the end, nature remains unpredictably in control.

Careers involved in the environmental sector will rely on human expertise from conservation, through to legal management and control as well as the field of medicine. Despite advances, new bugs and diseases consistently appear and old viruses re-emerge, stronger than ever. The human body responds individually to treatments with emotional and mental influences proving to be just as important as physiological factors. As a result, humans will remain valuable in the field of natural sciences. Related future job skills may include scientific knowledge and study, social skills, legal skills as well as management and understanding all varieties of interlinked ecosystems.

Business and economics is another field that remains largely unpredictable. While markets may be manipulated and influenced, consumers react of their own accord, and because they are human the outcomes can never truly be certain. Take last year’s Brexit vote for example. Nobody thought the result would be “no”, and economic predictions based on that result were ominous. Yet many of those fears have proven to be unfounded. While certain sectors took a knock, others have shown to be resilient, growing exponentially despite conservative economic movements. Business thinking, particularly in the entrepreneurial realm will remain important future job skills, as well as that of managers, analysts and economists.

In the future there will be many opportunities to work with machines to achieve better outcomes, and there will also be careers and areas of expertise that will remain firmly in human hands. Rather than fear machines and the impact they may have, the most important future job skills may involve using instinctive human potential to think creatively and seek out opportunities even where there appear to only be challenges.

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 rod@resourceondemand.com.

Take control of your own Personal Development

As new generations enter the workforce, many jobseekers look for work opportunities in companies that will help with their own personal development. But whose responsibility is this really? Is itHuman Capital Management personal development up to employers to provide training or should individuals be taking the initiative if they want to progress in their career?

In terms of Human Capital Management, business are recognising that they do have an important role to play. When they invest in their staff and create a stimulating work environment, it helps to reduce attrition and increases employee engagement which often results in greater productivity. This helps them to retain and develop top talent that contributes to the company success. So it is in a company’s interests to provide training and career development opportunities.

The Development Dilemma

The problem is that often employees will complete the training and gain the benefit from it and then move on elsewhere, so the money and time invested in those employees is benefiting someone else and not the company who provided the training. This dilemma results in companies being selective on who they provide training to, often choosing to invest in employees that show themselves to be proactive and interested in adding more value to the business as well as their own personal development.

One method that companies are in investing in terms of human capital management is gamification. This incorporates self-directed learning into a gaming type platform. It allows employees to create their own persona online, register for and complete training in their own time and gain recognition for their efforts. It’s proving to be a valuable tool because those employees that are really invested in personal development have the opportunity to complete additional training modules and further their own knowledge while at the same time encouraging others to do the same by their example.

But what if the company you work for does not provide these opportunities, or limits them to a select few senior staff? How can you progress in your personal development so that you’re consistently building your career? Here are our top 3 tips:

Set Goals and Objectives

Give some thought as to where you want to me in the short, medium and long term. What type of Human Capital Management role to do you see yourself fulfilling in 5-10 year’s time or by the end of the year? What are the stepping stones to get there? What skills or type of experience will you need and how can you accomplish that?

Asking these questions will help you set clear goals and personal objectives. Remember too, the golden rules of goal setting: Goals should be specific, measurable, action-oriented, reasonable and time-based. Start with weekly goals, setting milestones that are a starting point to reach your long term human capital management goals.

Breaking bigger goals into bite sized chunks not only helps to keep you on track, it’s also extremely rewarding to tick off tasks. It gives you a sense of accomplishment which encourages you to keep moving towards your bigger personal development goals.

Coaching and Mentoring

Find someone who can mentor you and don’t underestimate the value of this. If you have some budget available you may want to invest in a personal or business coach. However, keep in mind that this is the type of relationship that will develop over time and could get quite costly if you choose to have regular weekly or monthly meet up sessions. A coach is someone who is trained (and certified) to help guide you in making decisions and helping you uncover what’s most important to you so that you can then direct your personal development efforts into specific areas of your life.

Mentoring on the other hand may be offered free of charge in an organisation or on an industry forum. This is where more senior people freely give of their time and input and are there to listen to your questions and provide advice based on their personal experience. This could be a senior colleague, manager or even director in the firm.

Keep in mind that a mentor needn’t be someone you meet with in person. You could connect with someone in your industry online and have video chats as mentoring sessions, or have a set up where you can communicate over email or chat.

