Why Cover Letters are Making a Comeback

When you are trying to get the perfect career in your sights, it is easy to assume that a great CV and the help of a specialist recruiter in the technology field is all you need to get noticed.  

Drum roll, enter the underutilised cover letter. 

The fact is, without a cover letter, you are relying on a couple of sheets of paper ONLY to show your value to a professional recruitment agency or the company your recruiter is connecting you with.  

Your CV can highlight a lot of essential details about you, including prior experiences and current skills. However, most recruitment professionals will be on the lookout for that extra special “something” – and that is where your cover letter comes in.  

The right cover letter places the ball in your court, increasing your odds of landing an interview by demonstrating your passion, communication skills, and willingness to go the extra mile.  

Why Every Candidate Needs a Cover Letter 

 

 

A cover letter is not just something that gives bulk to your CV. It provides the recruitment company you are working with extra information on your skills and experience. This means that they will be able to connect you with more relevant positions for your background.  

A cover letter also helps you stand out when your recruitment company ‘sells you’ to their client, with a customised introduction to who you are, and what you can offer their brand. Think of it as your personal sales pitch, marketing your technology credentials, and making that all-important first impression.  

When recruitment companies are looking for that ideal Salesforce consultant or tech expert to pitch to their client, they may use your cover letter in their screening process, looking for signs of the right attitude and understanding.  

So, how do you create a killer cover letter?  

1. Don’t Repeat the CV

One of the biggest mistakes candidates make when writing a cover letter, is to re-write what they have already said in their CV. Since your CV will accompany your cover letter wherever it goes, it is essential to make sure that it includes unique, useful information that a hiring manager or recruitment consultant will not be able to find by looking at your job or education history.  

Tell a story about your experience in the industry, and why you are considering switching roles to work with this new brand. Is there something about this business that appeals to you, such as their company culture or the way they work? You can also research the business in-depth to sprinkle in some facts throughout your letter that shows you did your homework. For instance: “I notice you were one of the first businesses in my area to adopt XYZ…” 

 

 

2. Keep it Short and Valuable

Less is more when it comes to cover letters. Aim for about three paragraphs – just enough to cover the first half of a page. While it’s helpful to give people a glimpse into your background, they won’t need your life story to decide whether you’re right for a position.  

Jump straight into the good stuff by demonstrating how your skills and experiences will help the company in question to achieve their goals. For instance, if your recruitment consultant told you that a particular organisation is looking for a hire that knows how to adapt and problem-solve quickly, highlight how working in 90-day-cycles helps you to keep ahead of the curve. You can even include statistics that demonstrate the results you achieved in previous positions.  

It’s all about demonstrating your strengths as quickly, and concisely as possible. Show your would-be employers or recruitment firms that you know what they’re looking for, and you are ready to deliver.  

 

3. Unique and Custom is Key

 

 

Finally, many people still assume that they can merely staple the same cover letter onto each CV and it will work for any business. Unfortunately, this is no longer the case. Recruitment companies and their clients alike both want to see candidates that are excited about the opportunity to work for their business. This means that a canned cover letter will not cut it.  

Demonstrate that you have taken the time to learn as much as you can about a company before writing your cover letter. This will help hiring managers to feel as though you’ve made certain you’re appropriate for the job before you applied for it.  

Additionally, remember not to focus on the benefits that you think this role will bring to you. Recruitment agencies want to pass candidates to their client that are going to benefit the business and help them achieve incredible new things. Focus on demonstrating your value, and what you can bring to the role.  

 

Today, a cover letter is so much more than an “extra part” on top of your CV; it’s your chance to highlight what makes you different from the other tech talent on the market competing for your dream job.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How Well Are You Treating Your Tech Stars?

Life as a manager can be difficult.  

There’s a great deal of work to be done to excel as a technology leader or manager. The facts are that managers are more than just people who issue orders and track results, they are also the motivators that inspire their teams to success.  

As the head of your team, it will be up to you to delegate tasks efficiently to the people with the right skills, mentor staff members, and teach your new hires what it means to be part of your company’s culture. After all, the success of a business relies on how well a team can work together under the direction of a great leader.  

The following suggestions will help you to nurture your tech stars, so your company can truly shine. 

 

1. Be A Great Listener

 

 

It is easy to get distracted when you are running a business. There are many things to think about, from cash flow to contracts and keeping clients happy. Sometimes, that can mean that the concerns of staff members get overlooked.  

