Read For Success: 4 Reads for your Career

Following on from our previous Read for Success blogs, we take a look at Career Development – something every professional continuously strives for. These books offer up fantastic insight into how you can develop your career further.

The Profits Principles: The practical guide to building an extraordinary business around doing what you loveCareer Development

Easy-to-digest, a passion driven book for all business professionals looking to develop their career. Steven Briginshaw writes about the step by step processes to help turn your passion and love for what you do, into something sustainable, profitable and fun. Logical with a sense of confidence, this book hits the spot!

Who should read this book: aimed towards anyone and everyone looking to find the meaning of how to turn your career and business dreams into a reality.

This book has been rated: 5 out of 5 stars by Amazon reviewers – buy this book now.

Career DevelopementThe Business of Sharing: Making it in the New Sharing Economy

With businesses rapidly expanding, we introduce this wonderful read for a budding entrepreneur. This book contains some personal anecdotes, often comical at times, from Alex Stephany about he’s personal experience getting to grips withing the sharing economy.

Who should read this book: those who want to learning  the importance of the growing economy.

This book has been rated: 5 out of 5 stars by Amazon reviewers – buy this book now.

Eat That Frog!: Get More of the Important Things Done – Today! career development

A motivational read for anyone keen on successfully managing their time. The bite sized lessons contained in the book can be used in everyday work environment to help you manage your time better and approach projects more efficiently. It’s hard to believe that a self-help book can teach you techniques that you didn’t already know. And whilst some of these techniques can be obvious facts and standard clichés about telling yourself “You can do better”, Brian Tracy really proves he’s positive message works in this excellent motivational book.

Who should read this book: those who have hit a career barrier or looking for motivation for better time management within their career

 This book has been rated: 4.5 out of 5 stars by Amazon reviewers – buy this book now.

Career DevelopmentOne Minute Salesperson

Whether you’ve just started in sales or you’re at the top of you game, the One Minute Salesperson cuts straight to the point. Simply put, be friendly and ask the right questions and you will sell. This is an excellent read with some great insights on how to solve management and business related problems.

Who should read this book: a salesperson in or going into managerial level looking to develop.

This book has been rated: 4.3 out of 5 stars by Amazon reviewers – buy this book now.

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.

Take control of your own Personal Development

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

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

The Development Dilemma

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

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

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

Set Goals and Objectives

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

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

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

Coaching and Mentoring

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

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

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

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

Beat the Imposter Phenomenon

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

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

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

What B2B Marketers Might Say to Their Younger, Ambitious Selves

Now is the perfect time for a career in digital marketing. According to the latest research from eMarketer, total spending on digital ads should surpass television ad spending for the first time this year. At the same time, 93% of shoppers, both from businesses and standard consumers, are making decisions influenced by the online world. A career online has never been more powerful.

The summer represents the middle of the year, and the perfect time to start thinking about where you are in your career. Have you met your goals? If not, maybe it’s time for a review. By looking back over your time as a B2B marketer, you can evaluate the steps you’ve taken towards success, and which mistakes you’ve had to learn from along the way.

With that in mind, we’re looking at some of the things B2B marketers would tell their younger, more ambitious selves, to help them address the complexities of marketing today.
 

1. Be Open Minded and Try Different Things

There’s a good chance that you began your journey into B2B marketing with an idea of what you wanted to accomplish. Maybe you wanted to start your own affiliate firm, or specialise in display marketing. The important thing to remember is that there are multiple marketing disciplines, and the more you know about each skillset, the more valuable you become.

There’s nothing wrong with choosing a specialist niche in marketing. In fact, most experts will end up specialising in something. However, the only way to learn what gives you the best results in your career, is to dabble in a little bit of everything. Even if you find that you hate doing certain tasks, the experience you gather testing the waters in different areas of marketing will help you grow, hone your talents, and direct yourself towards the right expertise.

