What Future Job Skills will be needed to survive in a Machine automated world?

Artificial Intelligence and Machine Learning are the buzzwords of the moment. We hear about self-driving cars and a world of automation where chatbots run call centres and respond to customer queries. Much of this technology is new to the marketplace, but predictions are that these are only the start of things to come. So where does that leave people just entering the job market? What future career prospects will our children have, and how can we prepare them to have the future job skills needed to survive in a machine dominated future?

The difference between Humans and Machines

There are many things that machines can do much better than humans, like search vast volumes of data and make mathematical calculations. But their abilities are governed by one major factor – rules. Machines work on programming and predictive learning based on historical data. If new factors come into to the mix, they are ill equipped to manage them.

Humans on the other hand are highly adaptable and can apply knowledge creatively to find solutions to new problems. This type of problem solving ability is what will be the key to humans continuing to add value in the workplace. As much as we’d like to think modern lifestyles are easy to control, plan for and schedule, there remains a high level of unpredictability to life. In addition there are many work sectors in which it will be hard to replace humans with machines. These are the things to be taken into consideration when teaching our children future job skills.

Future Job Skills lie in Human Value:
There are several types of jobs that require strong interpersonal skills and this is not something that machines can’t easily mimic. Think of social professions such as psychology or emergency services, for example.

In the event of an accident, natural disaster or fire, no one can fully understand the situation until they arrive on scene. Additionally as the situation unfolds, circumstances can change. Patients may respond well to treatment or not, what was a stable and safe environment on arrival can quickly become unsafe. Only humans can effectively manage such circumstances because they have the knowledge and instinct to be able to make decisions and adapt according to the circumstances. This highlights an important future job skill: The ability to think on your feet and adapt knowledge and decision making to changing circumstances.

A second important future job skill is visualisation and planning – the ability to create perspective, design, create and coordinate ideas so that they become reality. Architects, engineers, even graphic designers and advertising agencies require human creativity and this is a skill worth developing. Machines may be able to take over many tasks, but it is still human thinking that envisioned them doing that in the first place. Creativity, design, and engineering are important future job skills that humans do best.

Nature and nurture – there is a limit to how much we (or machines) can control the natural world and because of that there will always be opportunities for humans to step in and make a Future job skillsdifference. The environment remains constantly in flux. One only has to view the ever changing weather patterns to see that. As much as we’d like to use equipment to predict what will happen, in the end, nature remains unpredictably in control.

Careers involved in the environmental sector will rely on human expertise from conservation, through to legal management and control as well as the field of medicine. Despite advances, new bugs and diseases consistently appear and old viruses re-emerge, stronger than ever. The human body responds individually to treatments with emotional and mental influences proving to be just as important as physiological factors. As a result, humans will remain valuable in the field of natural sciences. Related future job skills may include scientific knowledge and study, social skills, legal skills as well as management and understanding all varieties of interlinked ecosystems.

Business and economics is another field that remains largely unpredictable. While markets may be manipulated and influenced, consumers react of their own accord, and because they are human the outcomes can never truly be certain. Take last year’s Brexit vote for example. Nobody thought the result would be “no”, and economic predictions based on that result were ominous. Yet many of those fears have proven to be unfounded. While certain sectors took a knock, others have shown to be resilient, growing exponentially despite conservative economic movements. Business thinking, particularly in the entrepreneurial realm will remain important future job skills, as well as that of managers, analysts and economists.

In the future there will be many opportunities to work with machines to achieve better outcomes, and there will also be careers and areas of expertise that will remain firmly in human hands. Rather than fear machines and the impact they may have, the most important future job skills may involve using instinctive human potential to think creatively and seek out opportunities even where there appear to only be challenges.

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.

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 rod@resourceondemand.com.

IT Managers of the future

Traditionally IT managers had a crucial role to fill in an organisation. They were the people co-ordinating the computer and data information systems as well as integrating with the telephony systems. But with the introduction and wider adoption of cloud based computing, many aspects of IT manager roles are becoming obsolete.

Does this mean that the role of IT managers will become entirely redundant in the future? Already in the past six years there has been a steady decline in the number of IT Manager roles being advertised. Is this an indication of things to come and what can traditional IT managers do to ensure they have a future career?

