Take control of your own Personal Development

As new generations enter the workforce, many jobseekers look for work opportunities in companies that will help with their own personal development. But whose responsibility is this really? Is itHuman Capital Management personal development up to employers to provide training or should individuals be taking the initiative if they want to progress in their career?

In terms of Human Capital Management, business are recognising that they do have an important role to play. When they invest in their staff and create a stimulating work environment, it helps to reduce attrition and increases employee engagement which often results in greater productivity. This helps them to retain and develop top talent that contributes to the company success. So it is in a company’s interests to provide training and career development opportunities.

The Development Dilemma

The problem is that often employees will complete the training and gain the benefit from it and then move on elsewhere, so the money and time invested in those employees is benefiting someone else and not the company who provided the training. This dilemma results in companies being selective on who they provide training to, often choosing to invest in employees that show themselves to be proactive and interested in adding more value to the business as well as their own personal development.

One method that companies are in investing in terms of human capital management is gamification. This incorporates self-directed learning into a gaming type platform. It allows employees to create their own persona online, register for and complete training in their own time and gain recognition for their efforts. It’s proving to be a valuable tool because those employees that are really invested in personal development have the opportunity to complete additional training modules and further their own knowledge while at the same time encouraging others to do the same by their example.

But what if the company you work for does not provide these opportunities, or limits them to a select few senior staff? How can you progress in your personal development so that you’re consistently building your career? Here are our top 3 tips:

Set Goals and Objectives

Give some thought as to where you want to me in the short, medium and long term. What type of Human Capital Management role to do you see yourself fulfilling in 5-10 year’s time or by the end of the year? What are the stepping stones to get there? What skills or type of experience will you need and how can you accomplish that?

Asking these questions will help you set clear goals and personal objectives. Remember too, the golden rules of goal setting: Goals should be specific, measurable, action-oriented, reasonable and time-based. Start with weekly goals, setting milestones that are a starting point to reach your long term human capital management goals.

Breaking bigger goals into bite sized chunks not only helps to keep you on track, it’s also extremely rewarding to tick off tasks. It gives you a sense of accomplishment which encourages you to keep moving towards your bigger personal development goals.

Coaching and Mentoring

Find someone who can mentor you and don’t underestimate the value of this. If you have some budget available you may want to invest in a personal or business coach. However, keep in mind that this is the type of relationship that will develop over time and could get quite costly if you choose to have regular weekly or monthly meet up sessions. A coach is someone who is trained (and certified) to help guide you in making decisions and helping you uncover what’s most important to you so that you can then direct your personal development efforts into specific areas of your life.

Mentoring on the other hand may be offered free of charge in an organisation or on an industry forum. This is where more senior people freely give of their time and input and are there to listen to your questions and provide advice based on their personal experience. This could be a senior colleague, manager or even director in the firm.

Keep in mind that a mentor needn’t be someone you meet with in person. You could connect with someone in your industry online and have video chats as mentoring sessions, or have a set up where you can communicate over email or chat.

Finally, there is also the option of reading inspirational stories and books by leading business and industry personalities. These books can provide valuable insights on how they achieved success that you can incorporate into your personal development and goal setting.

Beat the Imposter Phenomenon

Many people don’t progress in their careers, not because they don’t have the skills and abilities, but rather because they don’t believe in themselves. They live with a sense that they’re an imposter and soon someone will find out that they aren’t all they’re supposed to be. Part of personal development is recognising your skills and value you can contribute to a business. Believe in yourself and that you’re worth investing in, because if you do, others will too.

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

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

So…tell me about yourself?

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

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

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

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

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

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

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

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

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

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

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

Are Longer Notice Periods a Good Thing?

Recently we have seen a trend towards longer notice periods. In particular in the IT Workday industry the norm has become 3 months. But not everyone in the industry is convinced that this is a Workday Notice Periodgood thing. Indeed for both employers and employees there are pros and cons which could affect not only the working relationship but also the business concerned.

The Employers Perspective

With systems like Workday, high level expertise can be hard to find. Which means that employers want to try hold on to that expertise as long as possible and have sufficient time to search for a replacement if an employee decides to leave. Generally it can take three months or more to find someone suitable. Then there is also the question of handover. This is not something that can be done in a week or two so from an employer’s perspective a notice period of three months or more is the minimum they would need to ensure continuity in business projects.

