Is paying well, enough to retain employees?

Money isn’t quite the motivator it used to be in terms of employee retention. Today employees don’t just want to know that they are earning a decent salary, they want to know it compares favourably with both their peers and industry standards. If they find out they are earning below par it can be a big demotivating factor. So how can companies best manage salaries to ensure employee retention?

Companies are always seeking to optimise their salary spend, but they need to look at this from a broader perspective. Retaining good employees is far more cost effective in the long term than having to recruit and retrain new people. An employee who is earning a standard annual increase may be happy with their earnings, until that is they find out that a new recruit is earning much more or that what they earn is not quite on par with what is being offered elsewhere.

The younger generation of employees is less risk adverse and therefore quite willing to move when better opportunities present themselves. Companies that don’t offer competitive salaries or band peer salaries in the same bracket could find themselves losing some of their best employees because of this.

What peer compensation means to employees

An article published in the Scottish Journal of Political Economy, 2017, Vol. 64 No.1, titled Monetary Reference Points of Managers – Empirical Evidence of Status Quo Preferences and Social Comparisons; supports this view highlighting the effect of peer compensation on job satisfaction.Salary

According to the article, job satisfaction is directly proportional to whether employees perceive that they are being fairly or more than fairly paid, and declines if they feel they are being unfairly paid compared to their peers.

But does this apply to all employees across all levels, genders and industries? Interestingly enough, women didn’t seem as affected by peer earnings as men provided they were satisfied with their own earnings. The job satisfaction ratio was also more applicable to people on fixed income rather than those on commission or variable salaries. In terms of management positions peer salary levels were a major deciding factor in setting management salaries. Younger employees also seemed more concerned with peer earnings. This has been attributed to the fact that being younger, they see peer earnings as an indication of possible future earnings and align opportunities accordingly.

What companies can learn from this

Businesses need to benchmark salaries with consideration of both internal salaries as well as external competitor salaries. Employees are likely to compare their earnings and business need to be aware that if they are paying below par, it’s highly likely to lead to a level of job dis-satisfaction. Informing and educating employees as to the compensation policies as well as the benchmarks can help avoid job dissatisfaction because it helps employees to manage their expectations. This also give employees something to work toward if they are just starting out in their careers and want to move up within the organization.

Offering competitive salaries enables companies to attract top talent. Despite the fact that women are not as concerned with peer earnings, they do still need to feel that they are being paid their worth, so this should not be viewed as an opportunity to offer less, just because an employee is female.

But most importantly bench-marking policies should be part of a greater strategy to retain good employees. Understand what their expectations are and what’s important to them in terms of compensation. The trend is also leaning towards other employee benefits such as flexi-time or work from home options, recreation facilities or incentives for employees to maintain a healthy lifestyle. For some people these benefits may be more valuable to them and be seen as just as worthwhile as a higher salary.

The working environment is becoming more transparent as it’s becoming easier to obtain information relating to salaries and compensation packages. A simple online search can reveal what positions are available in the industry and what salaries are being offered. Employees do not need to be actively searching for another job to know what other options are out there. Salaries may not be the sole deciding factor when employees are contemplating staying or going, but perceived fair earnings can certainly tip the scales in terms of job satisfaction.

Employee retention is vital for a business that wants to achieve a healthy growth curve. It creates continuity where expertise is being added and built on rather than having to be renewed every time a new employee is brought on board. Including bench-marking in human resource management is a wise move, one that can not only grow the business, but help ensure that employees enjoy a great level of job satisfaction, knowing they are being fairly rewarded for their efforts.

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

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

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

Preventing Salesforce Career Stagnation

The traditional model of career progression was: learn as skill, get a job, get promoted, become a manager, then keep that job until you retire. The problem with that is that not only does it limit opportunities, but it’s also a fast recipe for stagnation. If you’re only developing skills and experience in one specific Salesforce niche, chances are at some point you’ll get bored, but with no option for upward progression you may feel stuck. And this is especially an issue when industries or technologies start to mature.

