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.

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.

5 Top tips for settling in at your new job

Getting a job in the competitive field of marketing automation and especially in leading consulting company isn’t easy. If you’ve sold yourself well in the interview and landed your dream Marketo Marketo consulting jobconsulting job, you now need to hit the ground running and prove to your new boss that they made the right decision.

The first 90 days in a new job are critical to establishing yourself successfully in a new company. Some recruiters say that it’s merely an extension of the recruitment process. There are many expectations to meet, a new company culture to learn as well as finding that place where you can establish your expertise and excel at your job.

The sooner you feel at home in your new Marketo consulting job, the more you’ll be able to focus on the tasks at hand and your role in the company. Connecting with colleagues will help you build relationships which can facilitate collaboration and co-operation as you establish yourself in your new role. Here are 5 tips for settling in quickly:

  1. Identify Key People

Identify the people that you will be interacting with on a regular basis, this includes peers as well as managers and subordinates. Establish relationships with superiors to find out what their expectations are in terms of reporting to them. Some like to be kept in the loop with daily details, others may only want to hear from you when you have a major query, and aren’t looking for daily updates. If you are leading a team, communicate your expectations so that you can start to establish good working relationships.

  1. Familiarise yourself with Key Policies and Procedures

In all companies, there will be established policies and procedures in place. Familiarise yourself with these as quickly as possible as they form part of the company culture. This not only includes work oriented details such as expense reporting, booking holiday etc., but also things such as break room etiquette. Does everyone have their own coffee cup or shelf in the refrigerator, for example? Is there a roster for washing up dishes or does everyone just do their own? These may seem like small and frivolous details, but knowing the informal cultural norms can help prevent alienating colleagues by unknowingly doing something you shouldn’t.

  1. Ask for Feedback

Encourage feedback from colleagues, managers and team members. This will help you establish a rapport and build better relationships. Remember that if you receive criticism, accept it graciously and respond in a positive way, even if the comments were biting. Sometimes people say things more harshly just to test you and see how you respond. Don’t give them a reason not to like you by responding negatively especially if you asked for the feedback in the first place.

  1. Network with Peers

The marketing automation industry is all about networking and sometimes it can turn out to be a small world when you find out you have mutual Marketo consulting acquaintances with colleagues. It’s quite likely you’ll find common ground working in the same industry, but you also want to make friends. Work is always so much more enjoyable when you work with people that you genuinely get on well with.

  1. Identify Role & Career Opportunities

Let you colleagues know what your role is in the organisation. It’s not only an opportunity to introduce yourself, but also to subtly showcase your expertise without bragging about it. This type of conversation is a great way to learn more about your colleagues and their work background too, so that you can identify key areas of expertise that you may need to call on in the organisation. Talking about your background and interests may also highlight future career or learning opportunities for you.

Most importantly remember to just be yourself. While you will want to make a good first impression don’t try be something you’re not just because you think it’ll help you fit in. It’s hard to keep up an act anyway. If you want to build genuine relationships and further your career, then just be yourself and focus on excelling at the job you were hired to do.

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.

Fancy a career in digital marketing?

Looking for a career in a growing market?

Digital marketing / marketing automation could be just the ticket. According to recent surveys the digital marketing industry is now 11 times bigger than it was back in 2011 and it’s growth is not expected to slow down any time soon. And of all the marketing automation users surveyed, a staggering 91% said digital marketing was very important in the overall success of their marketing automation campaigns.

What is Digital Marketing / Marketing Automation?

Marketing Automation is the use of technology platforms to deliver marketing solutions / campaigns to a targeted audience via various marketing channels. It is designed to generate high leveldigital marketing leads and through workflows and automated processes manage the customers engagement to generate sales opportunities, through a process called lead nurturing.

Want to know where to get started?

There are several routes you can take to get into digital marketing / marketing automation, but it is best to get experience working within a marketing department, particularly with email marketing, or content management. This will provide you with the opportunity to see complex automation up close and understand how marketing works across a variety of channels.

You should also consider trying to get ‘hands-on’ skills with one or more of the following digital marketing platforms, such as Marketo, Eloqua, Adobe Campaign (Neolane) and Salesforce Marketing Cloud (Exacttarget) (Pardot).

If you want to know more, we have an excellent selection of career Pathways, that provides detailed information on your route to entry into the world of digital marketing, including a handy marketing automation glossary. Alternatively our digital marketing recruitment consultants are on hand to answer any other questions you may have.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Adobe Campaign Interviewing – The three questions to prepare for:

Successfully landing a job as an Adobe Campaign specialist requires that you
have a certain level of technical skills and industry knowledge. But does just having the right qualifications ensure you’ll get the job? Especially when there are so many equally skilled applicants applying for the same role.