While tunnel vision can be common among managers, it is helpful to step back and look at the whole situation with more clarity. Listen to your employees and find out what they need to be better at their jobs. Ask them to give you feedback about your management style and consider collaborating with your hires when you need to come up with creative resolutions to problems.  

Listening shows your employees that you value their opinion, makes them feel more devoted to the brand and helps you to benefit from a diverse range of perspectives.  

 

2. Empower Employees

Often, being a great leader is about working out what drives your staff to give their best performance. Managers need to create a healthy and nurturing atmosphere in their business so that each person in their group has the space and support they need to grow.  

The best way to empower teams is to avoid the issue of micromanagement and give your people the chance to make the most of their skills. Ask them what they need to get a job done, whether it is additional training, support from others, or simply an extra piece of software.  

If your hires feel as though they’re actively making progress towards their professional goals, they will be happier in their roles.  

 

3. Nurture Growth

 

 

A great manager not only helps their teams to thrive in their existing positions but also gives them the tools they need to continue growing too. As businesses attempt to nurture their customers with regular support and guidance, employers need to look after their tech stars too. 

A development plan can be a great way to show staff that you are interested in their future and that they have an opportunity to achieve something great with your brand. Remember, growth for most tech talent will go beyond being able to use the latest Salesforce software or cloud computing tools. Your people might want to expand their network with tickets to industry events or take part in essential business discussions.  

Often, managers who treat their employees with generosity get the biggest returns in the form of stronger employer brands, more significant profits, and reduce turnover.  

 

4. Reward Good Work

Everyone likes to feel appreciated. A rewards program can help you to show your hires that you value their performance, even when you do not have time to check in on them regularly. An employee of the month program may be an excellent place to start. However, the best rewards are often personalised to suit the needs of each person in your team.  

For instance, your technology star might appreciate the chance to win a trip to an upcoming software conference. Not only does this appeal to your staff member’s personal interests, but also gives them an opportunity to expand their skills, which brings more benefits to your brand.  

Learning about your hires and responding to their individual needs, expectations, and hopes can help to transform you from just another boss, into the ultimate tech manager.  

5. Empathise and Respect

 

 

Finally, while a boss does not need to be best friends with their team, it can be helpful to show your people just how much you respect and value them. Be the manager you dreamt of being when you first earned your promotion by showing your staff that you understand their concerns, and you are there to help them reach their goals.  

Be a leader and guide your group towards success one step at a time, reminding them that you know what its like to be in their shoes. You want your hires to grow into successful people, so make sure that you show them that.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

What Makes a Great Salesforce Consultant?

Salesforce consultancy jobs are growing increasingly popular in the tech world.  

As organisations in every sector begin to recognise the importance of good customer experience in building a powerful brand, relationship management platforms like Salesforce are soaring into the spotlight.  

Of course, it’s not enough for teams to simply implement Salesforce technology. Brands hoping to take their sales strategy to the next level need a consultant on-board who can optimise the working environment, and delight an audience.  

The question is, how do you become the salesforce consultant that your future employer needs? 

1. The Right Certifications 

 

 

Although there’s more to being a great hire than knowing your way around the Salesforce platform, it’s important to understand the intricacies of this technology. Most hiring managers will check for evidence of valid certifications before inviting a candidate into an interview.  

Remember, in today’s constantly evolving technology marketplace, it’s crucial to keep your education updated. New additions to the Salesforce platform might prompt the need for re-certification. Once you join a team, your employer may be willing to provide further training.  

2. Communication is Key 

While there’s no denying that a Salesforce education is crucial to your role as a consultant, there’s also so much more to consider. At its core, consultancy is all about communication.  

Expert communication is a critical skill to learn when you’re planning your tech career. You’ll need to find out which systems your employer currently has in place and explain how different Salesforce strategies can benefit them in the long term. Hires will also need to listen carefully to the concerns of their leaders and look for ways to successfully “sell” big changes that may need to be implemented into the business.  

After all, the age of digital transformation is here, and that may mean that Salesforce professionals lead the charge towards modern, more agile methods of working.  

3. Business Empathy 

A great Salesforce professional doesn’t simply tell a company how to change their processes. Consultants must know how to present plans, so they fit with the ideals and vision of the organisation they’re working for. In other words, they need “business empathy”.  

In simple terms, you’ll need to understand the needs of a business from their perspective and use the knowledge you have about the aspirations of the brand to make your plan more appealing. For instance, if your employer wants to attract a new demographic to their product, you can show how a specific Salesforce implementation or strategy might appeal to that target market.  

