What Technology Stars Will Want from Their Employer Next Year


Technology is one of the fastest-growing sectors in the world. Every day, it seems as though new innovations are hitting the marketplace, changing the way that we respond to everyday challenges and concerns. Although this is excellent news for talented candidates who want to take their pick of organisations to work for, it’s not as exciting for businesses, who struggle to get their hands on the perfect hires.  

It’s no wonder that companies like Airbnb are now giving their employees an annual budget for travel, and Amazon is cutting down on the work week. Employers around the globe are continually searching for new and improved ways to attract the hires they need most.  

With rates of workforce loyalty falling lower than ever, and the costs of replacing employees rising ever-higher, the question is: “Does your organisation know what it needs to do to attract technology stars this year?”  


1. Work-Life Balance 

According to numerous Deloitte and CIPD surveys, employees now consider “work-life balance” to be one of the most important factors when it comes to deciding whom they want to work for. In fact, it might be even more crucial than salary for some of your potential new hires. 

As the professional environment grows more chaotic and fast-paced, it’s important to remember that there are only so many hours in the day. The more time an employer demands from their staff, the more likely that employer is to push their critical recruits out of the door. 

In the technology world, offering work-life balance opportunities can be easier than you think. For instance, many of the tasks associated with Salesforce development and consulting can be implemented from anywhere, using remote software and collaboration tools. Consider whether a flexible working schedule might make you more attractive to the talent you need.  


2. Inclusion and Respect 



No matter what kind of candidate you’re looking for in the job market today, it’s important to note that almost every employee expects a certain level of respect from their manager or supervisor.

According to a study from the Harvard Business Review in 2014, that is still as relevant today; employees will always be more engaged when they feel their “core” needs are being met. These needs include: 

  • Purpose: Finding meaning in your work. 
  • Focus: Knowing what’s expected of you. 
  • Understanding: Being able to take breaks at work. 
  • Recognition: Feeling valued by the team. 

Technology professionals know that they’re in demand right now, so if they don’t feel as though they’re being appreciated in your business, they’ll happily look for employment elsewhere.  


3. Opportunities for Development  

Technology is a constantly evolving and shifting sector. This means that the experts you hire in this industry are likely to be searching for a role that opens new doors for them in an innovative environment. Make sure that the people you bring onto your team can see a future for themselves within your organisation, complete with plenty of new technology to play with.  

A candidate who feels as though they might stagnate in a new role, or be unable to show off their skills in full is more likely to look elsewhere for opportunities. With that in mind, it might be worth looking for ways that you can support your staff by giving them new training and learning opportunities to tap into.  

Remember, today’s talent isn’t just looking for a high salary. Potential new hires want to know that they’re setting themselves up for a dynamic and exciting career.  


4. Teamwork 



Most people work better in groups than they do alone. Although it’s true that technology professionals are generally more independent than other experts in the job market, that doesn’t mean that they don’t want opportunities to collaborate and communicate with people who are relevant to their position.  

The critical thing to remember about teamwork in the technology environment is that it might not involve bringing groups together in person. Instead, today’s employees with a tech background are more likely to expect you to have systems in place that allow them to speak to their team members through digital mediums.  

For instance, you might need to invest in a social intranet for your workplace, or think about downloading some collaborative software into your network.  


5. A Source of Motivation

Finally, the fact that the technology sector is always changing and growing means that you’re more likely to be hiring people from the “millennial” demographic as the new few years move forward.  

Many millennials are currently in the search for careers that not only allow them to make the most of their skills, but also keep them motivated with a sense of meaning, purpose, or pride. This generation wants to work with organisations that are socially responsible, and potentially have a positive impact on the world around them.  

Think about how you can motivate a more socially-connected team as you enter the new year, and you will then attract the talent to take your organisation forward. 


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

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

How to Plan Your Cloud Technology Career Next Year


Thanks to an emerging age of digital transformation, the technology world is evolving at break-neck speed, with more new and exciting concepts emerging every day. This means that there are more employment opportunities available throughout the sector for those willing to expand their skills, and strive for success.  

Now that the New Year is a matter of weeks away, it’s the perfect time for cloud-based tech professionals to start thinking back over the year they left behind and asking themselves whether it might be time to make a change for 2018. 