It takes more to set yourself apart from other prospective candidates. To increase your chances of landing your dream job in marketing automation. Here are three interview questions to consider and know how to answer well:

1 – Will I fit into the company or team?

Even within the same industry of marketing automation, companies can have very different corporate cultures, and if you don’t fit in, you’re unlikely to really thrive in the work environment. To Adobe Campaign Digital Marketinganswer this question you need to know yourself well.

Do you work best in a vibrant busy, even pressurised environment, or do you need your own personal space to focus on the tasks at hand? Can you deal with strong and domineering personalities? Do you work well in a team? Can you lead people and give direction? Do you feel confident in sharing your ideas? Or are you more of a strategist? What unique combination of Adobe Campaign skills and experience can you offer that will set you apart from other candidates?

Once you’ve written down a few key points about yourself take the time to research the company you’re applying to. Social media is a great way to pick up on the company culture – are their posts serious and technical, customer focused, or quirky and humorous? What are customers saying about them? Even just doing an online search can pick up on industry views, customer complaints and company accolades.

Based on this you can quickly determine if this is the type of company that you’d like to work for and if indeed you will be a good fit. When preparing to answer this question, phrase it in terms of what you can add to the business to complement the success that they already have.

2 – Can I do the job?

Everyone generally wants to advance themselves in their career and often applying for a new job entails stepping up into something new that’ll help you gain more knowledge and experience. But as much as a position can offer you a learning experience, you still need to be able to offer something substantial to the business that is hiring you.

They want to know if you can do the job. Do you have the right kind of skills to be able to adapt your knowledge and experience to the new role? What level of Adobe Campaign know-how do you have? And how well will you be able to apply your knowledge to fit their brand or products or services?

Hiring staff can either be an investment or an expense and the outcome is determined by whether you can do the job. If you fail you will have cost the company a considerable amount of time and money. But if you succeed, then it’s a worthwhile investment for them that has helped the business to grow and become more profitable. It’s your job in the interview to convince them that you’re a worthwhile investment.

3 – What’s my motivation?

Perhaps it’s the salary that’s attracting you to the position, the flexibility in working hours, the opportunity for international travel or simply an opportunity to work in a vibrant, up and coming marketing automation company. Whatever your motivation, be able to articulate it clearly in the interview.

Recruiting managers favour those who have a clear vision for their career and know what they want, because generally those type of people have the determination to succeed. People may be able to fake some Adobe Campaign experience or skills, but it’s very difficult to fake passion and motivation. And that can be the difference between landing the marketing automation job or not.

Know why you’re interested in the role, what excites you about it and why you think you’ll be the ideal person for the job. Then carry that passion through in the interview. Your energy and excitement about the role can put you ahead of other candidates.

There are many other important aspects in an interview that are important; how you dress, how you conduct yourself, your posture or gestures and even your ability to be punctual. However, these three questions dig a little deeper. By preparing for them will show your prospective employer that you are serious about advancing your career as an Adobe Campaign specialist. That you have given thought to your career progression and the type of company that you want to work for. That this is not just another job for you, it’s your dream job, and that by investing in you, you will in turn be investing in and helping them to succeed.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Give Me Feedback!

Okay, so you may have opted against using a recruitment agency! “No, that’s crazy” you hear us scream.  Sadly, many smaller businesses lack the resources to employ a full time HR personnel to manage the recruitment process and often land themselves in hot water over poorly managed processes.  But, what many employers and small business don’t realise is that your recruiter can offer more than just fantastic Adobe Campaign or Eloqua candidates to fill your role.  They can give you sound advice on the whole recruitment process. So what are the top tips for getting it right?

Feedback

Adobe CampaignIt never fails to surprise us how often clients don’t give feedback.  Whether you are using a recruitment agency or not, feedback for the applicant is an important part of the process, but unfortunately only around 41% are provided feedback after an unsuccessful interview.

There is nothing worse for an applicant than submitting their CV to never get feedback, and even worse when they don’t hear back on how their interview went.  Unsurprisingly around 83% of applicants say that a poorly managed interview experience will actually put them off the role and the company.

But, don’t panic thinking that you are going to get bogged down in a deluge of administration around CV and interview feedback. Just a few well crafted templates is all you need to make the overall applicant experience a better one.  And if you do have a fantastic Adobe Campaign recruitment partner, such as ROD, then most of this work can and will be done by them!

For further advice on the interview process,  read our helpful resources guides.

