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.

Can HCM Technology Improve Employee Job Satisfaction?

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

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

So, how exactly does HCM lead to happier hires?

Simplify Hiring with HCM Applicant Tracking

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

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

 

Discover What your Employees Want 

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

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

Make Identifying Challenges, and Rewarding Performance Easier

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

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

Standardise Onboarding Practices 

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

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

 

Invest in the Right Technology

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

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

Ease Open Enrolment

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

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

 

Making the Most of HCM

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

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

Give Me Feedback!

Okay, so you may have opted against using a recruitment agency! “No, that’s crazy” you hear us scream.  Sadly, many smaller businesses lack the resources to employ a full time HR personnel to manage the recruitment process and often land themselves in hot water over poorly managed processes.  But, what many employers and small business don’t realise is that your recruiter can offer more than just fantastic Adobe Campaign or Eloqua candidates to fill your role.  They can give you sound advice on the whole recruitment process. So what are the top tips for getting it right?

Feedback

Adobe CampaignIt never fails to surprise us how often clients don’t give feedback.  Whether you are using a recruitment agency or not, feedback for the applicant is an important part of the process, but unfortunately only around 41% are provided feedback after an unsuccessful interview.

There is nothing worse for an applicant than submitting their CV to never get feedback, and even worse when they don’t hear back on how their interview went.  Unsurprisingly around 83% of applicants say that a poorly managed interview experience will actually put them off the role and the company.

But, don’t panic thinking that you are going to get bogged down in a deluge of administration around CV and interview feedback. Just a few well crafted templates is all you need to make the overall applicant experience a better one.  And if you do have a fantastic Adobe Campaign recruitment partner, such as ROD, then most of this work can and will be done by them!

For further advice on the interview process,  read our helpful resources guides.

Use Scorecards

As a hiring manager, you probably find yourself interviewing candidates one minute, then running off to internal or client meetings the next.  Sound familiar? What usually happens in these situations, is that interviewers then rely on rushed notes to put their hiring suggestions across to their HR team to process offers and applicant feedback.  And, if like us you find yourself interviewing 5 or 6 candidates in a day, you can often forget the finer details of an applicant.

This is where scorecards come in handy.  Scoring applicants against their soft skills and technical skills, such as Adobe Campaign implementation projects, as you interview them, not only helps you to compare multiple candidates quickly.  But means that you can rely on factual decision making, if you find yourself struggling to recall individual applicants.  And more importantly avoiding those expensive mistakes through relying on your gut-instinct.

Note Taking

Regardless of the number of applicants you are interviewing, making notes immediately is important. Jotting down particular skills, accomplishments, or projects an individual has worked on is a handy way of reminding yourself about an applicants strengths.  However, be very cautious with your note taking.  Under the Data Protection Act 1998 an applicant is entitled to request the personal information you hold on them and how this information will be used.  Interview notes may therefore, full into personal data.   So keep your notes factual, and do not make notes that are deemed to be ‘personal’ and certainly not discriminatory.

Keep it timely 

Setting realistic time frames within the business to respond and process interview feedback is fundamental in ensuring your applicants, even if they are unsuccessful, will have a thoroughly positive experience.

At least 80% of the companies we have dealt with, have at some point experienced the loss of a potentially good applicant, because they took too long to get back to the applicant following an interview.  And quite frankly it hurts.  The time and effort that a takes to organise multiple interviews, ensuring that hiring managers are off client site, and possibly traveling to central locations, all adds to the overall recruitment costs.  Our advice is to avoid having to restart the process all over again, at all costs.

Constructive Honesty

Telling an applicant they aren’t successful is never pleasant, but sadly it is a necessary evil. A whopping 94% of applicants want to have interview feedback, good or bad. But providing feedback is not about saying “Thanks for considering us, but not at this stage”.  Its about offering something more constructive and transparent.  However, many companies avoid feedback for fear of recriminations and accusations levied at them by the applicant. But feedback if done well and honestly, can be hugely beneficial to the business, in that it drives great PR across social media.

In the digital marketing and marketing automation world especially, word and bad experiences travel fast. Therefore always make sure your applicants have a really positive experience, even if unsuccessful.

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.

HR Software: Understanding the different options

Selecting the right Human Resources Information System (HRIS) is fundamental within any business. Your company will need to make sure that they can customize the system to meet its specific leadership-essentialsand unique requirements. And that the system will be scalable with the business. Before deciding between what HR software system to implement into your company you must first understand the different choices that are available.

