So…tell me about yourself?

Jobseekers talking about themselvesIt may seem an obvious question for an interview but it’s one that most jobseekers dread. “What should I share? How much should I share? If I talk about myself too much I may come across as arrogant. If I don’t share enough they will think I lack confidence.”

I’m often surprised how unprepared jobseekers are for this question. Maybe because it is so broad and they aren’t quite sure where to start. So here’s my tip: Think marketing. Think of yourself as a product that you need to present in a way that makes the other person sit up and think “Hey that’s exactly what I need!”

Here are some marketing questions to help you prepare your answers:

Who am I? (Personality)
Often personality is as much a factor as skills or experience in finding the person that is the right fit for a team. With this question you want to be sharing your values and what’s important to you. Things like being a good team member or leader, someone who likes to creatively solve problems or enjoys collaborating. Think about what the interviewer might be looking for in a jobseeker and align that with your strongest personality traits.

What is my experience? (Background)
Your past work and life experience creates a backdrop for the rest of your marketing story. This is where you can highlight key projects you worked on and what you enjoyed most about them. Be sure to highlight specific challenges faced and how they were overcome. Travel, hobbies and interests can also be featured here as they will provide a broader view of your life experience.

What am I good at? (Features)
As a jobseeker you need to showcase what you can do in terms of specific skills so that the interviewer can tick the boxes if you align with what they are looking for. Be specific and link your skills to your experience to demonstrate that you really do know what you’re talking about.

What have I achieved? (Benefits)
For every skill or feature you list about yourself, link it to a benefit for the employer – either past or future. For example: “By streamlining the project rollout, implementation was achieved in 3 months instead of 5 months saving the company X amount in implementation costs.” Always think in terms of: “What’s in it for them?” because this is what will get their attention.

What do I want? (Mutual benefits)
Interviewers are interested in what jobseekers are looking for because this is a big factor in how long they will stay with the company. Be honest in your expectations, but make sure they are grounded in reality. Link your expectations into why you applied for the position and want to work for the company. If you show that you are sold on the company and eager to contribute you are already half way into marketing yourself into the job.

As a final tip, keep in mind the perspective of the interviewer and market yourself to them. (What are they looking for, what do they want?) This will help prevent you getting too self-conscious when trying to talk about yourself. Put yourself forward as not just a jobseeker, but someone they really can’t afford to be without.

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

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

Millennials and how to hire them effectively for the future

In the next ten years the workforce will consist of 75% Millennials. Already as consumers they are displaying vastly different behaviours from previous generations changing the face of how businesses operate. Therefore, it stands to reason they will have different expectations from employers too.

How are companies adapting for this new breed of employee that’s forward thinking, connected, unconstrained and uninterested in how things have been done for years. Millennials are not the type to be molded into what companies want and they have a lot to offer. Businesses would be far better off adapting and creating work environments that encourage the development of their skills, as well as finding ways to hold on to that talent.

What are Millennials about and what do they want?

Millennials have a greater level of social and environmental consciousness than previous generations. They are attuned to what they want – which is a connection between what they do and whatMillennials - hiring for the future! they value. They look for meaning in their work, want relationships with their bosses, are tech savvy, task oriented and very open to change. They also want feedback, recognition and opportunities to learn. 90% of millennials expect to stay in a job for 3 years or less and are quick to move on to companies that align with their personal values and ambitions. With company loyalty not a high priority, how do organizations hold on to top talent when it comes to millennials?

Key factors to engaging with Millennials

Millennials appreciate coaching and mentoring and the opportunity to build genuine relationships with bosses and senior colleagues. They want to work towards set targets and know that they’ll get support in reaching them and acknowledgement when they do. Most importantly if there are opportunities for further learning and growth, they’re more likely to stay within an organisation than look elsewhere.

One technology that can help an organization achieve better employee engagement is gamification. Millennials are tech savvy and like to stay connected. Gamification uses gaming principles to provide opportunities for self-directed learning that people can do at their own pace. It can support the efforts of on-boarding and mentoring, and also encourages collaboration and friendly competition between departments. When employees complete modules or achieve targets they get instant recognition. And the best part of gamification is that once it is set up, it doesn’t require many resources to maintain.

Another aspect that is important to Millennials is values. They are attracted to companies whose values align with their own. For years it was believed that achieving a work life balance was the responsibility of the individual employee, but now companies are recognising that they also have a role to play. By providing better work environments, with flexible work options and different forms of relaxation, they are finding their staff are more content and more productive.

It is these types of companies that will be far more successful in attracting and retaining top millennial talent and it will be worth it. While many predict that Millennials are the workforce that require the most maintenance, they are also recognised as the most productive.

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

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

The Challenges of Managing a Multi-Generational Workforce and What to do about It

In a world where employees frequently work well beyond the age of 60, and school leavers are now entering the workforce, companies are now facing a brand-new challenge – how to manage a multi-generational workforce. For the first time, in one workplace we have Traditionalists, Baby Boomers, Generation X, Generation Y, and Millennials. It’s easy to see how managers might struggle to align so many workers with disparate characteristics.

However, if you want the best selection of skill in your workforce, you’ll need to learn how to tackle the challenges, and encourage the people in your team to work together efficiently. It won’t’ be easy, as HR studies prove that in organisations with more than 500 employees, 58% of managers see conflicts between generations. However, if you can nail-down the multi-generational team, then you can access a talent pool that thinks outside of the box, and knows how to balance each other’s strengths and weaknesses.

Challenge 1: Managing Communication

Communication is key for any workforce. When using a specialist recruitment agency to find your ideal candidate for a role, the chances are that you consider communication style and interpersonal skills alongside education and experience. However, the difference between communication styles for different generations has become almost cliched. While Generation Y sends instant messages, Gen Xers prefer calls and emails.