 

 

2. Build the Right Relationships

Relationships can be difficult in the world of marketing, particularly when you feel as though you’re competing against everyone. However, just like in any profession, it’s crucial to make sure that you make the right connections in your industry. Communicating with your co-workers in sales, for instance, can help to streamline the customer experience for your company, and make your entire business more effective.

At the same time, networking at valuable digital marketing conferences and events will help you to nurture high-quality relationships that could open doors for you in the future. The more you build your relationships with industry experts, the more you expand your skillset, and open yourself up to the potential of new job opportunities.

 

 

3. Nurture your Personal Brand

B2B marketers don’t always work specifically for an individual company. There are plenty of contractors and freelancers out there who make their living selling their expertise to a wide range of industries. Depending on what you hope to achieve as a B2B marketer, it’s always a good idea to nurture your personal brand online. This will give you the best potential to grab the attention of employers when you’re looking for a new project, or job.

Because B2B marketing has emerged as a largely digital practice, most employers are now looking for experts that show evidence of their online appeal. For instance, if you have a strong following on social media, or a great website, you’ll be far more likely to snare your perfect job.

 

 

4. Get More Hands-on Marketing Experience

Whether you’re just getting started in the world of B2B marketing, or you’ve been in the industry for years, it’s impossible to overestimate the value of good experience. A degree in marketing and communications can take you only so far in today’s advertising environment. Most employers are searching for candidates that have some level of existing marketing experience, either from an internship, previous job, or side project.

Get as much involvement with campaign creation, optimisation, and analytics as possible throughout your career – particularly with big name brands. The more you can add to your C.V, the greater your opportunity of earning new opportunities in the future.
 

 

5. If you Aren’t Moving Forward, You’re Moving Back

Finally, it’s crucial to remember that the B2B marketing industry is a highly competitive place. Everyone is trying to land their next big client, and while you might be in a fantastic position one day, it’s all too easy to fall behind the trends. All your competitors are constantly trying to move up and forward, and if you aren’t as focused on achieving your own goals, you’ll miss out on essential opportunities.

Make sure that you’re constantly moving forward in your career. If you’re working for a brand, that means looking for new opportunities to get involved with new methodologies and techniques. If you’re working for yourself, moving forward may mean learning about new technologies, staying on top of trends, and working according to new consumer models.

 

 

Becoming a B2B Marketing Expert

B2B marketing is an industry that’s dynamic, fast-paced, and brimming with excitement. For people who love to be challenged in their career, it’s an excellent role – but it’s important to make sure that you’re always getting the most out of your job. The summer represents the ideal time to look back over your career up until now, and think about whether you’re really achieving your goals.

While there’s nothing wrong with making a few mistakes, and learning along the way, it’s important to ensure that you’re always on the right track. If you’re not heading in the right direction, it could be time to make a change.

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.

Who Can Help Fast Track Your Career? A Mentor, Sponsor, or Both?

The chances are you know all about using mentors as a resource for guiding your career, but do you recognise the value of sponsors too? If you really want to get ahead in the competitive career marketplace, then you may need to consider seeking different types of guidance.

While a mentor can help you to develop your career, and inspire you towards your goals, a sponsor offers unique skills that could make you even more competitive in your space. While mentors and sponsors are frequently confused with each other, they offer very different benefits. Additionally, while there may be countless mentors in the world, sponsors are much harder to come by.

Here, we’ll help you understand the difference between a mentor, and a sponsor, and decide whether you need one, the other, or both.

What’s the Difference Between a Mentor and Sponsor?

So, what’s the difference between a sponsor and a mentor? A mentor is someone who helps you to understand your position in a specific industry. He or she can help you navigate the unwritten rules of a marketplace, and recognise the strengths you have in your role. In some cases, a mentor might even help you to pinpoint your future career goals. Mentors are most helpful for people who are just getting started in their career. They offer advice for helping you take the next step in your professional life, and steer you around any potential hurdles you might face.