However, this can also present challenges. Once a Workday employee has made a decision to leave they tend to emotionally disconnect. This often reflects in their work and interactions with clients and colleagues. Instead of just causing a disruption in workflow it can also cause a decline in morale which could in some instances instigate a mass exodus in the team, especially if the person leaving has a fair amount of influence or is looked up to by colleagues. This could be far more damaging to the business than losing the expertise of just that one Workday person.
Sometimes, despite how valuable a person is in the role they fulfill, it may be in the business’ best interests to get them out as soon as possible, rather than let them stay on. This is particularly important when there is a chance the employee could take client accounts with them to a competitor or be looking at starting up their own enterprise.

The Employees Perspective

Some employees want to leave on good terms and give their Workday employers the benefit of the doubt by working out a full three month notice period. They recognize the complexities involved in projects and are willing to work the full notice period in order to help train up their replacement and conduct a proper handover.

Sometimes employees are even willing to give more notice than required. However, they need to be cautious. If the Workday employer thinks they don’t need the extra notice they can terminate with just the required notice period and employee could then find themselves without pay for a month or two before they start their new job. There is also the challenge of coordinating start dates with a new employer and ensuring they’d be willing to wait for three months or more.

Ultimately it will come down to the Workday employment contract and the relationship between the employer and employee. It’s always best to leave on good terms as one never knows when past relationships could impact business dealings or opportunities in the future. With open communications and good working relationships, it is possible to have a positive outcome for all.

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

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

The New Remote Control

There is one distinct advantage that technology has brought to the workplace – the ability to connect remotely and work from just about anywhere in the world. This is providing both businessesRemote Workforce and employees greater flexibility. Not only can employees work from home or off site locations, but organisations can access talent and expertise from around the world. (Sometimes even making use of time zone differences to improve project continuity and efficiency.)

However, engaging a remote workforce is not without its challenges, especially as many organisations use old outdated technology for project collaboration. Email is great for one-on-one communication but can get messy when there are multiple recipients. Similarly multiple people working on the same spreadsheets can make it difficult to determine which one is most up to date.

Research shows that team members on average use five different tools to manage projects which is not the most efficient way of doing things as the lack of integration can hinder collaboration. Does this mean that old technology should make way for new? Or should businesses rather rethink their remote control?

Keys for successful remote working

To make the concept of a remote workforce more efficient, organisations need to have a clearer understanding of what tools are available that will facilitate better collaboration. Here are some key elements to consider:

Project Management – A cloud based centralized system can help facilitate better project management by improving security, workflows and management ability. Individual projects can be coordinated through virtual office hubs that manage the remote workforce. At any given time project managers can update clients on project progress and see who is working on specific tasks. Gantt charts can be incorporated into the cloud based project management system to facilitate this.

Planning and scheduling – Tied in with project management is the ability to schedule tasks for remote workforce members according to their specific expertise within the centralised cloud system. Online team planning meetings can be coordinated and outcomes can be linked into the project schedule.

Document sharing – One of the biggest challenges is when people are simultaneously working on documents and at the end of the day it’s difficult to determine what’s the latest updated version. Cloud based document sharing can track who makes what changes while viewing the latest version. Some technologies allow different levels of access for people in different roles which improves document integrity and security.

Task coordination – Kanban boards with specific remote workforce member tasks resemble small post-it notes can be linked into the Gantt charts. This enables team members and managers to view tasks at a glance and see progress. It can also help manage workloads and identify who may be available to take on new tasks, or who needs help with their workload.

While there are many cloud based systems available, organisations need to be careful about choosing one that is specific to their needs. Many promise nice sounding optional extras but in reality the simpler the remote workforce management tools the more likely team members are to use them and the easier it will be to co-ordinate projects.

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.

Women in Tech: Should a gap in a CV be frowned upon?  

Many employees, especially women, fear that having a gap on their CV will put them at a disadvantage when it comes to landing a job. Especially if the time taken off was to raise a family. They areWomen In Tech often unsure if their skills are still relevant and if they will be able to fit back into a corporate environment.

Some organisations are taking the initiative to help women to get back into the workplace through mentoring and coaching programs. They are believe that there’s a pool of talent that businesses are missing out on, and that by helping women transition back into the workplace, everyone can benefit.

