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.

Salesforce Community Spirit – the value to personal career development

Even after being a Salesforce Administrator for more than eight years, I still find myself constantly learning. And the place I go to most often for support and resources is not social media or the internet as a whole. Rather I have found specific Salesforce communities and forums one of the most valuable resources to provide me with answers to my queries and this is why:

Salesforce Administrator

Shared Expertise: In Salesforce communities you have direct access to like-minded people who have a wealth of technical knowledge and expertise. Often they are thought leaders with some of the best knowledge in the marketplace and the best part is that they share their knowledge freely. This makes facing technical tasks much less daunting because you have others with valuable industry knowledge that you can go to for support queries.

Overcoming Obstacles: If you’ve come up against a problem as a Salesforce Administrator, there’s a good chance you’re not the only one. By sharing how you’ve overcome obstacles you can provide help to others facing similar problems. Or by collaborating you can find a solution together through your shared expertise.

Remote Project Support: When working on a project one often needs the input from others, even if it’s just to check processes or verify information. The vast amount of knowledge available in various Salesforce communities, gives you access to a broad range of expertise. By collaborating with other technical experts in your field, it can make the project far more successful than if you were to attempt everything on your own.

Crowdsourcing: Where better to get and develop ideas that within a community of like-minded industry experts? Salesforce communities are the ideal place to incubate new ideas or find ways of doing things better that everyone can benefit from. The collective power of resourcing ideas from different people in the marketplace cannot be underestimated.

Product Improvement: Service providers benefit hugely from communities of Salesforce Administrators. Now only do they provide real time support to one another. They also provide valuable information of what’s working and what’s not. What need’s improvement and what’s being really successful. As a community of users it provides a fairly accurate overview of what the industry needs or wants and this in turn helps service providers improve their product, improve their service and provide something better to the marketplace.

Communities and forums are also a great place for Salesforce Administrators to network and build a reputation within the industry. As your knowledge and experience expands, there’s an opportunity to help others by sharing your expertise. It can attract good people into your team or help you further your career when you feel it’s time to move on because it helps you to build a strong professional reputation within the marketplace. Even in terms of customer relations and strategic business development, if you are seen to be an industry expert by your peers, then it will be far easier to attract new business.

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.

Ever wondered what it takes to become a Salesforce MVP?

As a frequent visitor to the Salesforce community, there are a certain group of people that you can’t help but admire. They are your MVPs. So what is it about this group of people that sets them Salesforce MVPapart?

Firstly they are happy to give up their time contributing to questions within the community. Often complex and lengthy ones too. Conversations within the community groups can go for days or over pages, which says a lot. They are so passionate about what they do, that they don’t just give a quick answer and redirect people to a link, they take time to understand the problem and then actually come up with a real solution. Solutions that solve real-life problems or pain points for others. There is no cost involved, just simple thanks and a thumbs up when the solution resolved the problem.

Then there are the endless events, webinars and material that they contribute to the community on a daily basis. They are happy to share their technical know-how, tips on getting th best from Salesforce, best practices and much more. And this is on top of their day job. These guys and girls are true contributors towards the community. For them it is a labour of love and that’s why we love them. If I have a problem with our own Salesforce instance, I head across to the community pages, because I know the answer will be sitting there waiting for me. As a self-taught Administrator the hours spent looking through the community chats to get ideas is well in the hundreds, if not thousands. But I never come away disappointed…instead my life is enriched as I will always find a better and smarter way of doing things.

So why do they do what they do?

We asked this question to a number of MVPs, and true to style their anwers were reflective and often lengthy. Not that we are complaining of course. But each response had one thing in common – “We love to help”. Pure and simple, in a nutshell, they just love helping others. They are not motivated by glory, or recognition. They don’t do it to get one up on their peers…they do it because they want to. In the words of one MVP “And for the love of all that is Good and Holy, DON’T do it to become an MVP, do it because it’s something you truly want to do, and if the MVP thing happens because of it, all the better”.

