What is the real enemy of productivity?

It’s a business no brainer, the better the productivity the better the profits, yet despite all the technology and knowledge available it seems to be as elusive as ever. In the 1980’s and 90’s soon after computers and software became mainstream in the workplace, productivity soared. But now while employees seem to be as busy as ever, productivity is not on par.

What’s the real cause of this? Is it a stream of constant distractions via email, social media, meeting requests or workshops? Is it that employees are not as committed or are simply overwhelmed with tasks? Or is it because managers are not using technology for productivity resources available to help employees become more productive?

Technology for productivity

Technology for productivity
Technology for productivity

With many companies operating across borders and time zones, trying to manage teams productively can be a challenge. However, there are three areas where technology can make a real difference to productivity, namely; communication, co-ordination and collaboration.

Communication – Technology eliminates the need for meeting face-to-face. Using Skype, Facetime or other video calling technology, employees can have online meetings instead. The video format provides the same face-to-face discussion ability but is generally more efficient as people tend to get to the point and keep discussions succinct. Webchat and instant messaging technology can also be used to get quick answers to questions and are more convenient and less intrusive than a phone call or face to face discussion. Group chat software enables multiple people to give their input and ensures that everyone is kept in the loop. Some project management programmes have chat features built in which is beneficial because then conversations can be logged and referred back to if there are any queries at a later stage.

Collaboration – One of the challenges for teams is that that multiple people may need to work on the same documents or spreadsheet, yet it’s difficult to keep track of the changes and ensure accuracy on the latest draft. Google Docs, Dropbox and even Office 365 enable multiple users to work on documents simultaneously while keeping track of changes and different saved versions. This can enhance productivity as everyone can get on with tasks without having to wait or worry about the version they’re working on.

Co-ordination – workflow management systems can help managers and team members keep on top of project tasks. As part of this it’s important to have clarity relating to project roles an overall project objectives. Making sure these two align can help prevent people getting side tracked with less important and unrelated tasks. It’s also important that team members understand the overall objectives so that they can see how their role contributes to the overall project success.

Regardless of what technology is used a good rule of thumb is to keep things simple. Find one system that can manage most tasks and objectives rather than working on multiple platforms. Use technology that is user friendly and easy to understand. In this way productivity can be enhanced without adding to the workload of employees or managers.

What are your thoughts on technology for productivity, can it enhance, or is it simply applying better time management that can make more of a difference?

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.

Are disengaged employees costing you?

Research by Villanova University, suggest that disengaged employees could be costing businesses millions of pounds per year. Whereas as highly engaged employees who are overall more satisfied are 87% less likely to leave a company.

Thankfully, Human Capital Management (HCM) softwares, such as SAP SuccessFactors provide employers with the opportunity to improve employee engagement through rewards, incentives and just as importantly recognition. Solutions provided by SAP SuccessFactors, come with real time analytics helping employees to become more productive, more quickly, whilst providing better training opportunities, and ways on how to get employees collaborating. More about employee engagement, can be found in our previous blog ‘Can HCM Technology improve employee job satisfaction?‘ or scroll down for insights from the latest research.

 

SAP SuccessFactors

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, SAP SuccessFactors, CRM system management, Salesforce and Software testing.

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.

Future careers in FinTech – what you need to know

FinTechThere is an interesting trend developing in financial and investment markets, where big data is being used to enhance and improve the customer experience and the bottom line. It’s disrupting the traditional operations of the financial industry and providing opportunities for new entrants into the market sector. It is also creating new job opportunities for data scientists and analysts to add real value to organisations.

Most financial institutions have vast amounts of data on their customers as well as market history and future trends. Yet while this data has been collected and stored for some time, it was seldom mined or analysed for ways to make it more useful. This is all changing.

Predictive analytics is just one area in which technology is adding value to customers where existing customer data is used to understand trends and predict future customer behavior. This can provide insights on what customers are most likely to purchase based on historical data.  This information is enabling companies to tailor their products and services more precisely to suit customer’s specific needs. Given how customers are increasingly looking for personalisation, for those businesses getting this right its proving to be quite the competitive edge.

Career opportunities

For jobseekers this presents a great opportunity, for while AI is expert in running analyses, data scientists are needed to formulate the analytics criteria and interpret the data in a way that is meaningful to customers. According to Deloitte, the structure of analytics is changing. Whereas before it was primarily reporting with just minor emphasis on algorithmic, descriptive and predictive analytics, there is now a far greater interest in these three types of analytics, primarily because of the change to a more customer centric approach to business. Jobseekers with either the skills or interest in any of these fields can make a valuable contribution to any organisation they choose to work for.