Use Scorecards

As a hiring manager, you probably find yourself interviewing candidates one minute, then running off to internal or client meetings the next.  Sound familiar? What usually happens in these situations, is that interviewers then rely on rushed notes to put their hiring suggestions across to their HR team to process offers and applicant feedback.  And, if like us you find yourself interviewing 5 or 6 candidates in a day, you can often forget the finer details of an applicant.

This is where scorecards come in handy.  Scoring applicants against their soft skills and technical skills, such as Adobe Campaign implementation projects, as you interview them, not only helps you to compare multiple candidates quickly.  But means that you can rely on factual decision making, if you find yourself struggling to recall individual applicants.  And more importantly avoiding those expensive mistakes through relying on your gut-instinct.

Note Taking

Regardless of the number of applicants you are interviewing, making notes immediately is important. Jotting down particular skills, accomplishments, or projects an individual has worked on is a handy way of reminding yourself about an applicants strengths.  However, be very cautious with your note taking.  Under the Data Protection Act 1998 an applicant is entitled to request the personal information you hold on them and how this information will be used.  Interview notes may therefore, full into personal data.   So keep your notes factual, and do not make notes that are deemed to be ‘personal’ and certainly not discriminatory.

Keep it timely 

Setting realistic time frames within the business to respond and process interview feedback is fundamental in ensuring your applicants, even if they are unsuccessful, will have a thoroughly positive experience.

At least 80% of the companies we have dealt with, have at some point experienced the loss of a potentially good applicant, because they took too long to get back to the applicant following an interview.  And quite frankly it hurts.  The time and effort that a takes to organise multiple interviews, ensuring that hiring managers are off client site, and possibly traveling to central locations, all adds to the overall recruitment costs.  Our advice is to avoid having to restart the process all over again, at all costs.

Constructive Honesty

Telling an applicant they aren’t successful is never pleasant, but sadly it is a necessary evil. A whopping 94% of applicants want to have interview feedback, good or bad. But providing feedback is not about saying “Thanks for considering us, but not at this stage”.  Its about offering something more constructive and transparent.  However, many companies avoid feedback for fear of recriminations and accusations levied at them by the applicant. But feedback if done well and honestly, can be hugely beneficial to the business, in that it drives great PR across social media.

In the digital marketing and marketing automation world especially, word and bad experiences travel fast. Therefore always make sure your applicants have a really positive experience, even if unsuccessful.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.

Q3 in Marketing Automation Recruitment – The importance of consistency

“If you are persistent, you will get it. If you are consistent, you will keep it.”

I do not know about you, whether you work in recruitment or in any other job that involves delivering to new and existing clients on a regular basis, but I always find the beginning of a new Marketing Automationquarter a mixture of emotions. From being pleased with how I ended the last quarter, to the excitement and panic of what the next quarter is going to bring!

For Q3 in 2016 for the Marketing Automation & Digital team here at Resource On Demand Ltd, it is all about consistency for our existing clients and to our new clients that will be looking in the build up to the Christmas break.  In recruitment in general, but even more so in the niche technology space we work in here, consistency is the absolute be all and end all to clients and candidates.

Clients

Consistency is the difference of a long term relationship or a one off with any client. Produce consistent results with good quality candidates who fit the opportunity at hand, you have a long term client who will come to you with their needs every time. Failing that, you will find yourself on the ‘recruitment agency scrap heap’ and will only be used in an emergency or not at all!

Candidates

I believe the consistency for candidates does not actually lie in finding the right opportunity every time, but in the honesty you give them. If you are struggling to find them a role, TELL THEM! Many of us have been on the other side of the fence and used a recruiter before. Being left in the dark, is just as bad, if not worse than not getting the role you went for! Be consistently honest with them, and you will have candidates that will not only come to you when looking for a job, but will also turn into clients when they look to recruit for their team!

Do you agree with consistency being the key? I would love to hear from you about other ingredients that are your essentials for success.

If you are looking for a new opportunity for yourself, or are looking to add Technology specialists to your team, then look no further than Resource On Demand. With a fantastic reputation in our niche markets, we can help you in any of the following:

  • Marketing Automation / Digital Marketing (Eloqua, Salesforce Marketing Cloud, Adobe Campaign, Marketo)
  • Salesforce.com
  • HCM (SAP, SuccessFactors, Workday)
  • Big Data and Business Intelligence

Not looking right now but interested in where your salary compares in the market? Or are you fishing for some information about the right salary to pay? Get a FREE salary survey and see how you compare to your competitors.

Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on rod@resourceondemand.com or on 020 8123 7769.