This selfless act by a group of passionate people, has made the Salesforce community more colourful and richer, which is why Salesforce is so successful. In every sense of the word, this is collaboration at its finest. So well done MVPs for all your hardwork and contributions to the community. You are without doubt our heros!!

Is the CV dead for Salesforce Developers?

A CV can detail that a person has completed a certain course, worked with particular technology or has held the position of a developer. But this doesn’t actually tell you how much they know and how proficient they are at completing tasks. The only way to determine this is to create real live scenarios to put the candidates to the test, and this is where gamification could play an important role in the recruitment of Salesforce developers.

Gamification for recruiting works

Recruiting for Salesforce consultants can be fairly straight forward. Often a consultant will be asked to present a solution based on a business case scenario.  And in the past we have had gamificationdevelopers build triggers based on a business case, but gamification uses scenarios to test someone’s abilities in the form of a game. They have to complete tasks to get through a series of levels. It not only challenges their skills and abilities but also demonstrates how well they can think through problems. The more levels they achieve, the higher they score and it’s a way to determine the level of their abilities against other Salesforce developers.

Government entities such as British Intelligence GCHQ have used gamification to attract and identify potential recruits by putting out a message on a website: www.canyoucrackit.co.uk. Candidates who are able to decipher the code then advance through to the next round of interviews. It is a unique way of identifying and attracting people for what is a unique vocation.

Benefits for Salesforce developers

Finding a new job can be stressful, especially if you’re less of a people person and more at home in front of a computer screen. Gamification tests a Salesforce developer’s skills in a way that is engaging and focuses on their actual skills rather than their ability to perform well in a personal interview. It provides developers with a good sense of how they fare compared to others in the industry. Gamification may also identify talents they didn’t know they had or didn’t think they were that good at.

Why gamification and recruiters could make the perfect team?

Hiring through traditional CV’s can be costly if the wrong people are hired. What may appear to be a promising candidate on paper, may not prove to be true in a real work scenario and programming-languages-695x336frustratingly recruiters hate having to rely on ‘old school’ technical vetting when technology changes so quickly that even the professionals are hard pushed to keep up to date. Gamification provides a way to test this, to not only see if they actually have the skills they say they have, but also to see the level and aptitude of their skills. It can identify hidden talents and specific types of problem solving aptitudes.

If done in a competition forum it also has the potential to attract a larger number of diverse Salesforce developers who have different skill sets. Most importantly, it gives potential recruits some insight into the type of work they will be doing. This can help improve retention rates and reduce new hire attrition.

In the end, despite what a CV might say, what recruiters really want to know is “Can this person do the job and how well will they do at it? Will they be an asset to the company?”

When making this decision on a CV alone it’s a guessing game, and above all else Recruiters hate to waste valuable time for the Clients by arranging interviews for candidates they are just not sure about. But gamification takes the guesswork out of assessing a Salesforce developer’s skills. Not only can a recruiter see what they know, but also, by how many levels they manage to attain in the game, just how skilled they are.

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.

5 Skill traits of a great Salesforce Architect!

Here at Resource on Demand, we strive to perfect our knowledge and experience of what makes a great Salesforce Architect. And having spent years of sourcing Europe’s top talent, we have witnessed some of our most loyal candidates develop from humble beginnings to go on to be one of the industries renowned Salesforce Architects.

So, what makes a top Salesforce Architect? Read on for the 5 most sought after soft skills you should possess to be a great Architect

A natural leader

Don’t confuse “Leader” and “Manager”. Remember you will need to lead your own project journey from start to finish. It is your responsibility to control the outcome of this project and as a Salesforce Architect you should have the confidence to do so. We suggest focusing on small projects in your current role to build a portfolio of your work. And don’t forget the all important recommendations – ask colleagues you have worked with on projects to recommend you on LinkedIn, to show your skills and what role you played within the projects.Salesforce Architect

Customer focus
Your consultative skills are vital as a Salesforce Architect. You’ll be responsible for resolving customer support problems during your projects. Plus you may find yourself having to deal with conflicts over decision making, and of course making sure your customers feel highly satisfied with your service throughout the project life-cycle.