For women, it’s often more a case of self-doubt rather than valuable skills that prevents them from taking the leap back into the workplace. But with some outside perspective to highlight the knowledge and skills they possess, and some encouragement to put themselves out there, returning women often prove to be some of the best employees – dedicated and hardworking, because they genuinely appreciate the work opportunity.

But the process is not without its challenges, despite the drawcard of earning a salary again, returning to work often carries extra family expenses such as child care, be it in the form of crèche or carers who can assist with running around for school activities and extra murals. This is especially true for low income earners.

This highlights the importance of women knowing their worth and having the confidence to ask for the salary and employment terms they need to make the opportunity work. Employers who are willing to allow some flexibility and encourage women to return to work through mentorship programmes may find themselves with very valuable employees.

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.

How Artificial Intelligence will impact today’s business

The real strength of Artificial Intelligence lies in its ability process large and complex amounts of data far more effectively than humans. It enables repetitive tasks to be automated and seeks out more efficient ways to sort out and process information – and then make it more easily available to its human counterparts.

With this in mind, we’d like to look at specific challenges faced by job seekers, employees, hiring managers and HR departments and look at ways in which artificial intelligence can make people’s lives easier.

HCM Technology making the screening process easier

It’s well known that many job seekers apply for jobs they really aren’t qualified for. This makes the initial screening process very time consuming for recruiters as they sift through hundreds and sometimes thousands of CV’s and applications to find a pool of suitable candidates to move forward with.

By analysing applications, Artificial Intelligence can seek out key words that align with the job specifications and create a shortlist for recruiters to review in more detail. It can also send immediate notification to the applicants notifying them if they have been successful in getting through the first phase of screening.

Using Artificial Intelligence to enhance Candidate Engagement

AI assisted HCM technology such as SuccessFactors can be used to engage with candidates both during the recruiting the process and after they are hired, freeing up managers for more complex tasks. Part of this can be scheduling follow ups with the candidates, getting them to provide feedback on the interviews and the new job experience. This data can then be analysed to provide valuable information on ROI and attrition reflecting how effective the recruitment process is.

While personal onboarding training is valuable, the volume of information can be overwhelming. Artificial Intelligence can be used to engage with new hires to reinforce learning, find out where they might need help and provide additional resources to support the onboarding process.

Customised learning

When hiring for a specific technology, training can be customised to not only the technology, but also to the candidate’s preferred learning style. Through analytics it can be determined what type of training suits different people and the presentation or teaching method can be adapted accordingly. This is especially useful for e-learning programs.

Employees can also have the freedom to advance their personal knowledge by opting in to additional training programmes and this information can be recorded in the HR database. This information can be useful when looking to promote internally or conduct performance reviews.

Artificial Intelligence supporting HCM Technology

Basic HR tasks such as managing leave, salaries and employee benefits can be supported by AI by incorporating Chatbots to answer basic queries or provide more detailed information from aSuccessFactors Artificial Technology company database.

Scheduling is another area where Artificial Intelligence can enhance workflows, by checking calendars and emails, multiple diaries can be co-ordinated for interviews and meetings and booking conference or training rooms.

Employee Evaluations & Customer Data

Artificial Intelligence provides analytical tools such as voice analytics which can be used to improve multiple areas of operations from customer queries through to technical issues. By analysing incoming customer calls, key problem areas can be quickly identified and company resources can be diverted to solve the issue quickly and efficiently.

In customer contact centres, voice analytics can be used to analyse agent calls and establish where there may be gaps in support or knowledge. Instead of managers having to listen to hours of calls, voice analytics can flag only key calls which managers can then listen to in depth.

Operational support and enhancements

The power of Artificial Intelligence is to be able to integrate with a number of industry technologies and through complex algorithms, help manage processes or provide detailed analytics that can be used to support business functions.

Artificial Intelligence is already being incorporated into SAP’s SuccessFactors to help flag potential bias in tasks such as performance reviews or job applications. As AI advances it’s likely to be incorporated into more HCM Technology to help improve company efficiencies.

While many employees have concerns that they may soon be replaced by robots and automatic processes, there are as many work opportunities within these emerging technologies. Data programmers and analysts will be needed and there is still a massive shortage of skilled people in this field. Furthermore, the primary focus of AI at this stage appears to be on assisted management and decision making rather than looking for ways to replace employees entirely.