Wealth analytics in action

Despite having different approaches to building wealth, investors typically have one need in common – ensuring they get the best possible returns on their profile. Some investors are typically cautious while others are less risk adverse. With detailed analytics, financial institutions can track customer’s individual investment behaviour based on their buying habits and financial decisions.  They can then create algorithms that identify future investment opportunities that may be of interest to the customer thereby enhancing the customer experience and providing them with a tailored investment portfolio.

A similar approach can be used for customer retention, using analytics to provide customers with feedback on the performance of their investments and presenting new opportunities to fine tune and improve returns. A long term approach may include helping customers set up retirement plans or savings funds. In terms of attracting new clients analytics can be used to identify customer needs in different life stages, ie: college funding, home loans or savings.

More importantly though, data can play a crucial role in fraud prevention through predictive analytics. By identifying characteristics of fraudulent transactions, actions can be flagged and put on hold rather than processed. Data scientists and analysts can be at the forefront of helping prevent and reduce fraud as well as enhancing the customer experience. No matter what your particular interest, one thing’s for sure – it’s an exciting time to be working in the FinTech industry.

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.

Is paying well, enough to retain employees?

Money isn’t quite the motivator it used to be in terms of employee retention. Today employees don’t just want to know that they are earning a decent salary, they want to know it compares favourably with both their peers and industry standards. If they find out they are earning below par it can be a big demotivating factor. So how can companies best manage salaries to ensure employee retention?

Companies are always seeking to optimise their salary spend, but they need to look at this from a broader perspective. Retaining good employees is far more cost effective in the long term than having to recruit and retrain new people. An employee who is earning a standard annual increase may be happy with their earnings, until that is they find out that a new recruit is earning much more or that what they earn is not quite on par with what is being offered elsewhere.

The younger generation of employees is less risk adverse and therefore quite willing to move when better opportunities present themselves. Companies that don’t offer competitive salaries or band peer salaries in the same bracket could find themselves losing some of their best employees because of this.

What peer compensation means to employees

An article published in the Scottish Journal of Political Economy, 2017, Vol. 64 No.1, titled Monetary Reference Points of Managers – Empirical Evidence of Status Quo Preferences and Social Comparisons; supports this view highlighting the effect of peer compensation on job satisfaction.Salary

According to the article, job satisfaction is directly proportional to whether employees perceive that they are being fairly or more than fairly paid, and declines if they feel they are being unfairly paid compared to their peers.

But does this apply to all employees across all levels, genders and industries? Interestingly enough, women didn’t seem as affected by peer earnings as men provided they were satisfied with their own earnings. The job satisfaction ratio was also more applicable to people on fixed income rather than those on commission or variable salaries. In terms of management positions peer salary levels were a major deciding factor in setting management salaries. Younger employees also seemed more concerned with peer earnings. This has been attributed to the fact that being younger, they see peer earnings as an indication of possible future earnings and align opportunities accordingly.

What companies can learn from this

Businesses need to benchmark salaries with consideration of both internal salaries as well as external competitor salaries. Employees are likely to compare their earnings and business need to be aware that if they are paying below par, it’s highly likely to lead to a level of job dis-satisfaction. Informing and educating employees as to the compensation policies as well as the benchmarks can help avoid job dissatisfaction because it helps employees to manage their expectations. This also give employees something to work toward if they are just starting out in their careers and want to move up within the organization.

Offering competitive salaries enables companies to attract top talent. Despite the fact that women are not as concerned with peer earnings, they do still need to feel that they are being paid their worth, so this should not be viewed as an opportunity to offer less, just because an employee is female.

But most importantly bench-marking policies should be part of a greater strategy to retain good employees. Understand what their expectations are and what’s important to them in terms of compensation. The trend is also leaning towards other employee benefits such as flexi-time or work from home options, recreation facilities or incentives for employees to maintain a healthy lifestyle. For some people these benefits may be more valuable to them and be seen as just as worthwhile as a higher salary.

The working environment is becoming more transparent as it’s becoming easier to obtain information relating to salaries and compensation packages. A simple online search can reveal what positions are available in the industry and what salaries are being offered. Employees do not need to be actively searching for another job to know what other options are out there. Salaries may not be the sole deciding factor when employees are contemplating staying or going, but perceived fair earnings can certainly tip the scales in terms of job satisfaction.

Employee retention is vital for a business that wants to achieve a healthy growth curve. It creates continuity where expertise is being added and built on rather than having to be renewed every time a new employee is brought on board. Including bench-marking in human resource management is a wise move, one that can not only grow the business, but help ensure that employees enjoy a great level of job satisfaction, knowing they are being fairly rewarded for their efforts.

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.

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.