Communicative and persuading
As a Salesforce Architect, the ability to visualise and interpret your customer’s ideas, or your own is the backbone of any project. You must be articulate, as you want will need to communicate these ideas to your team and ensure they understand instructions from you. It also helps to be able to influence a project and get buy-in from customer stakeholders and your team.  Often you may need to persuade them to carry out tasks they might not necessarily agree with. Encouraging great team and customer collaboration is essential to the success of any project. Remember there’s no “I” in team, unless you spell team the French way.

Development & Methodologies
You will need to have a constructive plan ahead of any Salesforce project you work on. Focus on building a strategy for your plan, taking the time to evaluate each step and make sure you communicate these updates to your team. The methods you choose to use is entirely down to you, but it is important that you have a clear plan of what you need to accomplish. And clear milestones and objectives.

Multitasking
A Salesforce Architect often finds themselves wearing may hats.  The ability to manage multiple projects is essential, so being organized is an absolute must, as you could find yourself dipping into various projects throughout the week.  And whilst most IT projects will have a project manager to make sure all resources are available when needed, you will still need to have an eye on key objectives of the project.

We hope this helps you discover, if becoming a Salesforce Architect is for you. And should you need further help on what makes a top one, we are here to help!

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.

Wave Analytics Cloud & why you should be developing skills in Business Intelligence

The fast changing culture in business and the relentless pace at which technology is advancing is proving to be a double edged sword. While big data companies are finding ways to store data thatWave Analytics Cloud is between 20 and 50% cheaper than traditional data warehousing, this is not where the problem lies. Companies are amassing vast amounts of data in an effort to be able to optimise systems and offer customers more personalized products and services. Collection and storage of the data is relatively easy and successful, however, being able to analyse and manage the data effectively is proving to be a greater challenge. The primary reason: There is a massive shortage of Business Intelligence skills in the market place.

A 2014 Accenture report revealed that 90% of clients admitted needing to hire more big data analysts and managers, but 40% of these clients cited a lack of available talent as a major obstacle. An IDC report predicts that by 2018, there will be a need for more than 181 000 people with deep analytical skills in the marketplace. The simple truth is that the demand for analytical skills far outweighs the supply and this trend is set to continue. While this may not be great news for businesses, it is indeed very good news for jobseekers in the IT analytics and Big Data industry.

Rare skills provide better earning potential

Currently it is estimated that a Big Data analyst earns 2-3 times more than an average programmer. Annual starting salaries can be between £70,000 and £135,000 depending on the organisation and the city or location where you find work. By learning skills that can help with the implementation of systems such as Wave Analytics Cloud, you are not only more likely to find a job more easily, but will also earn much more.

How to take advantage of these market opportunities

Companies such as Salesforce have invested in developing technology such as Wave Analytics Cloud – app driven software that makes data more easily available. Companies using Salesforce and other similar technologies need people who can effectively manage the systems. This may include big data skills such as statistical analysis, data management and reporting. Getting to know these technologies will give you a distinct advantage in the marketplace.  Because there is such a shortage of skills, people that are willing to learn, or that have even just a basic level of understanding of big data management are more likely to be put forward for further training in data analytics, reporting and management.

It is predicted that given future technological advances, these three fields that have traditionally been merged into a single role will now each become individual areas of specialisation. In other words, if you find your niche and specialise in an area of big data management or analysis, the career opportunities are almost unlimited.