The IT Sector is evolving, IT Managers should too

The basic truth is that the IT sector is fast paced and constantly evolving – it’s one of the aspects that makes it an exciting industry to be working in. IT managers need to be involved in more thanIT Managers just systems maintenance and engineering-style work, they need to be adding value to a business if they want to avoid becoming obsolete. This includes embracing new technologies and finding ways to adapt their skills so that they are moving the business forward and keeping up with trends. Fortunately the trends show many opportunities for forward thinking IT managers.

According to a study by the US Bureau of Labour Statistics, jobs in the IT sector are set to grow by 22% by 2020, but that growth will not necessarily be the same across all sectors in the industry.

IT Manager roles are set to increase by 18%, however, this will not be in traditional roles. Cloud computing is likely to shift these roles towards systems design and security rather than traditional management. The industries where there are likely to be the most opportunities are in healthcare and IT security.

Database Administrator jobs are predicted to increase by 31% as the need to process and disseminate ever increasing volumes of data continues to grow. To stay competitive, administrators will need to keep up to date on technology development and systems integration.

Computer Programming and Helpdesk Technical Support job opportunities may increase by 14% and 18% respectively. Although there is a trend for outsourcing these roles which means that it is becoming more competitive in the industry.

The roles that seem to hold the most promise are those of systems analysts and software developers which may increase by 22% and 30% respectively. Key areas of growth include mobile apps and systems software. Looking at these trends, how can IT managers improve their skills so that they can adapt with changing industry trends and ensure that they have long term career prospects?

Skills worth developing

The reality is that most IT Managers will need to adapt and start to specialise in one or two areas of expertise. Getting familiar with new technology and using existing expertise and knowledge to expand on the value they are providing to their employers. The next generation of IT professionals are highly agile and if IT Manager want to stay in those management roles, they need to have the same level, if not more knowledge than the people working for them in their teams. These are some of the top areas that IT Managers could consider developing skills in:

Cloud Computing – This is currently the leading technology trend in the industry and with it comes many opportunities. Think data security and transfer or integration; Systems design and management; Data mining skills and statistical analysis.

User Interface Design – With an increasing demand for personalisation in the customer experience, UI design will become increasingly important. Businesses are accumulating vast amounts of data and they want to be able to incorporate the findings from that data to improve the user interface and customer experience.

Data Security – Given the vast amounts of data being collected on customers, there is a concern of vulnerability. The EU recently outlined their new privacy regulations and this is likely to have an impact on the way organizations think about designing and maintaining their systems.

Data Science & Visualisation – Currently there is a massive shortage of skills in this field and as big data technology expands there is likely to be even more demand for skilled data scientists. Technical knowledge and an analytical mind is well suited to this field.

Mobile apps & Development Management – Mobile technology has been at the forefront technology developments in recent years and predictions are that this trend will continue. While app development is fairly established, key elements in the future will be how to integrate this will a better UI, data mining and integration with CRM systems.

Project Management – regardless of the area of specialisation, IT managers that are skilled in project management will find themselves in more demand. As more technologies develop, integration is going to become a challenge. IT Managers that have a broad knowledge base of different technologies plus sound project management skills can find themselves overseeing large implementation and integration 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.

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.

Employee Training: 5 Reasons It Should Never Stop

Whenever a new member of staff joins a company, the first few weeks are, more often than not, packed full of induction training. This is, quite obviously, to familiarise new starters with company processes and ease them into their new roles. However, with some employers, employee training ceases after this initial easing in period and is never revisited. This failure to continue training staff can result in poor performance, unreliability and, eventually, employee departures.

Staff training is something that should never stop. Employers that invest into Human Capital Management and carry on staff training throughout their employee’s careers will undoubtedly notice the benefits of employees continued learning and growth. In this article, we’ll look at five reasons why employee training should continue throughout an employee’s employment within a business. Let’s get started.

Human Capital Management1) Improving Job Satisfaction

It is safe to say, no one knows everything. Staff that feel as if they are continually learning new skills are much more likely to stick with a company that they feel values their professional growth than a company who doesn’t. Job satisfaction plays a big part in the productivity of members of staff. It goes without saying that happier employees are more likely to do better than unhappy ones.