In the UK, Salesforce is starting to reach a level of maturity. Have you considered that maybe it’s time to move on and gain some fresh experience to prevent career stagnation? Despite what you may think, the best careers are those that are not linear. It’s not always about moving up, sometimes a side step or even a backwards step is the best career move you can make because it can lead to new and often better opportunities. Here are our three top tips for preventing career stagnation:

1. Always be learning

This goes far beyond the basics of fulfilling a Salesforce job in terms of development, integration or coding. When you are conscious about learning you are always on the lookout for opportunities to do so, and this in itself is what opens many doors. Even a lunch time chat with a junior colleague may highlight an area they are struggling with. It can plant an idea, open up an opportunity to collaborate and find solutions that don’t yet exist. If you document your problem solving methods and solutions, it can provide a framework for future learning, both for yourself and juniors.
Broaden your horizons by reading books, joining forums and sharing ideas with people in similar roles. As you gain expertise, share your knowledge, because not only does this help build your professional profile, but also helps to raise the bar on the complexities and challenges you get to tackle.

Learn skills beyond standard Salesforce jobs and IT, such as project management or change management. With architecture and technology changing rapidly, these are skills that managers need for successful project implementation.

Look to other industries. While being in the hub of an IT company may seem like the ideal environment for career progression, the reality is that all industries are IT dependent and as such there are opportunities to use your experience to make a big impact in other niche industries. The healthcare industry, insurance industry, retail, NGO’s, even government organisations are becoming more focused on technology to become more efficient.

2. Play to your strengths

There’s a saying: “You’ll never get bored if you’re doing what you love!” So find what you love to do and develop your skills around that. Knowing yourself and playing to your strengths can Salesforce Jobscontribute greatly to career satisfaction. Why? Because then you’re not simply doing what everyone else says you should be doing, or fitting in with what the organisation expects you to do. You’re building your Salesforce career not just doing another job.

IT professionals are often expected to work long hours in big open office environments with pressing deadlines and this can be a recipe for burnout. By knowing how you work best, and what environment makes you most productive, you can seek out other Salesforce jobs that offer what you need, instead of simply accepting what you can get.

3. Stay connected

Whether you attend conferences and seminars or engage on online forums, staying connected is a great way to develop your Salesforce career. You not only constantly stay abreast of what is happening in the industry, but you also have the opportunity of sharing knowledge with like-minded individuals.

Staying connected also helps you to keep moving forward as technology advances and creates opportunities to integrate the old with the new. Many new technologies are simply improvements or built on older proven technologies so expertise and knowledge is seldom wasted. One of the biggest challenges companies face is keeping up with technology developments. Staying connected on a personal level to other experts in the industry can provide valuable insights from other organisations as to how they overcame implementation challenges.

Finally, know that your Salesforce career is what you make it. It’s a platform offering a great deal of diversity and opportunities and suited to people of varying skills, expertise and personalities. Connect, collaborate and always be learning and you’ll find many opportunities to avoid stagnation and develop your Salesforce career. And if all else fails, speak to our expert Salesforce recruiters to give your career a boost!!

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

Can HCM Technology Improve Employee Job Satisfaction?

We know that happy, satisfied employees are more productive and creative than their miserable counterparts. Yet, only half of UK employees feel content at work. Overwhelmed by inflexible company cultures, and stressful work environments, your employees might not be capable of producing their best work. That’s why it’s important to find the right employees, for the right environment.

Human capital management software, or HCM, is a fantastic way of improving job satisfaction using human-centric data. By analysing employees and potential hires, companies can streamline the candidate onboarding process, engage existing employees, and ensure long-term success for their workers.

So, how exactly does HCM lead to happier hires?

Simplify Hiring with HCM Applicant Tracking

First, an innovative applicant-tracking system can save hiring managers time and money by automating things like job postings, and setting out a system for evaluating candidates. Companies can therefore identify their matches more effectively, choosing applicants that will fit seamlessly with their existing work environment.