If the promotion or career opportunity you had been dreaming of didn’t happen in 2017, then that might be a sign that you need to refine your job plan 

Now that the cloud dominates our lives, for everything from hosting to software development, you might be in the perfect position to find the role of your dreams.  

All you need is a solid career strategy.  


Step 1: Understand Yourself, and What You Want 

Just knowing that you want to develop your career in cloud technology might not be enough to bring the opportunities you’re looking for your way. Instead, you’ll need to consider where you are now, where you want to be, and what avenues you’ll need to explore to reach your goals.  

Think about the following questions: 

  • Am I happy with my current job? 
  • What kind of cloud tech would I like to work with? 
  • What are my strengths and development areas? 
  • What do I want to get out of my career? 
  • How can I improve my opportunities in the industry? 

Remember, in the ever-evolving cloud environment; you don’t need to make a plan that lasts forever. Instead, think about where you’d like to be in the next 3 to 5 years, then revisit your roadmap at a later stage.  


Step 2: Look for Inspiration 



Once you have a good idea of what your dream employment opportunity might look like, you can start thinking about what you might need to do to get from where you are now, to where you want to be. an excellent way to do this is to seek out insights from people who have already achieved the goals you’ve set for yourself.  

In today’s highly-connected digital environment, it’s easy to track down cloud professionals who have made their mark in the world. Through social media sites like LinkedIn, or blog posts from professionals, you can read up on the journey that experts just like you have taken to get to where they are today.  

If you struggle to find the information you need, then remember that talking to an enlightening. These companies know exactly what companies search for in a cloud pro.  


Step 3: Determine What Changes You’ll Need to Make 

There’s a good chance that if you want to get a higher, more authoritative position within the technology world, you’ll need to update your skills. The changing trends of the technology environment mean that competitive organisations are always searching for talent that can handle the latest software and developments.  

For instance, if you want to be a cloud software professional, then you might need to update your skills in machine learning and artificial intelligence. Today’s businesses are tapping into more AI than ever before to automatically evaluate the data they store in the cloud.  

Alternatively, you might want to think about focusing your skills on areas like Salesforce, marketing automation, or IoT. Consider how you can link your affinities with movements in the marketplace.  


Step 4: Create a Plan for Your Transition


As it becomes easier for you to visualise what you want to accomplish next, you’ll need to put your plan down in writing so that you can simplify the map that you will be following over the next five years. Think about how you’re going to repackage yourself for the recruitment world, and what kind of preparation you’ll need to do.  

It might be useful to develop a list of tasks you hope to complete as you approach the year ahead, and establish a timeline for when you want to achieve different things. For instance, it can be helpful for technology employees to enhance their soft skills before an interview. 

Expect to encounter a few hurdles on the road to success. After all, achieving your dream career isn’t always a simple process.  


Step 5: Be Ready to Update and Adapt 

The technology industry is always growing and changing, which means that any professional who wants to thrive in this sector, must be evolving right alongside it. The chances are that you’ll need to frequently update your job plan as you accomplish specific goals, and discover new skills in your arsenal, so don’t be afraid to come back and make tweaks from time to time.  

Generally, it’s helpful to address your strategy once a year and make any changes that might be necessary to keep you on the path to success. However, when it comes to cloud technology, you might want to evaluate your options every time there’s a change in the market or a significant innovation that might affect your opportunities.  


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

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

How to Build a High Performing Salesforce Consulting Team

In a sector that’s growing and changing daily, it’s never been more critical for companies reliant on technology to learn how they can make the most out of their digitally-skilled hires. A salesforce consulting team is just one of the many pieces in the puzzle when you’re taking your business into the virtual world, but the efficiency and productivity of this group could make or break your organisation.  

As the marketplace becomes increasingly competitive a unit of Salesforce experts who know how to develop your products, build your brand, and improve your chances of customer conversions, might be the key to getting the edge in your sector.  

Of course, there’s more to creating a high-performance crew than pushing members of staff together into the same room. Leaders must know how to pave the way for success.  


1. Lead the Way

Salesforce professionals are naturally innovative, and intuitive people. However, that doesn’t mean that they don’t need guidance to help them progress towards the goals of your company. Leadership can go a long way in any industry, and the more your group can rely on you to demonstrate the quality and type of work you’re looking for, the more likely you are to get results.  