Here are some tips on how to prepare for your career advancement:

  • Consider what your current skill levels are and how you can build on this.
  • Research what technologies are being adopted by large corporations, such as Salesforce’s Wave Analytics Cloud and start to learn these.
  • If you are already in the market place, volunteer for training on new technologies in data analytics offered through your company.
  • Join online forums where you can interact with and learn from other analysts and people using and developing the technologies.
  • Follow leading technologies in order to stay abreast of latest developments and make sure that your knowledge is detailed and accurate, not just based on blog opinions.
  • Highlight specialised skills on your CV when applying for a promotion or a position in a new company.

There is little doubt that big data analytics hold some of the most promising future career prospects. It is a growing industry that is constantly advancing at a very rapid pace. As an IT professional, up-skilling in this niche industry is one of the best career moves you could make, both for career advancement and your future earning potential.

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.

What Does The Future Hold For Salesforce?

This year we’ve seen the Salesforce platform propel itself into a new age.  And despite losing out on acquiring the likes of LinkedIn and Twitter, it has been a phenomenal year for this CRM giant.

And has 2016 draws to a close, we take a look at what is in store for this ever popular platform in the coming 12 to 24 months.   So take a look at our detailed info-graph, for our take on what’s to come including; potential acquisitions, training and where the technology will be heading….

The Future

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.

Five Lessons of Failure

“Failure is instructive. The person who really thinks learns quite as much from his failures as from his successes.” – John Dewey, Philosopher

The most important lessons in life often come from failures or mistakes made. And the vast majority of people that we look up to or aspire to be, often have a checkered history of failing, but eventually go on to build something truly successful or inspirational.  In an industry where we have watched Salesforce Consulting companies come and go, and individuals that were seemingly washed up or forgotten, reinvent themselves – what are the lessons we can take away from failure?

1. It teaches you to rethink your objective and plans

We’ve all heard of the famous quote “Failing to plan is planning to fail”. But little do we realise this is so true, until we see our dreams disappearing before our eyes.  Even a half baked plan has better chance of succeeding, than no plan at all.  For example, not even the fittest athlete will enter a marathon without having a training plan in place. They take time to carefully construct a plan that will gradually build up their running over weeks and months, so that they can complete 26.2 miles on the day.  And the good thing about plans is that they can be long or short term. They can include staged increments and more importantly can be adjusted if things go off kilter.  But the most important thing they do…is bring you firmly back on track if you start losing your way. Some of the greatest plans I have been instrumental in, have not been my own. When I started Resource On Demand almost ten years ago, I helped a number of individuals who wanted to get into Salesforce Consulting.  I am now pleased to say that they have have gone on to become some of the most renowned leaders in their field.

2. It helps you identify the real priorities in life

Often failure comes not as a result of your inability to do a great job, but because your priorities were not in line with your overall goal.  Knowing what your goal is and identifying the actions you Salesforce Consultingneed to take in order to achieve it, will mean that you will have a better understanding of your key priorities.   And any actions that don’t support your key priorities, should and must come last. But great planning is fantastic for all areas of your life, whether it is your career, spending time with your family, or where you want to be living in the next five years. If you know what your priorities are, you are more likely to reach them.

3. It helps you to cope with emotions

As with any objective in life, it is very easy to let your emotions take over.  And often when you end up letting your heart rule your head, that’s when mistakes start happening.  I have lost count of how many times, I have had candidates come back to me saying they have regretted not taking sound career advice given to them, because they let their ‘gut feelings’ get in the way.  And most people who have ever failed at something will tell you, that once the hurt or the embarrassment subsides, and you’ve pick yourself up and dust yourself off, you learn to leave your emotions firmly at the door. Instead stick to a well laid plans, where logic rules decision making rather than feelings.

4. You learn to persevere

What do Richard Branson, Steve Jobs and Bill Gates have in common?  They never accept ‘No!’ for an answer. In fact anyone whoever comes back from a failure will tell you, that ‘No’ does not exist in their vocabulary.  As Salesforce Recruiters, we learn to persevere very early on in our careers, because being told ‘No’ is a daily / hourly occurrence.  But when you know, deep down you’re right…you have to keep going. And if any of these gentlemen had listened when they were told ‘No’, we wouldn’t have Virgin Airlines; the iPhone; the iPad or indeed, Microsoft!