If you are wondering whether or not to implement a HR platform into your business, here are the advantages to doing so:

  • It is eco-friendly as it is all online therefore no need for lots of paper
  • It is organised – meaning all the information can be easily found, rather then having to spend days looking for the right paperwork and therefore reduces administration time
  • It is self-serviced – meaning that employees are able to update their own personal information and manage their own absences, with the ability to request an absence from anywhere at anytime

Human Relationship Information System (HRIS)

HRIS is designed to manage people, policies and procedures for your company. This option is perfect for small to mid-sized businesses. It will help to automate and manage a companies HR and payroll.

By implementing HRIS within your company you are able to plan more effectively, and improve employee productivity. This in turn will result in a better quality of work output by employees, plus they will be happy as they are being provided with training as they develop within their career.

HRIS typically provides: Recruiting / Applicant Tracking Systems, Core HR, Benefit Admin, Absence Management, Compensation, Training, Workflow, Self-Service Portals, Reporting abilities

Human Capital Management (HCM)

A HCM system has the same capabilities as HRIS, with some additional features. These additional features are Talent Management and global capabilities. This means that the system can be human-resource-managementimplemented in a multi-lingual and multi-currency set up – which is great for companies with offices in various countries.

Human Capital Management has a more people-centered approach. It allows for the career development of employees and allows a way to track this thoroughly and provide analytical statistics to back up any discrepancies.

HCM typically provides: HRIS, Onboarding, Performance, Position Control, Succession, Salary Planning, Global, Analytics

Human Relationship Management System (HRMS)

HRMS generally covers all elements of HRIS and most of HCM, dependent on the platform in which you use. Plus it also has the additional features of payroll and TLM (Time and Labour Management). This system stores and tracks data that can help companies to better manage employees.

HRMS typically provides: HCM, Payroll, Time & Labour

Whether you are an SME or Global Enterprise, it is clear that managing employee relationships has now been taken to whole new level, and goes beyond yearly appraisals and pay reviews.  So whichever type of software you decide to go for, it will undoubtedly bring you one step closer to a happier and more motivated workforce!

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.

Human Resources: How HCM software is shaping the landscape

Human resources is an ever evolving profession. Over the years, various changes in technology and the way organisations do business have shaped and molded HR in order to keep up with the increasing pace of working life. In this blog, we’ll be looking at how human resources have changed over the years. And, more specifically, how HCM software such as SAP SuccessFactors or Workday, has affected the nature of human resources as a profession.

Then

Before the emergence of high-tech human capital management systems (HCM), HR professionals would manage personnel through on-boarding and the use of appraisals andHCM software reviews. On-boarding, which is also known as organisational socialisation, was the process through which new employees acquire the necessary skills, knowledge and behaviours to become both effective and competent in their new role. Before they could be tracked digitally, KPIs and staff progression in both a team and individual roles were down to either the Line Manager, or the HR team to track and assess. This meant that the process would often take a while, depending on the number of staff working at a specific organisation. And, yes occasionally individuals could easily be overlooked.

Another stumbling block would often be employee paperwork. Personnel files where organised and kept by HR staff in a centalised office and, when the need arose, could be adjusted and edited. This again caused slow processing times due to the sheer amount of paperwork involved. And in addition, Human Resources staff were also responsible for managing sick leave and absence. This again would involve paperwork required either before the absence or once the member of staff was back from illness and would all have to be filed and kept for future reference.

Lastly, peer reviews and catch ups were also the task of HR professionals to organise and keep track of. Staff progression was, essentially, left down to those working in HR to deal with. This wasn’t ideal as human error, lack of knowledge of the individual and bias meant promotions were occasionally received due to opinion, rather than facts around performance.

Now

HCM softwareNowadays, the role of the Human Resource department has taken on a more holistic approach to employee management. Employers are now increasingly aware that if their top talent aren’t constantly being motivated or developed, then they might just lose them. The good news is, that through the development of powerful software such as SAP SuccessFactors, this process as gotten a whole lot easier.  These systems are created to specifically track and monitor KPIs, absences and sickness, personal training and development and a whole lot more.

HCM software provides a more rounded picture of an individual and where they fit within the team and the business. They provide the ability to invite and collect 360 degree feedback from the individual, their peers and their managers, meaning that promotions and pay reviews can be judged more easily on the ability to do the job, performance and overall attitude.  And, because HCM software gives access rights and privileges, it makes it easier for Line Managers, senior management and Human Resources to share and view information on an individual, meaning that nothing gets overlooked.  Plus, businesses are now keen to appraise staff on a more regular basis, because they no longer have the burden of paperwork, which is great news for high performing employees.

