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 rod@resourceondemand.com.

Is it wrong for bosses to spy on their staff’s private lives?

Jobseekers are having to be ever more vigilant, especially about what they share about themselves in the public domain. It might be fun to tag a friend on Facebook in a photo of a drunken night out, but what would the boss think if they saw that pic? Even with privacy settings, jobseekers need to understand that anything that is posted in the public domain can come back to bite them. As great as technology is, it has one major drawback. Real privacy is a thing of the past.

Data gathering has become the norm

Unless you live completely off grid and off line, operate only on cash and avoid cell phones, your movements, preferences, observations and interactions are being tracked. And that data is being Spying on jobseekerscollected and made available to third parties, whether you like it or not. Data is the new commodity and most jobseekers are blissfully unaware of just how little privacy they really have.

It’s common practice for companies to review jobseeker’s social media profiles to gain additional insight on their interests, interactions and general nature. Some companies have taken this a step further asking employees to wear tracking devices that record everything from colleague interactions to physical activity and the tone of conversations. The claim is that employees wear the devices willingly and the objective is to improve workforce productivity, but isn’t this taking data analytics a bit far?

Is privacy worth preserving?

Most people are so accustomed to sharing details about their daily lives on social media that they don’t think twice about it or consider who might see the posts and how it could impact their careers down the line. It must be remembered that many companies, especially big corporates see themselves as brands to be protected, and employees or potential job seekers that are seen to be doing something that could place the brand in a bad light, they could take exception to – even if it is meant as fun.

Many people will say they have a right to do what they want on their personal time. While this may be true, when pictures or words are shared on social media then the general view is that in sharing the information, you’re giving up your right to privacy because you chose to share it publicly. And if the information is readily available in the public domain, then companies can and do often take action.

In short if you want your personal life to remain private, then you need to be cautious about what you share. Additionally you need to inform friends that you don’t want them tagging you or posting pictures about you without your consent.

Always consider who might misread the post or if it could damage your reputation in any way, and if there’s any doubt, don’t post it. Just making comments on other posts can also be detrimental. Even if it is something you feel passionate about, word your comments carefully, avoiding slander, hate speech, or anything derogatory that could reflect badly on you.  Remember as job seekers you may no longer be able to control your privacy, but you can control what you say and what you share.

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.

Curriculum Vitae RIP

video CVWe all know how tedious it can be updating your CV, especially if you haven’t done so in a while. Presentation, grammar, spelling and punctuation are but a few of the things we’ve all, at some point, had to look out for when trying to perfect our curriculum vitaes. Well, these issues, along with several other related peeves, may soon be problems of a bygone era. CVs are dying. Yes, it’s true.

We’re all aware that employers will rarely look beyond the first page of a CV put in front of them, and for good reason. If they read every word, on every page that was sent to them by every potential candidate for every job opening they had, it would take all year. Some job openings attract tens of thousands of applicants, that employers would need to employ someone just to go through the CVs of the people that wanted you to employ them. You can see how this is inconvenient, to put it lightly.

Recruiters take on the burden for employers

When using a recruitment agency, most employers will rely on the recruiters synopsis of any given candidate in order to gain an understanding of what that person is like and whether they would be a good fit for their organisation. It tends to be a lot quicker and more accurate than reading over a CV of someone that desperately wants to be hired and thus could very well write anything on it. They also have the recruiters professional opinion on candidates to go by, which can often be extremely helpful to those looking to employ a certain type of worker.

Other options available to employers are online social networking profiles and professional networking sites like LinkedIn. These offer a basic overview of what a candidate is like and also what relevant experience they may have in a specific industry in a brief and concise way. There’s no need to read through pages of self-promotion when the majority of info required is on a single webpage.

CVs set to go live

Although the CV is in decline, there are alternatives that many job seekers and employers are beginning to explore. One simple alternative is a video CV, whereby video CVjobseekers will record themselves explaining to any potential employers about themselves, their job history and giving a brief overview of why they would be a good fit for the company. These can vary from written statements to full on, experimental short films about each candidate, which can also help to provide a valuable insight into any potential employees technological skills and creativity.

There is also video interviewing, which is seeing a explosion in popularity among certain employers, not least for its ability to save on travel costs. Being able to go through previous work experience, live presentations and discussing online portfolios, while being connected to potential candidates online, is a luxury that could have only been dreamed of 20 years ago.

The CV is dying out and jobseekers who capitalise on this and show their ability to innovate and adapt will surely be the ones to progress quicker than those that cling to what are outdated, traditional methods such as the Curriculum Vitae.

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.

80% of today’s jobs are landed through networking

Recruiting Blogs has reported that 80% of today’s jobs are landed through networking.

Pam Lassiter, The New Job Security, understands that networking can be daunting, particularly for Introvert types, but encourages jobseekers to do it, “Using your networking wisely is a muscle you can exercise and develop if you haven’t already. Outplacement and alumni career services surveys report that 65 to 85 percent of jobseekers find their jobs through networking….”

Many experts will tell you that companies want to hire from within first; only when there are no appropriate internal candidates will they rely on referrals from employees (who get a bonus for a successful hire) and people who will approach them through informational meetings. The latter category of jobseekers (you) have the benefit of getting known before the job is “officially posted.”

At ROD we believe in the power of working with people we know, either through events or ongoing relationships. Our investment in candidates is time, which is why 100% of people who completed our survey said they would definitely recommend ROD to other applicants and colleagues.

You can connect with ROD at one of a number of events in the UK by seeing where we’ll be and then arranging to meet us, or by reaching out to us on Facebook, Twitter, Email or by phone 020 8123 7769.

Read the original article here.