The many benefits that Artificial Intelligence can provide businesses and the increasing array of applications means it is here to stay. And it is likely to grow into a highly technical and advanced field of business. Embracing the technology can enable businesses to increase their competitive advantage, and for job seekers to enhance their future career prospects.

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.

Could internal networking be the key to staff retention?

Since the explosion of social media, networking in business has taken on a whole new dimension. Yet what many managers and business owners have not yet caught onto is the valuable role internal networking and HCM Software can play in staff retention. Businesses are sometimes hesitant to implement internal networking systems because they aren’t sure what platforms or technology to use, or they are concerned about costs and administration, and its overall effectiveness. Before looking at how to successfully implement internal networking systems, let’s consider some of the benefits specifically relating to employee retention.

1. Expertise and information flow

Innovations often emerge from informal interactions when people simply approach tasks from different perspectives. Internal networking provides greater access to the expertise within anHCM Software organisation in a more informal way. Departments that may not naturally interact on a daily basis can draw from one another’s expertise to form ideas that may provide innovation solutions. Networking facilitates the flow of information and knowledge sharing between departments and people. Employees can contribute to the learning of others and this gives them a sense of belonging which in turn contributes to employee retention. They are no longer just an employee sitting at a desk doing a job, they have a tangible sense of contributing to the bigger picture and purpose of the business.

2. Building relationships and fostering collaboration

With internal networking, employees gain a better understanding of other people’s roles within the organisation, from co-workers and peers to managers. This understanding helps to build better working relationships between co-workers in different departments and can also help reduce conflict.

When one person is looking for information or has a query they can use the network to find the right person with the right expertise to assist them. This more collaborative type of working environment fosters greater staff retention as people are encouraged to share their knowledge and expertise while at the same time having the opportunity to learn from others.

3. Integration with HCM software

HCM SoftwareData captured within the network can be filtered to identify people with specific expertise or those who contribute and collaborate more. Individuals can be flagged for promotion or leadership opportunities and Human Capital Managers can gain a better understanding of where the expertise lies within an organisation.

Productivity can also be measured using metrics within HCM software systems and areas with improved efficiency can be more easily identified. This type of system integration can help reduce costs both operationally and in terms of employee retention. By retaining the expertise within the organisation it builds intellectual capital, promoting operational excellence. By comparison, when people leave an organisation, they take with them their expertise and the company then has to start the training process all over again, building up the level of expertise from an entry level. This takes time and costs the company in terms of resources.

4. Costs of not networking

It is estimated that productivity losses due to communication breakdowns within organisations can amount to as much as £17,500 per employee on an annual basis. In addition, it is estimated that organisations spend on average 17 hours a week simply clarifying communication between departments. In a company with 100 employees this can be valued at a cost of +/- £350,000 per annum. Internal networking can vastly improve communications and collaboration and can reduce these costs, making a big impact on both productivity and the business bottom line.

What to consider when implementing internal networking?

While informal networks such as Whatsapp chat groups tend to form naturally among peers, they are more difficult to manage and cannot be easily integrated with HCM Software systems. It is better for large organisations that wish to promote internal networking and use the data, to create formal networking channels using technology that is easy to implement and integrate. By being able to track information and communications, key areas of expertise can be identified which can help promote staff retention.

Different internal networks can be identified by specific projects, areas of expertise or departments, and can be moderated by a more senior staff member. It is recommended to manage each network internally by specific topics so that the threads do not get too long or complicated. This will facilitate better communications as well as make it easier to find relevant information quickly.
An objective of implementing an internal networking system should ultimately be to evolve the company culture into an environment that promotes good communications and collaboration, and generates information on which to build company best practices.

This type of culture cultivates a sense of belonging and purpose in employees in which they feel valued and enjoy coming to work. It’s a way to capitalise on the existing expertise within an organisation and leverage this, not only for greater productivity and reduced operational costs, but also most importantly, improved employee retention.

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.

Is SuccessFactors about to do a Salesforce?

In November 2016 Microsoft announced that they would be implementing the full SAP SuccessFactors HCM suite to their workforce of 114 000 employees. This is to date one of the largest roll outs of the software to be implemented on a global scale. With their steady growth and now the landing of this major contract, is SuccessFactors about to become to HCM what Salesforce is to CRM?