4. Good Team Player

 

 

Salesforce consultants frequently take the lead when pushing businesses towards better customer service practices. It will be your task to walk colleagues and company executives through unfamiliar territory, introducing them to practices that they may not have encountered before.  

Because implementing new strategies, even in a fast-paced technology environment, can be complex, Salesforce consultancy employees must be patient, understanding, and supportive. Employers are more likely to choose candidates who know how to build people’s confidence in a new methodology by offering as much information and guidance as possible.  

5. A Passion for Technology

While “tried and tested” practices are still important for many companies implementing Salesforce technology, the rapidly-changing tech world means that Salesforce consultants need to be open to exploring new ideas.  

As the digital world becomes even more agile and business trends continue to change, it’s up to you to make sure that you stay ahead of the curve by building your skills, exploring innovative ideas, and making necessary tweaks.  

Show your hiring manager that you’re not afraid of taking risks if it means delivering greater benefits to the company. However, at the same time, be careful to demonstrate that you won’t be reckless with the organisation’s resources.  

6. Great Networking Skills

 

 

Sometimes, updating your skills as a Salesforce consultant isn’t just about taking online courses and reading articles in your spare time. Salesforce.com regularly holds meetups where admins, developers, and vendors can get together to discuss the platform.  

Adding your attendance at these events to your CV is a great way to show future employers that you’re willing to go above and beyond for your career. What’s more, it’s a fantastic opportunity for professionals to discuss best practices and socialise with people who may enhance their skillset.  

The right networking practices even open the door to new employment opportunities, ensuring that you don’t have to wait as long to find a new job when you want to take the next step in your Salesforce consultancy career.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets. We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

The 8 Daily Habits That Are Damaging Your Digital Marketing Career

Let’s face it, we all have bad habits.  

Some people are constantly procrastinating, while others struggle with gossiping and persistent lateness. Whatever your misdemeanours might be, they may be stopping you from achieving the next milestone on the road to the ideal digital marketing career 

By defining and tackling your issues one at a time, you can transform yourself into a more desirable hire for any digital marketing group.   

Here are just some of the habits that may be holding you back.  

1. Constantly Cutting Corners and Missing Project Deadlines

 

 

Managers expect only the best from their employees. If your issues with time management mean that you’re always cutting corners to finish tasks promptly, or you’re frequently missing deadlines, this will eventually rub your boss the wrong way. Look for ways that you can speed up your processes, organise your day more efficiently, or delegate tasks to simplify your schedule.

 

2. Stretching The Truth

It’s tempting to tell a little white lie when you’re concerned that the truth might reflect badly on you. However, remember that both your team members and your employer need to be able to trust you if you’re going to work well together. Be honest and willing to own up to your mistakes, no matter how humiliating it might seem.  

 

3. Failing to Follow Through

Agreeing with whatever your manager asks you to do may seem like a good idea at first. However, when it comes to crunch time, if you can’t follow through then you’ll begin to lose trust and your reputation will falter. Make sure that you only promise to do the things you’re sure you can accomplish.  

 

4. Always Being Late to Work

 

 

When you arrive late for work, it can have a ripple effect on your performance for the rest of the day. Not only do you disappoint your manager with your lack of punctuality, but you’ll also be rushing to catch up with your schedule. This might mean that you miss deadlines or make mistakes in projects that lead to further problems in the future.  

 

5. Having theWrong Attitude

There’s always someone in every company that seems to complain about everything. Unfortunately, these are rarely the people who get promotions when new opportunities arise. Projecting a negative attitude into the workplace can make other people feel less inclined to work with you. On the other hand, maintaining a positive view makes you more appealing to colleagues and leaders alike.  

 6. Addiction to Social Media

There’s a time and a place for social media. Staring at your smartphone and updating your Twitter feed when you should be focusing on demonstrating your tech skills can have a negative impact on your career. If you struggle to unglue yourself from your social platforms, turn your phone off when you get to work and make sure that you don’t turn it on for the rest of the day. It will be tough at first, but it’ll also mean that you can concentrate exclusively on the task at hand.
 

7. Repeating Your Mistakes

 

 

We all make mistakes. In the professional world, it’s how you learn from your blunders that matters. The best employees know when to own up to their errors and learn from them. The next time you do something wrong in the workplace, ask yourself why the problem occurred and what you need to do in the future to avoid it. For instance, if you entered the wrong information on a Salesforce field, would better time management give you more room to double-check your entries next time?  