What’s more, with an applicant tracking system, candidates can enjoy timely feedback from their potential employers, and on-going communication with the business that they want to join. Once a candidate is chosen, a HCM solution can also instantly convert applicant data into a hire record, which speeds up the on-boarding process, and allows employees to dive straight into their new position.


Discover What your Employees Want 

Once your new team members are set up in the workplace, the benefits of HCM can still help them to thrive. Workplace data offers leaders a greater understanding of what their employees want. For instance, work/life balance is essential for more than 69% of millennials, who also appreciate a welcoming work environment. With this knowledge at hand, employers can develop policies that allow for flexible schedules, telecommuting, and job sharing.

Among most age groups, the top contributor to job satisfaction is fair treatment of employees, followed by compensation and benefits. Learning from HCM data, employers can adapt their benefits packages to attract more talented employees through specialist recruitment at a later stage.

Make Identifying Challenges, and Rewarding Performance Easier

Integrated HCM solutions can also deliver a holistic view of employee performance. This data could make it easier for companies to identify and reward their highest-performing workers with compensation increases, bonuses, and other perks. At the same time, your HR data can also reveal problems in the form of decreased productivity and absenteeism. By identifying these problems quickly, companies can set up communication strategies to address situations.

With HCM, it can be easier for businesses to communicate with their employees in an effective and transparent manner. For instance, when workers are under-performing, managers can address the issue through feedback and training. Communication can also be essential around events like open enrolment, annual reviews, and other issues that impact employees. HCM can allow you to communicate with your workers in their preferred format, for stronger connections.

Standardise Onboarding Practices 

When it comes to hiring new talent for your organisation, you’ll only have one chance to make a first impression. With that in mind, implementing effective onboarding practices can be a great way to improve the longevity of your hire by making candidates feel valued and welcome. At the same time, HCM can prepare staff for work as effectively as possible.

For new employees, the onboarding process can sometimes feel a little overwhelming. However, a well-designed HR platform can help to guide new hires through a thorough onboarding process, so that they feel comfortable from day one. With HCM systems, orientation schedules, and even training materials, new hires can slide into their new positions seamlessly.


Invest in the Right Technology

Part of the reason that HCM has become so popular in today’s business world, is the fact that technology has made managing employee data easier than ever. If you want to make your HR processes as efficient and effective as possible, you’ll need to implement the right tech tools for your company. Almost any part of human capital management can be further strengthened with technology.

Using the data that you gather from your employees, you can learn how to improve your organisation, and make work easier for your staff. For instance, you could identify a future leader in the workforce and invest in training for them, or identify a common need for the masses that can be fulfilled.

Ease Open Enrolment

Finally, both employees and hiring managers can feel overwhelmed at the concept of open enrolment, thanks in part to the excessive amount of paperwork involved. However, HCM software and benefits software can eliminate that paperwork and replace it with automated solutions.

When benefit enrolment is managed online, employers can provide employees with decision support tools, and educational materials more effectively, leading to a less confusing experience. In addition, employees can access self-service portals that allow them to view confirmation statements and plan summaries. According to an Aflac survey, 80% of employees consider quality benefits to be important, while 79% said that well-communicated benefits programs would convince them not to leave their jobs.


Making the Most of HCM

Employee turnover is a frustrating, and expensive process, while dissatisfied employees are often less productive. It’s crucial for today’s businesses to use every resource available to them when building stronger relationships with their teams. Data from HR software can lead to better candidate selection, improved interactions, performance management, and more.

If you use a HCM system, are you leveraging its capabilities? If not, how could your organisation benefit from investing in such a system?

Benefits NOT Features on your CV – “Make your USP stick.” (geddit?)

Sitting down to write your CV can be challenging, especially for tech people such as Salesforce Developers. After all data is your forte, not words. How do you get across your expertise without sounding like a robot? Here are some tips on how to make your USP stick and make your CV stand out from the pile of other Salesforce Developers on a recruiter’s desk.

Getting the basics right

Starting out, create a framework of headings ensure that you include all the important information such as skills, experience and accolades. Once completed, a CV should be on average 2 pages, maximum 3. Starting out it may be useful to write down a few bullet points under each heading. This can then be the core content that you use to develop your CV.