A sponsor, on the other hand, is someone who generally works in an influential role within your organisation. This is a person who’s happy to advocate for you, and sing your praises where necessary to give you access to brand-new opportunities. Sponsors can help you to connect to new career opportunities, by recommending you for crucial assignments and helping you to establish relationships with other influential people.

What are the Benefits of Having a Mentor?

Mentors are a fantastic source of knowledge for the budding professional. These people fully understand the culture of the company that you work for, and can provide you with plenty of valuable knowledge. However, you’ll need to choose your mentor with care, the traditional choice is a leader in your business with a great track record, and a clear vision for the future.

Mentors benefit their mentees by:

  • Providing you with limitless confidence because they see your potential, and help you to harness it.
  • Guiding you towards success and helping you to avoid the mistakes they might have encountered at the beginning of their career.
  • Giving you a reality check and asking you to answer difficult questions in the pursuit of your professional goals

 

What are the Benefits of Having a Sponsor?

According to a study by the Centre for Talent Innovation, people with sponsors have a 23% greater chance of excelling in their careers, compared to people without sponsors. Sponsorship isn’t as well-known as mentoring, but it can be just as important. After all, a sponsor can put you forward for new positions, and act as your advocate as you move towards new things.

Sponsors benefit their protegees by:

  • Helping you to pinpoint your goals, and then opening the doors to those goals with recommendations, advocacy and more.
  • Ensuring you connect with the right people by connecting you with a wide network of influential professionals in your industry.
  • Showcasing you to the world and helping you to discover new opportunities you may be unable to access alone.

Do You Need Both a Mentor and a Sponsor?

For most people, mentors and sponsors will both represent key elements of workplace advancement, but these professionals rarely come in a single person. As the job market becomes increasingly more competitive, people who can develop sponsor and mentor relationships will be best prepared to perform exceptionally in their roles.

Both sponsors and mentors can be crucial to maximising career growth, and they may represent some of the most important relationships in your career. When introduced to each other, your mentor and your sponsor can create a formidable team that are devoted to helping you reach your maximum potential.

How can You Find your Sponsor?

Finding a mentor is easy enough, as you simply need to approach someone you admire within your industry. However, finding a sponsor is not quite as simple.

The important thing to remember about sponsorship, is that it’s a two-way street. While your sponsor will make you look good by accentuating your strengths, and giving you new opportunities to shine, you’ll have to make your sponsor look good by excelling in everything you do. Perhaps the easiest way to begin looking for a sponsor is to start networking in your industry, but you should also focus on being incredibly high-performing in your role.

Tackle significant challenges in your industry head-on, and make sure that people in senior positions throughout your company are well-positioned to recognise your achievements. Standing out from your peers with exceptional work will make sure that your sponsor comes to you. Remember to take on projects that go beyond your role, and ensure that people know about your accomplishments when you make them.

The more you accomplish the challenges you set for yourself in the workplace, the more you’ll attract sponsors. At the same time, however, you’ll also benefit from a greater chance of promotion, more self-confidence, and a stronger position in your workforce.

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.

Improving your staff retention rates

Staff retention, the number one subject for employers!

Everyone has their own individual reasons for looking for new opportunities. And, with over 73% of companies wanting to improve their employee retention levels over the course of the next twelve months, there is an increasing need to understand these reasons.  So what does entice people away, or make them look elsewhere? 