Finally, there is also the option of reading inspirational stories and books by leading business and industry personalities. These books can provide valuable insights on how they achieved success that you can incorporate into your personal development and goal setting.

Beat the Imposter Phenomenon

Many people don’t progress in their careers, not because they don’t have the skills and abilities, but rather because they don’t believe in themselves. They live with a sense that they’re an imposter and soon someone will find out that they aren’t all they’re supposed to be. Part of personal development is recognising your skills and value you can contribute to a business. Believe in yourself and that you’re worth investing in, because if you do, others will too.

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 rod@resourceondemand.com.

So…tell me about yourself?

Jobseekers talking about themselvesIt may seem an obvious question for an interview but it’s one that most jobseekers dread. “What should I share? How much should I share? If I talk about myself too much I may come across as arrogant. If I don’t share enough they will think I lack confidence.”

I’m often surprised how unprepared jobseekers are for this question. Maybe because it is so broad and they aren’t quite sure where to start. So here’s my tip: Think marketing. Think of yourself as a product that you need to present in a way that makes the other person sit up and think “Hey that’s exactly what I need!”

Here are some marketing questions to help you prepare your answers:

Who am I? (Personality)
Often personality is as much a factor as skills or experience in finding the person that is the right fit for a team. With this question you want to be sharing your values and what’s important to you. Things like being a good team member or leader, someone who likes to creatively solve problems or enjoys collaborating. Think about what the interviewer might be looking for in a jobseeker and align that with your strongest personality traits.

What is my experience? (Background)
Your past work and life experience creates a backdrop for the rest of your marketing story. This is where you can highlight key projects you worked on and what you enjoyed most about them. Be sure to highlight specific challenges faced and how they were overcome. Travel, hobbies and interests can also be featured here as they will provide a broader view of your life experience.

What am I good at? (Features)
As a jobseeker you need to showcase what you can do in terms of specific skills so that the interviewer can tick the boxes if you align with what they are looking for. Be specific and link your skills to your experience to demonstrate that you really do know what you’re talking about.

What have I achieved? (Benefits)
For every skill or feature you list about yourself, link it to a benefit for the employer – either past or future. For example: “By streamlining the project rollout, implementation was achieved in 3 months instead of 5 months saving the company X amount in implementation costs.” Always think in terms of: “What’s in it for them?” because this is what will get their attention.

What do I want? (Mutual benefits)
Interviewers are interested in what jobseekers are looking for because this is a big factor in how long they will stay with the company. Be honest in your expectations, but make sure they are grounded in reality. Link your expectations into why you applied for the position and want to work for the company. If you show that you are sold on the company and eager to contribute you are already half way into marketing yourself into the job.

As a final tip, keep in mind the perspective of the interviewer and market yourself to them. (What are they looking for, what do they want?) This will help prevent you getting too self-conscious when trying to talk about yourself. Put yourself forward as not just a jobseeker, but someone they really can’t afford to be without.

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 rod@resourceondemand.com.

Are Longer Notice Periods a Good Thing?

Recently we have seen a trend towards longer notice periods. In particular in the IT Workday industry the norm has become 3 months. But not everyone in the industry is convinced that this is a Workday Notice Periodgood thing. Indeed for both employers and employees there are pros and cons which could affect not only the working relationship but also the business concerned.

The Employers Perspective

With systems like Workday, high level expertise can be hard to find. Which means that employers want to try hold on to that expertise as long as possible and have sufficient time to search for a replacement if an employee decides to leave. Generally it can take three months or more to find someone suitable. Then there is also the question of handover. This is not something that can be done in a week or two so from an employer’s perspective a notice period of three months or more is the minimum they would need to ensure continuity in business projects.

However, this can also present challenges. Once a Workday employee has made a decision to leave they tend to emotionally disconnect. This often reflects in their work and interactions with clients and colleagues. Instead of just causing a disruption in workflow it can also cause a decline in morale which could in some instances instigate a mass exodus in the team, especially if the person leaving has a fair amount of influence or is looked up to by colleagues. This could be far more damaging to the business than losing the expertise of just that one Workday person.
Sometimes, despite how valuable a person is in the role they fulfill, it may be in the business’ best interests to get them out as soon as possible, rather than let them stay on. This is particularly important when there is a chance the employee could take client accounts with them to a competitor or be looking at starting up their own enterprise.