Anyone can create a frame work with basic facts, but that’s not what will sell you to a recruiters. To do this you need to start thinking like a marketer, what will make them choose you above everyone else? And the answer to this is fairly simple – what’s in it for them?

It’s not about you

Yes you heard right, your CV isn’t actually about you, the experienced Salesforce Developer, it’s about your potential employer. Yes it may feature all your skills and accolades, but unless you can Salesforce Developers CV Frustrationpresent all of that in a way that demonstrates a benefit to them, your CV holds no real value.

Let’s start by understanding the difference between a feature and a benefit. A feature is a skill, a form of experience, or a personality trait. For example: You have 8 years of experience working as a Salesforce Developer. That’s just a feature, there are lots of people that have many years’ worth of experience, that doesn’t mean they can do the job effectively.  You need to translate what those 8 years of experience mean for the company, what you achieved for the business in that time and how will your experience benefit them?

To write this in a way that demonstrates a future benefit to the potential employer, consider the following questions: How will your 8 years’ worth of experience save them money? How will it save them time? Will your systems knowledge increase sales or turnover or reduce overheads? Will your methodologies improve productivity? Will your management style improve team engagement and ensure that deadlines are met saving them money and building an industry reputation?

Ultimately you can have the most impressive list of accolades of any Salesforce Developer out there, but unless you make it clear how your particular skills and experience will benefit the company they won’t give your CV a second glance.

How to write benefits not features

Example of a feature sentence: Managed a 100+ person team dealing with integration points to third party products.

When you read that sentence what do you think? Does it make you sit up and say: “This is someone I want in my team?” or do you think: “That’s nice…..” The sentence is written as a feature, it tells what the person has done, it doesn’t translate into anything tangible that benefited the business and doesn’t tell the recruiter what the person can do for them if they were to be hired.

Now consider this same sentence written as a benefit: Managed a large (100+) team that created a number of product opportunities and business partnerships by integrating with third party applications and platforms.

See how different this is? When you read this sentence what do you pick up on? “This person created business partnerships – that could help me grow my business, that’s a benefit. They created a number of product opportunities too – that’s something my business needs. Plus they did this while managing a large team, so they must have good management skills and be a good team leader – that would be a definite benefit to my business.”

A CV with vision

Reading this sentence has the person thinking in terms of the future of their business and this is what you want to achieve with your CV as a Salesforce Developer. You want to communicate that you are the person that can take their business to the next level, help them gain market share or a competitive edge. You are the one that can help solve a problem they have been facing or help them to overcome industry challenges.  This is what will make them sit up and take notice of your CV and invite you in for an interview.

When creating your CV, think a little tech and a lot of sales and make everything about them. Every sentence must translate into: “This is what I can do and this is how it can benefit you!”

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

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 or on 020 8123 7769.

Planning a career change?

Fancy a career change?

Lee Durrant, founder of Resource On Demand, the UKs first Salesforce recruitment company, reflects on how advance planning ahead of a career change, will actually pay dividends in the long Career changerun.  Lee recommends understanding your ‘Why?’ motivation ahead of a move, in order to prevent against a potentially costly mistake.

Plus, looking at other options such as training, good market research, along with understanding how your current skill set will actually translate in the open market.  This is particularly true for small and niche market areas such as Salesforce, where candidate competition is extremely fierce.

You can read the full article on the Independent website.

Counter Offer No Nos

Lee Durrant, founder of Resource On Demand, has been in recruitment since 1999.  And whilst it is fair to assume he has been instrumental in thousands of placements over the years, he has alsocounter offer seen candidates lose out on their dream job / career through accepting a counter offer.

However, experience has shown that often the impact of accepting that wonderful increase in salary ahead of joining the new company, is not felt for months.  And Lee advises that of those candidates that do accept a counter offer to stay put, the vast majority of them are back on the market within six months.

You can read Lee’s full article, “7 Reasons not to accept a counter offer” here.