As a specialist niche recruitment company, we speak to hundreds of job seekers every single day. We get first hand knowledge about the motivations behind leaving. And the key considerations for seeking alternative employment. We also understand why people are drawn to certain companies and opportunities over others. To help you as an employer understand what motivates employees and job seekers, we have put together this handy graphic to give you a quick overview:

staff retention

 

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

Is Contracting the Best Move for Your Salesforce Career?

salesforce contractors

“What is the secret of success. Right decisions.” – Abdul Kalam

These days, more and more Salesforce professionals are becoming Salesforce contractors. Their reasons for doing so vary, from increased flexibility to the potential for higher earnings. The decision to step into the contracting world requires careful consideration of both the pros and the cons. In this blog we’ll be looking at these aspects of contracting and how to decide whether contracting is for you. So, let’s get started…

Control

As a contractor, you’re able to work on what you want, when you want. This means you’re also able to focus more on projects that most interest you. And are less obliged to work those that don’t. For many Salesforce contractors, this is one of the main reasons for becoming a contractor. They want to work on projects they enjoy. As a contractor, you’re also your own boss. This means less micro-management and more autonomy, which studies have shown is something that appeals to many people. 

However, many people entering into contracting, don’t realise the effort that can go into finding their next project.  Selling your skills and ability is a must for all contractors, but not necessarily a strength. Thankfully this is where recruitment specialists, such as Resource On Demand, come into play.  As Salesforce recruiters, they will be able to let you know of contract positions that are coming available, that match the kind of projects you wish to work on.

Security

In terms of job security, contracting is usually the less secure option. For instance, most contract assignments can be terminated at short notice, which is great for a company if they need to suddenly cut spending, but not so great for you.  You may also find yourself without work in between assignments, so having savings tucked away to take you through this period is very important.

And contrary to popular belief that the contract world is more resilient to economic change, it is in fact affected just as much as the permanent sector.   And during the last recession of 2008, we witnessed first hand, swathes of contractors rejoining the permanent workforce, as contract roles were in short supply. 

Money

salesforce contractors
Perm to Contract Calculator

Money is a big driver when Salesforce professionals first consider going in to contracting. Salesforce contractors on paper seem to have a higher earning potential compared to their permanent counterparts. However, this is largely in part because they are responsible for their own Income Tax and NI contributions; the cost of accommodation, if they have to stay away if the contract is not a commutable distance; plus supplying their own equipment and professional insurances.

Plus they also need to consider that they will not be given paid time off for sickness and holidays. On the flip side, they can also take sabbaticals or extended holiday in between contracts, so have more flexibility than permanent employees.  

Career Development

Contractors very rarely have the same access to training and skills development that permanent employees have. So any career development and training are usually self-funded by the individual. On the plus side, Salesforce contractors have demonstrated that they can increase their skills quickly by working a variety of projects within different industry sectors.

So whether you think contracting is on the cards for you, make sure that you explore all the pros and cons before you break away and ensure that you have some contingency planning in place first.

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

It’s a Conversation, not an Interrogation!

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

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

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

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

Point 1: It’s all about time

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

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

He went on….

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

Point 2: Silence is okay 

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

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

Finally, he said….

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

Point 3: Before and After the interview

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

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

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

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

 

Read for Success: Top 5 books for Coaching Skills

Following on from our previous Read for Success blogs, we take a look at the top 3 books for coaching skills.

Coaching SkillsCo-Active Coaching: Changing Business, Transforming Lives

As the third edition of this Co-Active Coaching book, it is highlighted that a ‘partnership between client and coach’ is advisable. This edition includes new coaching examples and shares an expanded web-based ‘Coach’s Toolkit’ which is extremely useful.

Who should read this book: senior executives, trainers, coaches, or those aspiring to be a coach this is a great book to start with as it is easy to understand

This book has been rated: 4.8 stars by Amazon reviewers – buy this book now.

 

Coaching Questions: A Coach’s Guide to Powerful Asking SkillsCoaching Skills

A very informative book with some great questions, written in a very readable style. This book outlines some good questions in a simple way and will help you to expand your knowledge with other perspectives.

Who should read this book: new coaches who need a guiding hand

This book has been rated: 4.7 stars by Amazon reviewers – buy this book now.

 

Coaching SkillsThe Coaching Manual: The Definitive Guide to the Process, Principles and Skills of Personal Coaching

This book reviews and highlights the skills a professional coach should be able to display to do their job effectively. It offers simple, logical advice, tips, checklists and activities to challenge a coach to look at how they can develop their coaching skills further. After reading this, you will have learnt some valuable and helpful advice.