The Employees Perspective

Some employees want to leave on good terms and give their Workday employers the benefit of the doubt by working out a full three month notice period. They recognize the complexities involved in projects and are willing to work the full notice period in order to help train up their replacement and conduct a proper handover.

Sometimes employees are even willing to give more notice than required. However, they need to be cautious. If the Workday employer thinks they don’t need the extra notice they can terminate with just the required notice period and employee could then find themselves without pay for a month or two before they start their new job. There is also the challenge of coordinating start dates with a new employer and ensuring they’d be willing to wait for three months or more.

Ultimately it will come down to the Workday employment contract and the relationship between the employer and employee. It’s always best to leave on good terms as one never knows when past relationships could impact business dealings or opportunities in the future. With open communications and good working relationships, it is possible to have a positive outcome for all.

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 rod@resourceondemand.com.

The New Remote Control

There is one distinct advantage that technology has brought to the workplace – the ability to connect remotely and work from just about anywhere in the world. This is providing both businessesRemote Workforce and employees greater flexibility. Not only can employees work from home or off site locations, but organisations can access talent and expertise from around the world. (Sometimes even making use of time zone differences to improve project continuity and efficiency.)

However, engaging a remote workforce is not without its challenges, especially as many organisations use old outdated technology for project collaboration. Email is great for one-on-one communication but can get messy when there are multiple recipients. Similarly multiple people working on the same spreadsheets can make it difficult to determine which one is most up to date.

Research shows that team members on average use five different tools to manage projects which is not the most efficient way of doing things as the lack of integration can hinder collaboration. Does this mean that old technology should make way for new? Or should businesses rather rethink their remote control?

Keys for successful remote working

To make the concept of a remote workforce more efficient, organisations need to have a clearer understanding of what tools are available that will facilitate better collaboration. Here are some key elements to consider:

Project Management – A cloud based centralized system can help facilitate better project management by improving security, workflows and management ability. Individual projects can be coordinated through virtual office hubs that manage the remote workforce. At any given time project managers can update clients on project progress and see who is working on specific tasks. Gantt charts can be incorporated into the cloud based project management system to facilitate this.

Planning and scheduling – Tied in with project management is the ability to schedule tasks for remote workforce members according to their specific expertise within the centralised cloud system. Online team planning meetings can be coordinated and outcomes can be linked into the project schedule.

Document sharing – One of the biggest challenges is when people are simultaneously working on documents and at the end of the day it’s difficult to determine what’s the latest updated version. Cloud based document sharing can track who makes what changes while viewing the latest version. Some technologies allow different levels of access for people in different roles which improves document integrity and security.

Task coordination – Kanban boards with specific remote workforce member tasks resemble small post-it notes can be linked into the Gantt charts. This enables team members and managers to view tasks at a glance and see progress. It can also help manage workloads and identify who may be available to take on new tasks, or who needs help with their workload.

While there are many cloud based systems available, organisations need to be careful about choosing one that is specific to their needs. Many promise nice sounding optional extras but in reality the simpler the remote workforce management tools the more likely team members are to use them and the easier it will be to co-ordinate projects.

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 rod@resourceondemand.com.

Preventing Salesforce Career Stagnation

The traditional model of career progression was: learn as skill, get a job, get promoted, become a manager, then keep that job until you retire. The problem with that is that not only does it limit opportunities, but it’s also a fast recipe for stagnation. If you’re only developing skills and experience in one specific Salesforce niche, chances are at some point you’ll get bored, but with no option for upward progression you may feel stuck. And this is especially an issue when industries or technologies start to mature.

In the UK, Salesforce is starting to reach a level of maturity. Have you considered that maybe it’s time to move on and gain some fresh experience to prevent career stagnation? Despite what you may think, the best careers are those that are not linear. It’s not always about moving up, sometimes a side step or even a backwards step is the best career move you can make because it can lead to new and often better opportunities. Here are our three top tips for preventing career stagnation:

1. Always be learning

This goes far beyond the basics of fulfilling a Salesforce job in terms of development, integration or coding. When you are conscious about learning you are always on the lookout for opportunities to do so, and this in itself is what opens many doors. Even a lunch time chat with a junior colleague may highlight an area they are struggling with. It can plant an idea, open up an opportunity to collaborate and find solutions that don’t yet exist. If you document your problem solving methods and solutions, it can provide a framework for future learning, both for yourself and juniors.
Broaden your horizons by reading books, joining forums and sharing ideas with people in similar roles. As you gain expertise, share your knowledge, because not only does this help build your professional profile, but also helps to raise the bar on the complexities and challenges you get to tackle.