2) Enhancing or Gaining New Skills

A statistic shared by ClearCompany, revealed how ‘40% of employees who receive poor job training leave their positions within the first year.’  This shouldn’t really be news to anyone as it would seem fairly obvious that staff who are not continually trained in new procedures and techniques will eventually feel as if they are stagnating and begin to look for a new challenge. It also benefits their employer, as it means employees are able to perform an increased number of functions within their role.

3) Increasing Productivity

An employee’s work productivity is possibly the most important reason why staff training should be a continuous process. In order to keep staff productive, it is essential that they are constantly learning new skills that they can apply to their day-to-day functions. Productivity is also essential when employers are faced with an increased workload. If a member of staff struggles with a minimal amount of work it could mean they do not possess the skills required to keep up with their workload. Employers who track productivity through HCM software, such as SuccessFactors or Workday, say they see much higher rate of productivity with continuous and ongoing training, compared to sporadic or one-off training sessions.

4) Enabling Promotion OpportunityHuman Capital Management

Training employees in new skills and techniques also enables employers to promote staff internally, without the need to bring in recruiters or send out job ads. If your staff are always being trained to be able to do new things, they’re much more likely to succeed in a new role within the company given their knowledge and experience of working within it. Hiring “outsiders” can often mean having to train them in the ways the company operates, whereas, if you’re hiring internally, that training has already been done and the employee has already been trained to do their new role.

5) Employee Loyalty

As previously mentioned, employees that feel as if their bosses care about their career progression are much more likely to stick with that company than look elsewhere. No one wants to feel as if they’ve reached the ceiling within their role, but with continuous staff training, employees are much more likely to be satisfied with their job if they are challenged appropriately. It is easy to ignore staff training and take on the assumption that induction training should be enough, but, without a continuous improvement plan for their staff, employers run the risk of their employees becoming frustrated with their lack of progression, which can lead to them looking elsewhere.

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.

Are you suffering a marketing automation meltdown?

Marketing automation meltdownMarketing automation is a growing market and professionals with these skills are in increasingly high demand. If you are looking for the next ‘star’ employee to drive your marketing automation team, then you may come unstuck, unless you think outside the box.

We recently compiled a report about the supply and demand of marketing automation skills across various platforms. The report highlighted that a vast majority of companies are currently looking for the same skills, with Eloqua consulting skills being the most sought after. At present, just over 36% of all available marketing automation positions are for Eloqua Consultants. In contrast, if you compare this to marketing automation professionals currently seeking work, only a quarter possess Eloqua skills. Evidently the demand is much higher than the supply, but the the question is, how can employers overcome this?

With more business’ looking to roll out marketing automation software during 2016, the demand is only set to increase. As a result, companies need to look at different options. One of the easiest ways to find the talent needed, is to recruit or find people in the organisation who already have good marketing automation experience, but who have the less sought after platform skills and cross train them. As a leading expert in marketing automation recruitment, we have worked with clients in the past, who have recruited marketing automation experts on their platform, through a contract role, and then utilised them to train their employees, thereby giving both the employee and the company the skills they needed.

Cross training marketing automation experts also has the added benefit of saving the company time and money.  For example, taking someone from within the organisation and teaching them the skills they need not only saves on recruitment costs, but also upskills the individual, plus there is no settling in period as you know the individual is already someone you want to employ, who possess most of the skills and experience you are looking for.

But there is also another unseen benefit from cross training. Within the consulting world, sought after skills that are in short supply creates a fiercely competitive environment.  As a result smaller consulting companies and end-users may not have big recruitment budgets, and as a consequence will lose out on good experts to bigger companies.  But, by offering in-house and upskilling opportunities, you inadvertently buy loyalty. Needless to say there will be a time when the individual will move on, but hopefully in the meantime you have utilised them to train your up and coming talent.

So, whilst it is clear that a number of companies are going to be struggling in 2016 to find the talent they need, this need not set your company’s marketing strategy back.  Better utilisation of existing talent, and working with a good specialist recruitment company to fill the knowledge gaps, will mean that your marketing automation plan need not suffer.