 

8. Lone Wolf Syndrome

Finally, talented tech professionals don’t always have the best social skills. When you spend all your day sitting in front of a computer, it’s easy to forget that you work with a group of other people. While independence is great in some situations, it’s often the team players that see the most success at work. Think about how you can branch out and connect with other hires in your space. Offer to help with a complex task, ask for support on a new project, or simply check up on how co-worker assignments are going.  

As tough as it can be to overcome bad habits, learning how to replace your flaws with positive work practices is often the key to becoming a more productive and promotable employee.  

 

About Resource On Demand

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Are You Struggling with the D-Word?

One of the biggest challenges that technology leaders face, is the transition from working “in” a business, to working “on” it.  

Whether you’re overseeing a powerful Salesforce team, or you’re responsible for nurturing cloud stars, eventually you’ll need to learn how to share tasks among your employees to boost productivity and workplace efficiency. This is particularly true in the tech industry, where roles are growing increasingly complex.  

While at first you might have the stamina to push yourself harder and work later, eventually, all managers come to a point in their career where they need to tap into the potential of their hires. After all – you recruited these people for a reason.  

 

The Concerns That Hamper Delegation  

 

 

Delegation helps to empower companies, engage staff, and support employers.  

When you’re devoted to keeping your team or department running smoothly, it’s tempting to do everything yourself. If you have tasks piling on top of you, you might think: 

  • I don’t have time to teach someone how to do this 
  • I don’t trust someone else to do it right 
  • I don’t know who I should be delegating to 
  • I can do it better/faster myself 

While these thoughts plague a lot of managers, the truth is that they’re often unwarranted. If you hire the right people, to begin with, you’ll be able to trust your tech talent to complete tasks just as well as you do. What’s more, regular training sessions can be implemented to ensure all recruits have the right skills.  

 

The Benefits of Sharing the Load  

Despite common managerial concerns, the benefits of delegation are significant.  

When you share your workload with your team, you can: 

1. Reduce your risks of mistakes: Having too many irons in the proverbial fire at once can mean that projects are rushed – increasing the possibility of errors. Delegating to the right people can help leaders to focus on the tasks that truly need their attention.
 

2. Build engagement: Showing your staff that you trust them to take on important tasks makes them feel appreciated and respected. This can improve company culture, make people feel more devoted to their workplace, and even minimise employee turnover.
 

3. Stimulate new skills: Leaders who give team members the chance to tackle delegate tasks nurture new talents in their recruits. This ultimately benefits the firm by ensuring that hires are ready to tackle any challenge.   

 

The question is, how do you make delegation a more natural experience within your company culture?  

 

1. Learn to Let Go 

 

 

The biggest issue preventing delegation is that leaders struggle to let go. While being dedicated to your post is important, it’s crucial to allow your team members to help when you’re overwhelmed. Achieving success in a business is rarely a task that’s accomplished solo.  

Ask yourself what’s stopping you from delegating a task, so you can dissect your concerns. For instance, if you’re nervous that assigning a cloud computing project to someone else means it won’t get done well, why do you feel that way? Would you feel more comfortable if you gave your team more training on cloud technology? 

 

2. Play to Strengths

Leaders gradually learn the strengths and weaknesses of their teammates. Every employee in your group will have their own specific set of skills. Some may be more suited to tasks that involve moving data into the cloud, while others might be proficient in updating and implementing cloud technology.  

If the people you work with seem similar in their education or experience, look at how delegating specific tasks can support their development plans. It’s also worth being consistent. If you assign the same types of task to the same people, eventually their talent for those projects will grow.  

 

3. Be Willing to Provide Support 

Convincing yourself that assignments can be completed effectively by other people can take some time. Sometimes, providing adequate instruction, training, and support can help to put your mind at rest.  

If your team members have the same knowledge as you, they’ll also have what it takes to finish an exercise successfully. However, it’s worth giving them some time to get used to the change of pace, particularly if the project involves skills outside of an employee’s job description.  

Leaders who don’t have the time to teach new abilities themselves can even delegate this task to a professional instructor or invest in online learning materials. Your staff will appreciate having something new to put on their CV, and you’ll end up with a more talented team.  

 

4. Remember Feedback 

 

 

Finally, feedback is a crucial but often overlooked part of the delegation experience. It works both ways. If your hires have done an excellent job with a task you assigned, offer them praise and thanks. On the other hand, if they’ve fallen short of the mark, provide constructive criticism to help them perform better next time around.  