The Microsoft SuccessFactors deal

When announcing its adoption of SuccessFactors, Microsoft cited its reasons as the open platform strategy, flexibility, extensibility and its global capabilities. The software appealed to Microsoft’s cloud-first, mobile-first philosophy and it hopes that it will help drive employee engagement and create a better employee experience.

Ultimately Microsoft’s objectives are not that distant from other global organisations: to improve operational efficiency and reduce costs. The question is: Will SuccessFactors be able to deliver?

A competitive HCM industry

According to Workday CEO Aneel Bhusri, they are finding business opportunities in the US and Europe where there have been SucessFactors failures. Citing an inability to get large customers live,SAP SuccessFactors it’s a question of being able to scale the technology.

Yet Microsoft is not the only large global organisation that has chosen SuccessFactors. Ernst & Young which has 212,000 employees across 150 different countries is using the HCM software to empower regional HR teams to manage their talent needs and help standardise global HR processes. They cite the ability to improve automation and implement self-service technology as a major plus.

SIX Group which handles the infrastructure for Switzerland’s financial markets has also chosen SAP SuccessFactors along with the SAP HANA cloud platform as its HCM solution. It’s looking to have a more agile HR organisation to be able to drive HR transformation.

Companies in the energy sector such as SPFL Energia, Brazil’s third largest energy company have selected SAP SuccessFactors as part of the SAP suite of products to help drive its digital transformation and in the process achieve greater efficiency.

A leading Chinese design and clothing manufacturing organisation, Seven Brand, has implemented SuccessFactors in order to have access to real time HR data analysis to drive business transformation and retain its best employees.

Currently there are more than 1350 companies that have adopted SAP SucessFactors Employee Central and despite Workday’s CEO’s comments this shows no signs of tapering. What has convinced companies that this is the right HCM platform for them?

Global HR trends

Increasingly company CEO’s are recognising the value of employee engagement, from onboarding to social business and collaboration. Transformation appears to be a high priority for global organisations because of the complexities of operating in different parts of the world. HCM systems are expected to be agile, cloud based and be able to incorporate learning and training with talent management and detailed analytics. This then empowers HR and divisional managers to monitor team execution in terms of business strategies and help maximize the potential that their human resources represent in the organisation. Being able to achieve this successfully in different locations across the globe is invaluable and it appears this, at least in part, is SuccessFactors attractiveness.

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.

3 Ways to say “Thank you”

“The smallest act of kindness is worth more than the grandest intention.” – Oscar Wilde

If you’re already thanking people, you’re doing something right. If you’re not, you might want to start now.  Research says that a company will lose between 45% and 50% of their clients every five years. But by keeping your client base happy you will not only reduce the cost of having to find new clients, but it will have a much more positive impact on your bottom line. In the world of IT recruitment we have plenty of opportunity to say thank you. For instance we will say thank you to a HCM Consultant who turns up for an interview; we say thank you to our HCM Hiring Manager’s for choosing to use us; we say thank you to our suppliers for keeping our business running smoothly, and we thank our employees for their contributions and effort.

And it’s never too late. If there is anyone you need to say thank you to, do it now! And make it a habit.HCM Consultant

Loyalty for your customers

It’s impossible to show gratitude to all of our loyal HCM Hiring Managers on a daily basis. So instead, we find the time to give an over the top delightful experience once in a while and really show them we appreciate and are committed to our partnership.

If you struggle with the same thing, why not set up a loyalty program for your clients? You could use a simple point system for frequent customers whereby they earn points, which translates into a reward for them.

A letter goes a long way

Treat loyal customers and employees like family members. Take time to recognise the things that matter to them, such as career achievements, their birthday or maybe they’ve reached a milestone, such as length of service or how long they have been doing business with you.  A letter of thanks, a birthday card or congratulation card shows that you are grateful for what they have done.  It’s only a small gesture, but goes a long way to establish a solid bond.

A simple “Thank you”

Sometimes, a simple, “Thank you” means the world, so, just say it.

Here at Resource on Demand we have a great time celebrating our teams passion for the love of what they do. The expertise and respect our HCM recruiters have for their candidates and clients is really incredible. They live and breath sourcing the perfect HCM Consultant for our HCM jobs and vice-versa, so we love to show them how grateful we are, in the simplest way possible, a thank you!

So, if we haven’t said it already. To all of our clients, candidates, employees and suppliers – we say “Thank You”.

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.