So…tell me about yourself?

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

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

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

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

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

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

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

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

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

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

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

Why are Tech cultures more of a playground?

There’s no doubt about it, work culture is changing. Offices are no longer a place of stuffy suits especially in the tech industry. It appears that more and more companies are deliberately creating fun, relaxed working environments.

It started apparently with Google introducing bean bags, then ping pong tables, now many of their offices sport slides and meeting rooms that look like beach cabanas. They have been deliberate about creating an office environment that is more like a playground and it’ setting a trend that many organisations are trying to emulate.

Why it works for Google

Google describes its organisational culture as open, collaborative, creative and fun. It encourages all employees to share ideas, ask questions and have a hands-on approach similar to that of small startups. It’s not uncommon for employees to engage in casual conversations with the execs in the company café, in fact it’s encouraged as part of the work culture.

With a focus on the end user, Google knows that engagement is key and because they have a global audience they embrace people from all walks of life across the globe. Ultimately in getting to know their employees it helps them to understand their end users.

Most importantly, they believe that you can be serious about business without being a suit. The founders of Google built the business around the idea that while work should be challenging it should also be fun. Plus it is fun that often helps to fast-track great ideas through to implementation.

Facebook freedom

The social media giant’s corporate head offices hide a surprise around every corner. Exposed beams and ducting give the office an unfinished look – something that’s apparently intentional. Their objective to connect the entire world is yet to be completed and the office space reflects this as a reminder that there’s still lots of work to be done.

But the helium balloons tied to desks, the giant pinatas, wall murals and motivational posters all point to a culture of fun. But it is also a work culture of getting the job done. You simply don’t to be at your desk to do that. You can be lying on the grass in the nine acre rooftop park, or strolling through the gardens.

The Samsung Space

Samsung’s culture is about encouraging mobility, because they believe that sitting for hours at your desk doesn’t make you more efficient. They believe that optimum cognitive function is achieved by walking outdoors and as a result the offices are lined with outdoor terraces and designed so that all employees have easy access to them. Even the cafeteria (that offers a global assortment of cuisines) is housed in a separate building so that employees have to get outside during their lunch break.

Will playgrounds as a work culture suit everyone?

There are some corporate designers that think that trying to emulate the Google playground vibe in office design can be a disaster. They claim that the playground effect can distract from rather than encourage productivity and that unless the work culture is similar to Google, Facebook or Samsung, it would be a mistake to create a playground office environment.

So what is the average tech industry culture? Are all programmers really just overgrown kids? Do techies really want the playground effect or do they just want to be left alone in their little bubble world? More importantly is creativity really inspired by an office that looks more like a child’s fantasy world than a workplace?

Too much play?

It’s true that fun promotes laughter and relaxation and when employees have that as part of their work culture they can become more productive. It can also reduce absenteeism and employee attrition because people value their jobs and enjoy work rather than looking to see if the grass is greener elsewhere. Perhaps this is the key to playground success. It’s not as much about the playing as it is about encouraging a culture of positive productivity.

Work culture is driven by the company leadership. If there is a clear message that the fun creative environment is about driving the business forward and creating a stronger competitive edge in the industry, the company will attract creative tech people that are inspired by that. Far from the office being a boring place to commute to each day it becomes a place where people feel engaged and purposeful. This is something that is becoming increasingly important to employees.

The link between play and productivity is a common factor when considering the work culture of tech giants such as Samsung, Facebook and Google. If a fun workspace is created it’s not so that employees can goof off, it’ so that they have a relaxing and fun environment to work in – in order to be more productive.

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

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

5 Skill traits of a Marketing Automation Web Developer

Following on from our last article about what makes a top Salesforce Architect, we decided to focus on the world of Marketing Automation. If you’re wondering what goes in to making a top Marketing Automation Web Developer, then you’ve come to the right place. Read on to find out what top 5 skills you will need to master at being a Marketing Automation Web Developer:

Technically gifted
As a Marketing Automation Web Developer, you’ll be a core member of the development team. You will help build websites using clean and structured code, so it’s important you have experience on front end web development working with HTML5, CSS3, JavaScript and JQuery. Plus experience of scripting languages such a PHP and ASP.

Entrepreneurial
Your entrepreneurial and creative spirit will be encouraged in order to drive the development of new and exciting projects. And the career prospects for a Marketing Automation Web Developer are endless.  You could very easily progress to become a a Senior Developer or  a Team Manager.  So take confidence in your ideas and ability and get pitching them immediately.

Knowledge of marketing automation
It goes without saying you are going to need to understand what marketing automation is all about.  And since technology changes at lightning speed, you will need to make sure your knowledge and hands-on skills are bang up to date, otherwise you will find your projects lagging behind the competition. Marketing Automation is quickly gaining a strong hold in all businesses these days, so we would advise getting hands-on experience in marketing automation platforms such as Eloqua, and learning all there is to know.