At the same time, remember to invite your people to share their thoughts on your delegation practices. This helps you to determine whether you’re assigning the right tasks to the right people. It can also define whether you’re giving your team enough information.  

Whatever you do, don’t be afraid to unlock the full potential of your staff. They’re there to help the business succeed –  just like you.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets. We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

The 5 Signs of a Great Employer Brand

Finding and retaining high performing talent is not easy. As the technology world grows more competitive, wouldn’t it be great to have digital stars chasing you, rather than the other way around?  

Employer branding is an organisation’s opportunity to refine their reputation and attract new employees. While this concept is not new, automation tools and social media have begun to transform the market in recent years. Now, more companies than ever are starting to uncover the values of great branding.  

 

Why Is Employer Branding Important? 

 

 

A recruitment brand strategy is about convincing your recruits that the job opportunities you have to offer are the best around.  

If candidates believe that your software testing position, salesforce role, or digital marketing post is perfect for their career plan, then they will do whatever it takes to become part of your team. This means that you can: 

  • Make up for lower remuneration: If you are frequently missing out on hires because you do not have the budget to match competitor salaries, an appealing employer brand might help. Today’s job seekers look for more than just salary when applying for a profession. They want to feel happy and comfortable with the company they choose.
     
  • Retain employees for longer: A strong reputation communicated clearly within the recruitment process will let tech talent know what to expect from your business. This can reduce the risk of early turnover.
     
  • Save time and money: It takes less time to fill a vacancy if your employer brand is up to scratch. Candidates with the right skills and experience will track you down, meaning you can build your team faster, boost productivity, and start seeing the impact on your bottom line.  

 

The Challenges of Building a Great Employer Brand 

In a recent publication called the “Employer brand study“, researchers found that the biggest concern organisations face today is an inability to attract the right talent. More than half of the respondents listed “recruitment” as their ultimate challenge.  

While branding can support the hiring process, companies first need to define and consistently promote the right image. “Maintaining a positive public image” is another worry for tech groups.  

The question is how organisations can build a brand that effectively attracts talent, then maintain that reputation for the long term?   

The following best practices might be the answer.  

 

1. Developing Strong Company Goals, Culture, and Values 

A great brand begins with solid foundations. Leaders and decision-makers need to determine what they want their business to be associated with. To begin, write down a brainstorm of words connected to your venture, asking yourself: 

  • What’s your purpose as a professional institution? 
  • What do current employees value in both the company and themselves? (Perhaps you offer the best cloud tech training?) 
  • What are your accomplishments? (You might have the best salesforce tech on the market) 
  • What is your vision? 

Once you have a list of things that make you special, focus on a select few to define yourself as an employer.  

 

 

2. Creating Compelling Employee Stories 

When potential hires begin planning their careers, they sometimes look for stories about other successful professionals that they can resonate with.  

Promoting the stories of your top employees on your social and online pages can help you to demonstrate what you offer applicants in your field. It also gives existing staff members a voice which can make them feel more devoted to the business.  

Consider sharing case studies about how your Salesforce manager accessed new technology to make your organisation more efficient or ask people in your team to share their personal stories on LinkedIn, Facebook, or a corporate blog.  

 

3. Improving Communication  

Clear and open communication is crucial to any venture. If you’re not sure what compelled your current hires to work for you, ask them what they love about your brand.  

Listening to the praise and complaints of your staff can help you to cheaply and effectively solve the problems of maintaining a strong and authentic image. It also demonstrates that you respect your hires, which makes them feel more engaged at work.  

Direct communication builds the most honest, and sustainable employer brands.  

 

4. Making the Most of Technology

As a tech enterprise, it only makes sense that your institution would make the most of the digital tools available today. Ask your digital marketing team for help building a commanding presence online and remember to make the most of social media.  

Ideally, every touchpoint you use to interact with possible applicants needs to be synchronised to ensure you are presenting a consistent employer brand.  

Look for ways to continually convince high-performing recruits that they belong to your team. For instance, share corporate whitepapers, show off some of your employee benefits, or simply allow your team to recommend you on social platforms.    

 

5. Optimising the Onboarding Process

 

 

Finally, a great employer brand cannot be all talk and no action. From the moment someone agrees to join your team, show them how much value you must bring to the table.  

During the onboarding process, introduce candidates to the unique benefits they can get with your brand. Showcase the wellness programme you have in place to support your tech talent and introduce any training opportunities you might have.  

As you welcome new talent into your team, reinforce the belief that they have made the right decision to come and work for you.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

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.