Learn skills beyond standard Salesforce jobs and IT, such as project management or change management. With architecture and technology changing rapidly, these are skills that managers need for successful project implementation.

Look to other industries. While being in the hub of an IT company may seem like the ideal environment for career progression, the reality is that all industries are IT dependent and as such there are opportunities to use your experience to make a big impact in other niche industries. The healthcare industry, insurance industry, retail, NGO’s, even government organisations are becoming more focused on technology to become more efficient.

2. Play to your strengths

There’s a saying: “You’ll never get bored if you’re doing what you love!” So find what you love to do and develop your skills around that. Knowing yourself and playing to your strengths can Salesforce Jobscontribute greatly to career satisfaction. Why? Because then you’re not simply doing what everyone else says you should be doing, or fitting in with what the organisation expects you to do. You’re building your Salesforce career not just doing another job.

IT professionals are often expected to work long hours in big open office environments with pressing deadlines and this can be a recipe for burnout. By knowing how you work best, and what environment makes you most productive, you can seek out other Salesforce jobs that offer what you need, instead of simply accepting what you can get.

3. Stay connected

Whether you attend conferences and seminars or engage on online forums, staying connected is a great way to develop your Salesforce career. You not only constantly stay abreast of what is happening in the industry, but you also have the opportunity of sharing knowledge with like-minded individuals.

Staying connected also helps you to keep moving forward as technology advances and creates opportunities to integrate the old with the new. Many new technologies are simply improvements or built on older proven technologies so expertise and knowledge is seldom wasted. One of the biggest challenges companies face is keeping up with technology developments. Staying connected on a personal level to other experts in the industry can provide valuable insights from other organisations as to how they overcame implementation challenges.

Finally, know that your Salesforce career is what you make it. It’s a platform offering a great deal of diversity and opportunities and suited to people of varying skills, expertise and personalities. Connect, collaborate and always be learning and you’ll find many opportunities to avoid stagnation and develop your Salesforce career. And if all else fails, speak to our expert Salesforce recruiters to give your career a boost!!

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 rod@resourceondemand.com.

The impact of AI on the future of Software Testing

When talking about AI, one of the biggest concerns is the impact it could have on jobs, both now and in the future. There is a very real fear, that with machines proving to be much more efficient at many tasks, the role of humans will become obsolete. However, it is not all doom and gloom. Specifically in the field of software testing there may still be several important roles for humans to fill that can’t be matched by machines.

It requires a different approach to working synergistically with AI, using it to leverage better use of human resources and expertise. In other words use bots to do the grunge work, taking advantage of their ability to operate 24/7, process vast data sets and different parameters. Let’s consider three examples of what this would look like in terms of a practical application for software testing.

1 – Testing coverage & workloads

A common issue in software testing is that as a project develops the parameters for testing often increase, creating additional workloads for the testing team who are limited in their capacity and the number of hours they canSoftware Testing effectively operate for.

However, having AI testing bots at their disposal, testers can reprogram the tests to include new parameters and the scope of the testing can increase without adding significantly to the workload of the testing team. AI testing bots can also be programmed to run parallel tests and auto-tune these as the project evolves.

Effectively software testers can have a full team of bots running a broad range of tests while their task is primarily to manage, analyse and program the testing process.

2 – De-bugging effectiveness

Considering that AI bots can work effortlessly 24/7, they can be put to very effective use de-bugging programmes overnight or over weekends, thereby increasing the scope and time that the tests run without requiring human input. In the morning the testing team can then analyse and triage the test results and set about resolving the issues.

Even more advanced integration can see bots automatically rewriting the code to fix the bugs or predicting potential weak spots based on historic testing results.

3 – Advanced real-time testing

Using AI bots in real-time testing can increase the scope of real-time testing ability. One example is using bots to report deviations or identify and clean up polluted data. Once again using bots to do the grunge work can improve the quality of the testing and help the testing team to operate more effectively on projects.

What does the future look like?