Remember, great leadership improves workplace engagement by 39%. Even if the majority of your work as a manager revolves around showing your Salesforce experts what you want them to do, or delivering examples of what you’re looking for, it’s worth remembering that leadership support and direction is critical.  


2. Build Trust Among Employees

A Salesforce consulting team needs to be agile, adaptable, and ready to respond to problems at a moment’s notice. This means that they need to know that they can rely on the other staff members in their group to support them unequivocally when something goes wrong.  

A lack of trust can be detrimental to any organisation, but it’s particularly concerning when you’re relying on your high-performing squad to keep you on the cutting edge in the digital world. While developing trust might take some time, it’s helpful to start by building a culture of accountability, transparency, and open communication in your environment. Make sure people know that it’s safe to admit when they need help, or they’ve made a mistake.  

3. Make Sure Everyone Has the Same Vision

No matter what sector your company might be in, great staff can’t work together efficiently unless they know exactly what they’re doing and why. Many businesses forget that the “why” driving their employees forward is just as important as the “what” if you want to keep groups focused and motivated. If the goal of your organisation isn’t apparent, then you’re opening the door for misunderstandings.  

At the start of every new project or campaign, bring your entire Salesforce consulting team together, alongside any other professionals that might be important, including marketing experts, and product development unit. Make sure that everyone thoroughly understands what you’re trying to achieve, and what their role is in making your professional ambitions a reality.  


4. Develop a Structure for Success

Even high-performing individuals in the wrong company culture are likely to underperform. However, if you can place your Salesforce experts in the right structure, then you give them all the resources they need to exceed your expectations.  

Think about what kind of help your employees need to perform in your environment. A consulting team will generally need access to a constant stream of high-quality analytics and information, as well as some top-of-the-line technology.  

At the same time, it’s worth thinking about any key challenges your group might face, and how you can empower them to overcome those obstacles. Do you need your professionals to approach you whenever something doesn’t go according to plan, or can you trust them to make their own decisions on how to proceed? 

5. Offer a Compass, Not a Map

Finally, Salesforce consultants and developers generally work better in situations where they have the freedom to show off their skills and demonstrate their creativity. With that in mind, it might be useful to lead your unit by giving them a “compass” for success, rather than mapping out their entire journey for them.  

While a map does offer guidance, it doesn’t always give groups the latitude they need to explore and discover new solutions to common problems. If you allow your Salesforce experts to thrive, then they may be able to find answers to issues that you’ve been facing which transform and improve your business.  

Remember, technology is a continually changing environment, the chances are that your Salesforce professionals know more about the evolving landscape than you do. Give them a chance to show off their talents.  


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

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

How to Write Job Descriptions to Build Your High-Performance Team in 2018

As companies around the globe scramble to get their hands on the best technical skills for their organisation, it’s becoming harder than ever for hiring managers to locate and capture the most skilled candidates in the market.  

Around 94% of companies surveyed today suggest that talent acquisition is essential to their brand’s ability to succeed in their business strategy. That means that if you’re not already attracting the right people into your business, you will need to make changes to your recruitment process.  

The first step towards success in any industry is writing a dynamic, enticing job specification, that engages applicants, and helps to bridge the gaps between the ambitions of emerging professionals, and the needs of your organisation.  

So, how do you create the most attractive job description to attract the cloud technology stars you want.  Ana, please link to the other post this month about what Technology stars want. 


1. Start by Selling Your Open Position

A job description is more than just an outline of the role you’re hoping to fill in your company, they’re also a form of marketing, as they’re designed to attract people to your brand. You need to sell the top recruits in your field on the idea that your opportunity is better than anything else in the industry.  

You won’t get the “sale” you’re looking for unless you post “hooks” in your description too. These are the triggers that are most likely to prompt action among the people you want to connect with. Hooks for a high-performance team are likely to include: 

  • Location information: The best talent wants to work close to home or can dial in remotely. So, make sure your potential staff know where you are.  
  • Skill requirements: People want to see themselves thriving in the careers they apply for. Add the skills your new team member will use. 
  • Value: Finally, you’ll need to show that you have something unique to offer the people in your professional group. From benefits to an excellent salary, it’s up to you to “sell” the offer.  