Who should read this book: team leaders, new and experienced coaching looking to learn something new, or just about anyone needing to get the best from their team

This book has been rated: 4.7 stars by Amazon reviewers – buy this book now.

 

How To Design And Deliver Great TrainingCoaching Skills

This book is jargon-free and full of techniques, tips and reminders to deliver transformation training. If you are looking for ideas on how to improve your training then this is the book to read.

Who should read this book: new or experienced trainers who are tasked to design in-house training programmes, develop relevant content and deliver training

This book has been rated: 4.6 stars by Amazon reviewers – buy this book now.

 

Coaching SkillsCoaching for Performance: GROWing Human Potential and Purpose – the Principles and Practice of Coaching and Leadership

In this book you will learn how to grow your employees and how to lead them by coaching rather than ordering. This easy-to-read book provides lots of examples and sample questions, and also explains the GROW model.

Who should read this book: those looking to learn how to unlock people’s potential to maximise their performance

This book has been rated: 4.5 stars by Amazon reviewers – buy this book now.

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.

Things To Consider When You Have More Than One Job Offer

Successfactors professionalsEvery so often, job seekers will find themselves in a situation where, having applied for various roles, they receive several job offers at once.  You may be thinking great, all you have to do now is is pick the right one for you. But before making a decision, there are many things you need to consider.

In this blog we will be looking at the main points to consider when you have more than one job offer and why job seekers should give serious consideration to all of their job offers. Some of the most important aspects that we tell our SuccessFactors professionals to consider include; work hours, how long it takes to commute, the remuneration package, overall job satisfaction and career progression. Although these are but a few examples. Let’s take a closer look.

Location

When receiving more than one job offer, location can be a key aspect. Firstly, you’ll need to think about how long it will take to travel to and from work each day.  And if you are using public transport, how many alternative routes are available to you, if there are long delays.  On average many commuters find that the journey can add an additional 3 hours to their working day, which is fine for many people, but can impact the work life balance.  From the job seekers we speak to, more often than not they all say they are more likely to accept a lesser package for a position closer to home. And the same is true in reverse. Some say they are more likely to want more if they would need to travel beyond a certain area.

Learning and Progression Opportunities

In order to get the most out of your working life, it helps to be constantly learning new things or being challenged. We recommend to our SuccessFactors professionals, that when having to decide between several job offers, always consider what learning and progression opportunities each role could offer. Roles with more learning and training options are much more likely to help with your overall career development and progression. And will mean that you can do your job more effectively, which will also put you in line for future promotions.

Package Available

As touched upon above, all SuccessFactors professionals and contractors need to have realistic financial expectations when considering several job offers. It is always important to think about the kind of package that would come with each offer and how they match up to each other. What kind of base salary are they offering? What would your working hours be? What bonuses and incentives are there? Are benefits included? You’ll need to weigh up the pros and cons with each job offer and decide which suits you best. You may even want to consider your long term plans, as what might look like the best offer in the short term, might not work out as beneficial over a longer period of time.

Job Satisfaction

Overall job satisfaction can have an effect on the length of time you might stay in whatever role you decide, so what are you looking for? Is there a good work / life balance? Do you enjoy the work? Would you feel appreciated for it? Are you comfortable with the level of responsibility? Is the team / company environment a good fit for you? Does the role offer you the opportunity to shine? All of these things should be taken into consideration when deciding between more than one job offer. By thinking carefully about what you want from a job and what would give you the most job satisfaction, you could be a step closer to making the perfect choice.

There are many things to take into account when deciding between more than one job offer, but our advice to the SuccessFactors professionals and SuccessFactors contractors we work with, is spend some time considering each job offer, so that you can pick the right one that will offer you overall job satisfaction.

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.