Independence
You will need to have the ability to work independently and complete quality checks on your own work and other team members works. Having a logical mind with great problem solving skills will be essential to insure the integrity of your development work and automated processes.

Project Manager
You will need to be able to manage your own Web Development projects, from the initial concept to delivery of the project.  You will also need to be able to track and manage not only your time, but resources and budgets too.

We hope this helps you discover if a career as a Marketing Automation Web Developer is for you. And if you are still not sure, why not give us a call, and one of the team will be happy to help guide you further.

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

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

Fancy a career in digital marketing?

Looking for a career in a growing market?

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

What is Digital Marketing / Marketing Automation?

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

Want to know where to get started?

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

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

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

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

Give Me Feedback!

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

Feedback

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

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

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

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

Use Scorecards

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

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

Note Taking

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

Keep it timely 

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

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

Constructive Honesty

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

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

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

It’s a Conversation, not an Interrogation!

So the other day, I was speaking with a long term and loyal candidate of mine. As always we were having our monthly catch up, when they started to tell me about an interview they had had the previous week.

“I don’t think it went well” he started off with.  “It’s not easy for a me as the candidate to sit in an interview profusely sweating and trying desperately not to appear too nervous about this marketing automation account managermarketing automation account manager role I so badly wanted, with the manager staring right into my soul, whilst he fired questions at me, like he was trying to empty a machine gun….

Of course I was sympathetic and asked him to explain further…..and here is what he said:

I went for a marketing automation account manager role and quite frankly I know my stuff, so I was feeling rather confident. I had prepped and done my research on the company, but naturally was feeling a bit nervous.  The minute I walked in, I felt like the hiring manager was gunning for me. He sat just across from me, and within the first few seconds let loose on the rapid fire of questions! Not even giving me chance to fully answer before moving on to the next question…..

Point 1: It’s all about time

Without doubt hiring managers are pushed for time. Their day is spent in back to back meetings, dealing with problems and issues, and sometimes what feels like totally pointless interviews.  But it is only fair that each applicant should be treated individually:

  • Settle the applicant first before you begin grilling them
  • Give the candidate time to answer each question fully without interruption
  • Let them speak openly, without judgement
  • Invite further comment, if they give short answers. For example, ask them to describe their experience of Eloqua or Marketo consultancy skills
  • Remember nerves are not always a demonstration of lack of skills, and sometimes nerves can make us forget the simplest of things. So, if you’re not happy with the first answer, come back to it later
  • If the applicant says something that sparks your interest, write it down, and come back to it later rather than interrupt their flow

He went on….

Since I had done the prep, I knew how best to sell myself. But I don’t feel like the hiring manager brought the best out in me, because each time I was considering the answer to a question, he interrupted or asked me another question. We were clearly getting frustrated with one another, and ended up with awkward silences.”

Point 2: Silence is okay 

It’s human nature to want to fill silences with chat, but silence doesn’t meant a lack of understanding. Silence often can be thinking time, so when interviewing it is important to allow each applicant space to consider their answers:

  • Give the applicant space to consider your questions, without interruption
  • Check body language during silences for discomfort, which could demonstrate a lack of understanding. If need be rephrase the question to clarify your meaning
  • If the response wasn’t in line with expectations, invite a further response for example “Give me an example of a time you worked on solving a complex problem within your last Marketing Automation role?”
  • Don’t forget that silences can also serve a much bigger purpose.  In there is a lack of knowledge or skill, by jumping in to fill the silence, you could inadvertently cover it up for them

Finally, he said….

I’ll tell you one thing, I couldn’t get out of the interview fast enough. I felt terrible, and one things for sure, I don’t think I would want to interview with them again.”

Point 3: Before and After the interview

It’s important you understand that from the moment the interview starts, that you’re in control. Your role is to guide the interview in the right direction and get the best from the applicant:

  • As a Marketing Automation hiring manager, you’re aware of the essential skills and qualifications required for the role, whether it’s Eloqua, Exacttarget, Salesforce Marketing Cloud or Marketo. Create a simple list of questions around the candidates experience and skills
  • Remember to give the candidate time to answer questions and provide constructive counter questions to gain more detailed information
  • Refer back to your notes, to analyse how the interview went. Can you envision this person working for your company, as a Marketing Automation Consultant? Were their Eloqua or Marketo skills strong enough? Where could they be best used within the company or the team? How was their attitude? Did you make them feel comfortable and did you feel you got to know them?And last but definitely not least!
  • It’s very important the candidate doesn’t walk away from the interview with a negative impression of you or the company. Each person that interviews with you, is speaking to other potential applicants, and negative news travels far and wide and extremely quickly!!

For advice on how to effectively recruit and interview for your marketing automation team, contact us now. Happy Recruiting!

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

 

Q3 in Marketing Automation Recruitment – The importance of consistency

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

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

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

Clients

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

Candidates

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

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

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

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

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

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