The integration of AI bots into testing won’t happen overnight, it will require testers to be retrained to use bots effectively and adapt traditional testing processes to manage time and resources more effectively.

In the process there is an opportunity for testers to develop and improve their expertise, learning how to integrate their knowledge with new technology to create more effective and efficient testing parameters.

Despite the benefits that bots offer software testing, at this stage humans still have a vital role to play in terms of programming tests, analysing results, managing the process and attaching meaning to it. The role of software testers is far from becoming obsolete, at least in the foreseeable future, as long as testers can learn to adapt and take advantage of AI technology that becomes available.

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 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 rod@resourceondemand.com.

IT Managers of the future

Traditionally IT managers had a crucial role to fill in an organisation. They were the people co-ordinating the computer and data information systems as well as integrating with the telephony systems. But with the introduction and wider adoption of cloud based computing, many aspects of IT manager roles are becoming obsolete.

Does this mean that the role of IT managers will become entirely redundant in the future? Already in the past six years there has been a steady decline in the number of IT Manager roles being advertised. Is this an indication of things to come and what can traditional IT managers do to ensure they have a future career?

The IT Sector is evolving, IT Managers should too

The basic truth is that the IT sector is fast paced and constantly evolving – it’s one of the aspects that makes it an exciting industry to be working in. IT managers need to be involved in more thanIT Managers just systems maintenance and engineering-style work, they need to be adding value to a business if they want to avoid becoming obsolete. This includes embracing new technologies and finding ways to adapt their skills so that they are moving the business forward and keeping up with trends. Fortunately the trends show many opportunities for forward thinking IT managers.

According to a study by the US Bureau of Labour Statistics, jobs in the IT sector are set to grow by 22% by 2020, but that growth will not necessarily be the same across all sectors in the industry.

IT Manager roles are set to increase by 18%, however, this will not be in traditional roles. Cloud computing is likely to shift these roles towards systems design and security rather than traditional management. The industries where there are likely to be the most opportunities are in healthcare and IT security.

Database Administrator jobs are predicted to increase by 31% as the need to process and disseminate ever increasing volumes of data continues to grow. To stay competitive, administrators will need to keep up to date on technology development and systems integration.

Computer Programming and Helpdesk Technical Support job opportunities may increase by 14% and 18% respectively. Although there is a trend for outsourcing these roles which means that it is becoming more competitive in the industry.

The roles that seem to hold the most promise are those of systems analysts and software developers which may increase by 22% and 30% respectively. Key areas of growth include mobile apps and systems software. Looking at these trends, how can IT managers improve their skills so that they can adapt with changing industry trends and ensure that they have long term career prospects?

Skills worth developing

The reality is that most IT Managers will need to adapt and start to specialise in one or two areas of expertise. Getting familiar with new technology and using existing expertise and knowledge to expand on the value they are providing to their employers. The next generation of IT professionals are highly agile and if IT Manager want to stay in those management roles, they need to have the same level, if not more knowledge than the people working for them in their teams. These are some of the top areas that IT Managers could consider developing skills in:

Cloud Computing – This is currently the leading technology trend in the industry and with it comes many opportunities. Think data security and transfer or integration; Systems design and management; Data mining skills and statistical analysis.

User Interface Design – With an increasing demand for personalisation in the customer experience, UI design will become increasingly important. Businesses are accumulating vast amounts of data and they want to be able to incorporate the findings from that data to improve the user interface and customer experience.

Data Security – Given the vast amounts of data being collected on customers, there is a concern of vulnerability. The EU recently outlined their new privacy regulations and this is likely to have an impact on the way organizations think about designing and maintaining their systems.

Data Science & Visualisation – Currently there is a massive shortage of skills in this field and as big data technology expands there is likely to be even more demand for skilled data scientists. Technical knowledge and an analytical mind is well suited to this field.

Mobile apps & Development Management – Mobile technology has been at the forefront technology developments in recent years and predictions are that this trend will continue. While app development is fairly established, key elements in the future will be how to integrate this will a better UI, data mining and integration with CRM systems.

Project Management – regardless of the area of specialisation, IT managers that are skilled in project management will find themselves in more demand. As more technologies develop, integration is going to become a challenge. IT Managers that have a broad knowledge base of different technologies plus sound project management skills can find themselves overseeing large implementation and integration projects.

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 rod@resourceondemand.com.