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?

What does the future hold for HCM?

What is happening in the HCM world?

Behind every great company is a HR Manager; a HR team and possibly an army of employees working on the chosen Human Capital Management (HCM) platform. Whilst there are many HCM SAP SuccessFactorssolutions to choose from. It does not change the fact that organisations will be looking to expand their teams throughout 2017 and well into 2018,  as new applications are to being added to these platforms, to increase efficiency and effectiveness.

It is the aim of global giants such as SAP SuccessFactors, Workday and Oracle, to expand their solutions into the cloud. And first up on the agenda is to give customers the ability to view the automated processes; enable drag and drop interfaces; mobile HR systems and intelligent services. So what else does HCM have in store for us?

HR & IT as one

It seems recruitment will see a huge increase across the next 2 to 3 years, as HCM and digital technology will combine to work as one. The aim is to allow HCM platforms to automate their solutions and offer a quick ‘self-service’ for business managers, lowering the HR admin responsibility, and in theory allowing them to focus on the people and skills within the organisation. Furthermore, HCM solutions will provide better business reporting tools and talent management solutions that identify and reward employee performance. And, from a technology point of view, implementation times will also be greatly reduced through the quick succession of cloud deployments and easy integration.

All of this goes to demonstrate that HCM is moving into a new generation of digital. So far, we have already seen this with SAP SuccessFactors teaming up with Microsoft’s cloud technology (Azure) to deploy their solution to the third party cloud. And, we probably can expect to see more alliances happening.  Plus HCM is now starting to filter down to the SME market, which is great news for them, as the burden of HR management is lifted.

Digital performance

In a recent article, Mandisa from ITWeb said that “Digital technology enables a business to deliver results fast, whether it be in recruitment, on-boarding, performance management, talent management, learning and development, career and succession management, and recognition and rewards. Present employees these days, and certainly those of the future, are unlikely to wait long for companies to provide valuable feedback and assessments of their performance.

This is a very interesting point. We are already seeing great ‘reward and recognition’ platforms on the market. And HCM platforms are really helping to drive this forward, as we are already seeing more powerful and effective analytics behind the automation.  We have a lot to thank the HCM giants for, as they enable new angles of delivering HCM services, that allow employers to swiftly engage with employees.  Social media, mobile apps, internal CRM and IoT tools can all be used to optimise working environments and productivity. Tracking efficiency, talent management whilst dishing out rewards in return.

The change is coming!

It is estimated that approximately 87% of organisations are currently re-designing, restructuring or considering a revamp of their HCM functions. A great example of how HCM is being transformed is by a company called iSystem, LLC whose integration allows Evolution HCM, to offer a service to their employees that automates communication of employee benefit enrolment.

This in turn will have a knock on effect, as more companies will struggle to find the right HCM skills within their organisations. Here at Resource on Demand, we are on the front line of the ever expanding HCM world, sourcing top talent, with phenomenal skills. The change is coming…but don’t panic, we have it covered!

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.

3 Ways to say “Thank you”

“The smallest act of kindness is worth more than the grandest intention.” – Oscar Wilde

If you’re already thanking people, you’re doing something right. If you’re not, you might want to start now.  Research says that a company will lose between 45% and 50% of their clients every five years. But by keeping your client base happy you will not only reduce the cost of having to find new clients, but it will have a much more positive impact on your bottom line. In the world of IT recruitment we have plenty of opportunity to say thank you. For instance we will say thank you to a HCM Consultant who turns up for an interview; we say thank you to our HCM Hiring Manager’s for choosing to use us; we say thank you to our suppliers for keeping our business running smoothly, and we thank our employees for their contributions and effort.

And it’s never too late. If there is anyone you need to say thank you to, do it now! And make it a habit.HCM Consultant

Loyalty for your customers

It’s impossible to show gratitude to all of our loyal HCM Hiring Managers on a daily basis. So instead, we find the time to give an over the top delightful experience once in a while and really show them we appreciate and are committed to our partnership.

If you struggle with the same thing, why not set up a loyalty program for your clients? You could use a simple point system for frequent customers whereby they earn points, which translates into a reward for them.

A letter goes a long way

Treat loyal customers and employees like family members. Take time to recognise the things that matter to them, such as career achievements, their birthday or maybe they’ve reached a milestone, such as length of service or how long they have been doing business with you.  A letter of thanks, a birthday card or congratulation card shows that you are grateful for what they have done.  It’s only a small gesture, but goes a long way to establish a solid bond.

A simple “Thank you”

Sometimes, a simple, “Thank you” means the world, so, just say it.

Here at Resource on Demand we have a great time celebrating our teams passion for the love of what they do. The expertise and respect our HCM recruiters have for their candidates and clients is really incredible. They live and breath sourcing the perfect HCM Consultant for our HCM jobs and vice-versa, so we love to show them how grateful we are, in the simplest way possible, a thank you!

So, if we haven’t said it already. To all of our clients, candidates, employees and suppliers – we say “Thank You”.

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.

HR Tech World’16 Coming Soon

Wondering about the future of HR technology?

HR Tech World is the world’s largest HR technology event and is recognised around the globe as the leading event on the future of ‘work’. This year it HR technologyreturns to Paris on the 25th and 26th October 2016, and will demonstrate how organisations are becoming more agile and innovative. Shaping the future of work through HR and technology, you will be able to find answers to your integrated payroll solution, strategy planning and employee learning problems.

The HR community has rapidly grown and influenced over 40 million employees, so this promises to be an explosive event.  The event will kick off at the main stage, and will include a ‘Crash Course on the Future’; a look at global HR; product demonstrations and entertainment from hypnotist and mentalist Keith Barry. Not to mention, fantastic networking opportunities.

Make sure you don’t miss out on your chance to attend this fantastic HR networking event and meet some inspirational influences within the HR community. Plus gain real insight into the evolving future of the HR Tech World technology.

To see the full agenda for the event, click 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.

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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.

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.