If you would like to read more articles on recruitment click here. Alternatively, contact the team on rod@resourceondemand.com if you require further assistance and one of the team will be able to help.

How to increase your productivity?

Ever had one of those days, when no matter how hard you try, you just can’t seem to cram everything into the day? Well you are not alone, the vast majority of us at some time or another have pulled our hair out, over time management issues.

That’s why we wanted to share this infograph with you “The Mindmap of 35 Habits of the Uber-Productive”. It offers up 35 separate tips on how we can make our lives more productive from exercise, to eating, to dress or working.

Click image to enlarge

And if you are not convinced that some of these tips actually work, consider Mark Zuckerberg, the founder of Facebook. Ever noticed that the only colour you see him photographed in is grey, or a dark hoodie. Well apparently it is intentional, as he was famously quoted as saying when questioned about his wardrobe “I really want to clear my life to make it so that I have to make as few decisions as possible about anything except how to best serve the community”.

What company type is best for you…? (part 3)

Over the last few of blogs we have been looking at various types of companies that you can work for. This week we look at what a consulting company is and what you can expect if you work for one.

A consulting company is a business that offers specialised expertise to its clients, by building end-to-end solutions to meet the needs and functions of the business. Not only will you be working and delivering to multiple projects, but you will also be expected to source your own clients.

To succeed as a consultant, you will need to be a self-starter and comfortable working on your own.

Other skills that are good for working in a consultancy are being able to manage project delivery teams, excellent problem solving and key decision making skills, and highly customer facing with a certain level of diplomacy. After all you may have to tell your client, things they don’t want to hear.

See below, for some of the most common pros and cons to working in a consulting company:

Consulting company

So in conclusion, what is the difference between working at a consultancy and working at an end user?

Within a consultancy you will be responsible for building the system and ensuring a smooth transition from the current systems, to the newly developed one. Whereas in an End User you will be building on the newly installed system to ensure it meets with your companies business needs and objectives, and promoting user adoption across the whole organisation.

To find opportunities with some of the leading consulting companies, contact our team now on rod@resourceondemand.com



What company type is best for you…? (part 2)

In our last blog we looked at the benefits of working at an End-User. This time, we take a look at Independent Software Vendors (ISVs).

An ISV is a company that develops software, to sell to end-users. Working at an ISV can provide you with the opportunity of working at the real cutting edge of new technology, and developing exciting new applications.

This is a fantastic opportunity for creative, technical individuals to flex their muscles on creating applications from scratch, in direct response to business needs.

Below we have listed the most obvious pros and cons to working at an ISV.


Working at an ISV can be extremely rewarding, but is undoubtedly not for the faint-hearted. The applications that you create will shape an organisation and are often mission critical to the success of the business. As a result the work can be extremely demanding and you will be expected to meet high expectations.

Want to work for an ISV contact us now on:rod@resourceondemand.com

Next time, consulting companies.

What company type is best for you…?

There are many different types of companies – consultancies, end users, ISV’s and non-profits, but which one is best for you?

Over the next few blogs we will be looking at the differences between company types; along with the pros and the con, to find which one is best for you.

So what is an end user?

An End User is the individual or company who uses a product, after it has been fully developed. For example, you may purchase an apps from the AppExchange, but the ability to manipulate a product once it has been installed can be limited.

So what are the pros and cons of working at an End User?

Well that very much depends on what part of the company you work in. If you work within development at an end-user, then the advantages could consist of the following:

  • May help reduce the hidden build-up
  • Faster design / implementation cycle
  • Easier for users to use and understand
  • Reduces communication problems between users
  • Encourages innovation and creative solutions

Like everything in life though the good comes with the bad, and you might very well see the following disadvantages:

  • Duplication or effort and waste of resources
  • More expensive to produce
  • Loss of control over data
  • Loss of control of quality in both programs and data
  • Generally produces constricted inflexible systems with short lives

Working for an End User as a whole though, has both its advantages and disadvantages (as stated below):

End User

 Looking for work at an end-user, contact the rod team now on:rod@resourceondemand.com

Next time, working at an ISV.