These functions allow career progression and decision making to be based on fact and not just opinion to ensure that those members of staff performing well are recognised and rewarded accordingly. The American research and advisory firm, Gartner, describes HCM as “a set of practices related to people resource management”.

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.

Workday helps employers to avoid discrimination

Employers are using Workday software to prevent workplace discrimination

Employee discrimination in the work place is unfortunately still rife in the 21st century. And, for whatever reason, people are still being discriminated against based on their gender, race, religion, age, sexuality, disability or merely even the way they look. As the overwhelming majority of people will agree, none of these individual factors are reasons for someone to be discriminated against or judged by in the work place. The only metric that should be used to judge an individual employee is their ability to do their job and their performance in doing it. Nothing else should matter to an employer.

Sadly, research has shown that the gender or appearance of an employee can have an adverse effect within the workplace due to the disruption discrimination can cause.Workday There are various ways employers have also found themselves discriminating against employees, from holding off on the training of older members of staff to obstructing career progression and promotion due to gender, race or sexuality based biases. These are situations people in senior management positions (or any other role, for that matter) should never find themselves in and should actively work to minimise the potential for it. There are various ways senior managers and hiring managers can avoid any potential discrimination. For example, training should be given to all staff so as to make them aware of equal opportunities and the detrimental effects discrimination has in the work place.

Monitoring and evaluating

Human Capital Management (HCM) systems, such as Workday, have also shown potential in helping to combat the issue of employee discrimination. The method summarily looks to increase work place equality and actively help avoid discrimination by quantifying employee data to ensure equal opportunities. Using their HCM system’s ability to track KPIs and other real time data about employee performance, many employers are now starting to use them as a means of avoiding discrimination as well as keeping tabs on individual staff performance data. By using their HCM system to keep up with staff training and other relevant factors, employers can ensure that all staff are getting equal training opportunities and are able to progress fairly while also monitoring how productively they are working.

Human capital management systems and software could well play a key part in the fight against discrimination in the workplace, along with various other actionable methods such as equal pay regardless of gender and cultural awareness days. These are but a few examples of ways in which employers can help stamp out discrimination. With the future looking set to further digitalise both business and society, businesses and organisations that keep up with technological advancements such as Workday or SAP SuccessFactors, will most likely also be the ones that best deal with employee discrimination in the work place.

If you’d like to find out more about how best to avoid discrimination, specifically throughout your recruitment and hiring process, why not check out our easy-to-read guide here.

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 Value of Gamification

Gamification? You mean we get to play games at work all day long?

Well yes, but before you reach for the PS4 controller, allow me to explain.

You see a very clever man named Nick Pelling coined the term ‘Gamification’ back in 2002. Since then companies far and wide have introduced gamification applications into their internal systems, such as Salesforce, SAP, Workday, Microsoft, Adobe, Nike and Starbucks that allows employees to enter a ‘playful’ experience, thereby transforming the way they work.

Gamification itself, is an empathy based approach for introducing, transforming and operating a system that allows ‘players‘ to experience a real sense of achievement during the performance of their job role. And due to the success that businesses have seen from using gamification, it is now becoming prevalent in the marketing job function too.

So why is Gamification used?

Gamifications have many elements to it, for example, point scoring, competition, rules of play, motivation and achieving set goals by completing tasks in a whole new way. This is what makes gamification so incredibly powerful. It has been scientifically proven to not only increase overall employee health, motivation and development in the workplace, but also educates employees on in-house products and recording more accurate sales  / data.

Great for Data Entry

Place yourself into the shoes of your data clerk. They have thousands of names, numbers and details to enter into the database daily. And let’s face it, the work can feel slightly mundane at times.SAP  After all what’s the real point!  As a consequence, individuals can become demotivated over time and the quality of the data being recorded drops. So what better way improve the quality of data they input, then to give them an exciting incentive? Gamification can be as simple as collecting badges (as with Badgeville) when data is recorded correctly, which could go on to lead to bonuses for the employee.

Good for Marketing

The simple techniques behind the science of gamification is about leverage people’s natural desires for socialising, taking full advantage of social media exposure.  Learning and mastering company products, or delivery a great customer service, or knowledge sharing utilises gamification to tap into the natural human feelings of  winning and achievement. And through giving immediate feedback, which is considered to be the ‘secret sauce to success’, leads to status for the individual within their peer groups.

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.

 

Interview Toolkit for Salesforce Consultants

Are you one of many Salesforce Consultants who are currently interviewing?