Throw in the use of colloquialisms, informal language, and abbreviations, and you’ve got everything you need for a serious breakdown in communications.

The Answer: Encourage Collaboration

When communication suffers, it can be tempting to segment your workforce. However, if you can influence the different generations in your team to learn from each other, and find a mutual language, then you will see significant benefits. Just because generations communicate differently doesn’t mean they’re incompatible.

By shifting the collective mindset and pushing different generations to see each other as partners, rather than members of a segmented workforce, everyone can benefit from new ideas, and new forms of communication.

Challenge 2: Motivating the Workforce

A motivated workforce is an engaged workforce. However, there’s more to keeping your employees happy than simply offering the right salary. Motivating employees often means creating a company culture that supports everyone’s ideals and goals. It may include the use of perks, and flexible working strategies that allow different generations to pursue different aims in their careers and to work in a variety of ways to achieve them.


The Answer: Treat Everyone as an Individual

Rather than trying to motivate different people with the same selection of benefits, it could be easier to personalise your approach to motivation. For instance, when the time comes to reward an employee, ask them what they would appreciate most – from extra time off work, to a remote working schedule.

In addition, you can use this customised motivational strategy as a way of differentiating your business when it comes to asking your specialist recruitment team to find the employees that are right for you. If candidates know that they can choose their own perks, they’re far more likely to be drawn to your company culture.

Challenge 3: Negative Stereotypes

Whatever their differences might be, it’s incredibly important to make sure that companies don’t play up to the stereotypes of each generation. Older workers often think of millennials as tech-obsessed and entitled, while younger workers think of Baby boomers as old-fashioned, and stubborn.

The truth is that although different generations can have different work styles and preferences, they’re not so two-dimensional that they can be labelled under specific stereotypes. As a leader, it’s up to you to move your team beyond the labels.


The Answer: Focus on Valuing People for Individual Strengths

Don’t assume that certain people in your team need special help and treatment. Don’t focus on the weaknesses that members of your workforce might have. Instead, get to know each person individually, and focus on drawing value to their strengths. Remember, mixed-age teams can deliver a wealth of opportunity to the business environment. Fresh thinking combined with experience can lead to highly effective results.

Watch out for any dysfunction in the workplace caused by generational judgements, and step in when necessary.

Challenge 4: Balancing Strengths and Weaknesses 

Finally, each generation delivers their own unique characteristics to the workforce. Those differences should be embraced to help companies get the most out of their teams. Too often, managers see the gaps between their team members as negatives. However, building a team that’s brimming with diverse insights, perspectives, and strengths can only be helpful to your company.

The Answer: Cross Generational Mentoring 

Make the most of the individual strengths and weaknesses your team members have by building a reciprocal mentoring program. Here, younger employees can teach older ones how to use social media and other technology, while older generations can provide guidance into interpersonal skills, communication, while sharing their knowledge about how the business operates strategically and that important topic of how to navigate company politics should they arise.

Allow team members to learn from each other, and turn to other members of the organisation when they need help balancing their strengths and weaknesses.

Recruitment is a lot like hiring a cleaner

When you hire a cleaner for your home, it’s not usually because you can’t physically do it yourself. Mostly it comes down to saving you time to do more of the things you enjoy, and less of the thingscleaning you don’t. Or that you are not skilled at cleaning. Or that you simply don’t want to do it.  And these are all perfectly reasonable explanations!

Using a recruitment company is exactly the same, and here’s why?

They Save Time

Your Recruiter will screen through vast numbers of applicants and CVs and will provide you with a shortlist. You save time by only seeing the people, who you really want to see.

Their Know-How

Recruiters spend all day on the phone screening candidates. They would have become quite skilled at sussing out ‘little white lies’ on CVs and can determine whether there is a good cultural match between your company and an applicant.

Delegate What You Hate

Like most things in life, if you don’t want to do it, there is normally someone you can pay to do it for you. And believe it or not, good Recruiters love what they do and will happily be paid to do the hard work for you.

So what makes a good cleaner / recruiter?

Okay, so we have all been at the bad end of irrelevant CVs piling up on emails. And yes, on occasion we have been bombarded by calls from Recruiters begging to get on the PSL, then the sound of silence when you actually desperately need a CV.  But you know you are onto a winning Recruiter when…

  • Trust – They are honest and deliver on their promises.  They listen to you, carefully. They not only question you, but challenge you too.
  • Timing – They stick to the time-frame you require. They aren’t afraid of giving you bad news, if needed.  They don’t go missing after unloading their database on you.
  • Partnership – They work hard at protecting your brand, your reputation. And sometimes they will tell you ‘straight’ what you can do to enhance your reputation.

Things to consider:

  • Its’ always best to use a cleaner / recruiter that has been personally recommended.
  • You get what you pay for. After all you wouldn’t expect a full deep-clean for the price of a light dusting, and so you can’t expect a higher level of service from a Recruiter, unless you are willing to pay for it.

What we (and I) can offer you?

  • We offer 4 levels of service (basically anything from a light dusting to a full on spring clean) – so you can choose the package that suits you best
  • I will take the time to fully understand your needs, and yes, I will questionnaire you
  • Feedback every step of the way, so I guarantee I won’t do a disappearing act on you
  • Finally, No feather dusters!!
Resource On Demand (ROD) is Europe’s first specialist Salesforce Recruitment Agency. They were founded in 2007 and are highly respected across the entire Salesforce ecosystem. Their specialist areas of recruitment include; Salesforce (SFDC); digital marketing and marketing automation technologies, which include Eloqua, Marketo, ExactTarget and Pardot; Human Capital Management (HCM) technologies such as Workday and SAP HCM and SuccessFactors. For more information contact ROD on or on 020 8123 7769.