2. Include the Right Information

Whether you’re searching for talent in the Salesforce world, or you want a marketing automation expert to help your company thrive, the chances are that your candidates are starting their search online and through a specialist technology recruitment agency. That means that you need to have the right presence in the digital world.  

Include keywords and phrases that are relevant to the position you’re trying to fill. For example, if you’re on the lookout for a Technical Project Manager, then you might want to include content around having a background of implementing different solutions such as Sales Cloud, Service Cloud or Marketing Cloud.

3. Envision the Perfect Candidate

Though it can be difficult to imagine the right recruit before you’ve had a chance to interview anyone, it can be worth picturing the perfect candidate before you start writing job descriptions. Think about all the critical qualities you need from your potential staff member.  

While it’s all right to have high expectations, be realistic too. If you’re looking for a marketing automation expert, then you can’t expect them to be proficient in product development and copywriting also. Instead, focus on the few things you really need from a candidate.  

Envisioning who you want to hire will help you to specify an idea of the right applicant, while also making it easier for you to decide where you’re going to place your role specs for the best chances of success.  


4. Make Sure You Stand Out

If you’re hoping to connect with talent in a trending area, such as technology and Salesforce development, then there’s a good chance you’ll be competing with a number of organisations for a chance to hire the ideal person. With that in mind, examine how you can make your role description stand out from the crowd and speak into what is truly important to the candidates you want to attract; this is where your specialist recruiting partner’s expertise will help. 


5. Job Descriptions And Your Employer Brand #Alignment

Finally, the rise of social media and the inter-connectedness of the online environment has changed the way that crucial talent evaluates career opportunities with organisations they want to work with today. 

As an experienced recruitment organisation in the technology space, it’s not uncommon for candidates we approach to jump online and search for your organisation as we have our initial conversations. 

The question is what does your online presence say about you? Though the role description might look enticing does the rest of your ‘employer brand’ align with the promises of your job description? 

Do you have an active social media presence a news or blog page the comments on the latest trends in your field? Case studies of employees who are part of your team and why, for them, you have turned out to be a fantastic employer. 

Recruiting business critical staff has many moving parts; from a recruiting partner that knows the market and has access to high performing candidates, to a job description that is clear and enticing to what you say on your Facebook page. 


The question is, are you getting it right?  

If you think you do have gaps, we can help. 

At ROD we are considered the leading provider of cloud technology, digital marketing, salesforce, Human Capital Management (HCM) and Salesforce recruitment solutions across the UK and Europe. 

Over the years we have helped companies of all sizes to grow their teams of cloud technology and SaaS experts.  Companies such as; technology and cloud start-ups, global end users, tier 1 consulting organisations, boutique consulting partners, not-for-profit organisations and Independent Software Vendors (ISVs). To get in contact call us on +44 20 8123 7769 or drop us an email here. 

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

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

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

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


Are Millennials Spending Enough Time in Their Roles? 

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

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

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


1. YouMiss Out on Internal Opportunities

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

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

2. You Put Future Employers Off

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

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


3. You Get Fewer Opportunities to Learn

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

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


Questions to Ask Before You Change Jobs

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

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

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


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

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

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

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

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

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


Exit Interviews: The Benefits to Employers and Employees  

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

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

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

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

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


1. Know What You Want to Achieve

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

You might use your exit interview to: 

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


2. Plan Your Questions in Advance

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

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

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


3. Make the Interview as Comfortable as Possible

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

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


4. Learn About Where They’re Going Next

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

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


5. Stay Calm and Collected

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

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


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

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

What Makes a Great Candidate Screening Phone Interview?

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

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

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


The Benefits of Using Telephone Interviews 

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

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

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

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

How Do You Structure a Phone Interview? 

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

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

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

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


Which Questions Can You Ask?  

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

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

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

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

1. What Prompted You to Apply for This Job?

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


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

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

3. Why Did You Leave Your Previous Company?

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


4. What Matters Most to You About this Role?

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


5. Do You Have Any Questions?

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


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

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

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

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

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

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

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


Step 1: Assess the Request 

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

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

Step 2: Offer a Lifeline 

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

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

Step 3: Ask for Help 

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

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

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

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

Step 4: Be Clear and Straightforward 

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

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

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

Step 5: Adjust Your Expectations  

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

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


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

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

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.