From our experience as Salesforce recruiters we know that preparation is key.  And regardless of whether you are seasoned pro or an absolute beginner, never underestimate the power of what a bit of prep up front can do for your chances of landing the dream job.   Take a look at the six best tools you can have in your interview toolkit, today, to ensure you never miss out on a great opportunity!!

You can also find more helpful tips and advice on our Resources page. From writing the perfect CV to great interview techniques, to figuring out what might be the best role for you. We have got it covered!!

And, let’s not forget that our Salesforce Recruiters know a thing or two about interview preparation.  So next time you find yourself prepping for an interview, why not have a chat with one of them.

 

salesforce consultants

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

Could Your CV Be Harming Your Job Search?

CVs are one of, if not the, most valuable tools job seekers have in their arsenal when it comes to seeking new challenges at alternate places of employment. But, with every other job seeker using the same tools, how can you gain an advantage over your competitors? Is there a way in which you can stand out among the piles of CVs employers and hiring managers have to sift through?

In this blog post, we will be looking at ways in which your curriculum vitae can assist in getting you to stand out from the crowd and, with a little luck, help land that dream job. Let’s have a look at some of the things job seekers can do in order to stand out from the competition, by creating a more bespoke CV.

Read Through the Job Description

In order to have a thorough understanding of what kind of CV is likely to make the best impression on an employer or hiring manager, make sure you read through the job description carefully. One of the functions of a job description is to explain to any potential employees what they will be doing in the role. If you’re planning on tailoring your curriculum vitae, job descriptions will assist in detailing what kind of CV tailoring may work best in order to tighten your chances of application success.

Keywords

Inserting keywords into your CV’s summary is a good way of highlighting your best achievements and the skills you have that you feel would best compliment the role you are applying for. This isbespoke CV not to say that you should litter your CV with jargon and false terminology, however, strategic placement of relevant skills and accomplishments will enable hiring managers to quickly spot the skills they require from you.

Tailoring Your CV

Tailoring your CV to suit your employer and the role you are chasing is something anyone currently looking for a new challenge can do. If, for example, you find yourself applying for a role in graphic or digital design, it may be that using your CV to show off your design skills could help elevate you above the rest of the applicants who may not have gone to such efforts. Showing potential employers that you’re willing to put in the extra thought and effort into your application demonstrates the kind of attitude you may bring to the company.

Check It Over

This may be the most important part of the application process. Checking over your CV before you send it in to any employer is essential as poor spelling, grammar or punctuation will almost always result in your CV being discarded by whomever is going through it. Overly complicated CVs are also likely to be put aside as employers and hiring managers will not spend more time than they feel necessary looking for the information they require before giving up and moving on to the next application. It is always worth checking over your CV several times so as to catch any potential typos or mistakes you may have missed on previous searches.

There are a variety of things job seekers can do in order to stand out from the competition, what are you doing?

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.

Understanding employment references

employment referencesOver the course of your career, it is likely that most people will at some stage have to put in an employment reference request. There are three main types of employment references individuals can seek to obtain. In this blog, we will be looking at the difference between the three.

One of the things job seekers will need to consider when looking to obtain an employment reference is where is it likely to come from. Does your line manager have authority to provide you with a reference? Will it be coming from a centralised HR management team? Or will a reference from a former work colleague be more suitable? Knowing  in advance what kind of references are available, will mean that you can plan in advance and avoid any potential problems before they occur.  Such as at the point of accepting a new job.

Let’s take a look at the differences between references.

HR References

HR References are most likely going to be provided by a centralised HR team and represent the most generic of the three. Given that HR teams, more often than not, are usually based at the company’s head office, it is unlikely the people providing them have much hands-on experience of working with the individuals in question. This means that the reference will contain very little information about the individual, providing only the employees’ start date, end date and job title.

Line Manager References

Line manager references at least come from people that have actually worked with the job seeker and thus can be expected to be more personal than HR references. An individual will only be able to receive a reference from their line manager if he or she is authorised by the company to provide them with one. This varies depending on your employer and so it’s good to know whether you’ll be able to request one should the need arise. A reference from a line manager will usually detail how well an individual worked with management and colleagues, as well as providing insight into their work ethic. They may even be able to comment on how an individual coped under pressure and within client facing interactions.

Peer-to-Peer References

Peer-to-peer references are those from an individual’s colleagues and peers. These are extremely useful for job seekers and help to give a potential employer a more balanced idea of the individual, and what it will be like working with them. Plus provide useful information such as how a job seeker is perceived within a team. Peer-to-peer references also help to give recruiters an idea of what kind of role or company would suit an individual best, based on what their previous or current colleagues say about them.

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.