5. You often learn that you can’t do it alone

Often failures can highlight your own weaknesses. “But that makes me a failure” I hear you cry.  The point is you don’t have to be good at everything yourself, but knowing what you are, or are not good at, will help you identify the skills gaps.  You can then take action accordingly to bring in the expert to fills those gaps, leaving you to get on with the stuff you are truly good at.  Even if that is just thinking up great ideas – and letting everyone else get on with it!

Failures are life’s lessons.  They teach us to do things better and to identify what is truly important to us. So next time, you find yourself worrying that listing your failures on your CV, might harm your career. Take a moment instead to reflect on Steve Jobs…or better still just ‘Google’ Apple’s Lisa!  And, instead figure out what take away lessons you have learnt from your failures.

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.

The perfect candidate: Trump or Clinton?

Now that the dust has settled and people around the world are starting to come around to the realisation that Trump IS going to be the next US President (although watch this space whilst the recount gets underway), it got me thinking about the irony of Donald Trump winning the election over Hilary Clinton. What are the lessons that we have learnt…aside from the obvious one…don’t trust pre-election polls…ever!!

Firstly, Hilary Clinton is proof that unfortunately not even the best candidates (on paper) get the job. And this is something that we have seen many times before, which can have devastating consequences for the individual concerned. For example, we recently had the absolute perfect candidate for our client. They were pretty much a pedigree technical candidate, with loads of experience. Culturally they seemed like a perfect match for the company. And they had absolutely aced the first round of interviews. We, the candidate and the client felt it was the perfect match. So where did it all go wrong?

Once we all got over our initial shock that a rejection can have, we went about pulling apart what went tragically wrong for the candidate. And the response we got from the client was ratherTrump surprising. The clients initial feedback was that the candidate appeared too confident, or to put it as bluntly as they did – ‘too cocky!’ This took us by complete surprise, as the individual in question is rather modest about their skills, which is why they only work with us. They would much rather we brag about their skills than them. We went back to the candidate with this feedback, who reflected on it for a bit, and then admitted that because he had such a positive experience in the 1st and 2nd interviews, he felt that a ‘job offer’ was coming regardless, and possibly…just possibly gave this impression in what was to be his 3rd and most important interview. He now accepts that the boost he got from the previous interviews, meant that maybe he did not try as hard to impress the final interviewer, who he thought was there to just meet and greet, or ‘cross the T’s and dot the i’s’ so to speak!

But the feedback did not stop there…the interviewer also felt that the candidate was under prepared. Something that our candidate accepts wholeheartedly. Why would he need to do extensive preparation, after all he was interviewing for a job that quite frankly he could do in his sleep. Technically his answers were spot on, text book even! The long list of references and recommendations he had was evidence he was great at his job. So what let him down? Well the client did not want someone who gave perfect or ‘safe’ answers. He wanted someone to show that they had researched the company enough to come to the interview offering new ideas, new directions even. Simply put, they wanted passion!

And as with the US election, our candidate lost out on what was his ideal ‘dream’ job. He knows and we know, that opportunities that are so perfect it’s breath taking, only come around so often…and so he will now have to wait patiently, but safe in the knowledge that he won’t make the same mistake again.

The client on the other hand, has found their ‘dream’ candidate. And like Trump, it is not the perfect candidate. In fact the person they hired has no Salesforce certifications, and nowhere near the same amount of experience. So what set them apart from the rest of the pack?

According to the client they were beguiled by an individual, who is so driven by pure ambition; who just might be willing to fight dirty that they can forgive the lack of hard skills. And yes they might be lacking in qualifications, but what they lack…they more than make up for with passion!

So if nothing else, the US election shows us that in the life the underdog can and does win the race!

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.