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.

The perfect candidate: Trump or Clinton?

Now that the dust has settled and people around the world are starting to come around to the realisation that Trump IS going to be the next US President (although watch this space whilst the recount gets underway), it got me thinking about the irony of Donald Trump winning the election over Hilary Clinton. What are the lessons that we have learnt…aside from the obvious one…don’t trust pre-election polls…ever!!

Firstly, Hilary Clinton is proof that unfortunately not even the best candidates (on paper) get the job. And this is something that we have seen many times before, which can have devastating consequences for the individual concerned. For example, we recently had the absolute perfect candidate for our client. They were pretty much a pedigree technical candidate, with loads of experience. Culturally they seemed like a perfect match for the company. And they had absolutely aced the first round of interviews. We, the candidate and the client felt it was the perfect match. So where did it all go wrong?

Once we all got over our initial shock that a rejection can have, we went about pulling apart what went tragically wrong for the candidate. And the response we got from the client was ratherTrump surprising. The clients initial feedback was that the candidate appeared too confident, or to put it as bluntly as they did – ‘too cocky!’ This took us by complete surprise, as the individual in question is rather modest about their skills, which is why they only work with us. They would much rather we brag about their skills than them. We went back to the candidate with this feedback, who reflected on it for a bit, and then admitted that because he had such a positive experience in the 1st and 2nd interviews, he felt that a ‘job offer’ was coming regardless, and possibly…just possibly gave this impression in what was to be his 3rd and most important interview. He now accepts that the boost he got from the previous interviews, meant that maybe he did not try as hard to impress the final interviewer, who he thought was there to just meet and greet, or ‘cross the T’s and dot the i’s’ so to speak!

But the feedback did not stop there…the interviewer also felt that the candidate was under prepared. Something that our candidate accepts wholeheartedly. Why would he need to do extensive preparation, after all he was interviewing for a job that quite frankly he could do in his sleep. Technically his answers were spot on, text book even! The long list of references and recommendations he had was evidence he was great at his job. So what let him down? Well the client did not want someone who gave perfect or ‘safe’ answers. He wanted someone to show that they had researched the company enough to come to the interview offering new ideas, new directions even. Simply put, they wanted passion!

And as with the US election, our candidate lost out on what was his ideal ‘dream’ job. He knows and we know, that opportunities that are so perfect it’s breath taking, only come around so often…and so he will now have to wait patiently, but safe in the knowledge that he won’t make the same mistake again.

The client on the other hand, has found their ‘dream’ candidate. And like Trump, it is not the perfect candidate. In fact the person they hired has no Salesforce certifications, and nowhere near the same amount of experience. So what set them apart from the rest of the pack?

According to the client they were beguiled by an individual, who is so driven by pure ambition; who just might be willing to fight dirty that they can forgive the lack of hard skills. And yes they might be lacking in qualifications, but what they lack…they more than make up for with passion!

So if nothing else, the US election shows us that in the life the underdog can and does win the race!

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 Being Overpaid Damage Your Career?

As strange as it may initially sound, there are certain Figure thinkingcircumstances in which being overpaid, something that most of us might assume is a good thing, can actually damage your Salesforce career. In this blog, we want Salesforce professionals who aren’t entirely sure on what their earning potential might be to ask themselves three key questions in order to understand what they’re worth when it comes to market rate salaries.

What Are Your Skills?

Employers are always on the lookout for people they believe will bring something to the company and your professional skills are a great way of showing your worth. What skills do you possess that make you stand out from other candidates? Are they common skills or in high demand? In order to offer an attractive salary, an employer has to know that it’s worth it. If the skills you possess are common among other Salesforce professionals, you more than likely won’t be able to negotiate a higher-than-market-rate salary.

Where Are You Based?

Location is also very important when understanding what your worth is. Market rates for someone working in London will be higher than someone working in Portsmouth due to the cost of living. Therefore, if someone were to become accustomed to an above market rate salary, they may find it difficult to swallow the inevitable cut. In order to make the most of your potential salary and also avoid any damage to your career prospects, you need to understand how your location, or changes in your location could affect your expectation.

What Is The Market Rate?

It has been reported that individuals who have become reliant on an above market rate salary may find themselves struggling when it comes to finding work elsewhere. Most aren’t willing to take a pay cut in order to get involved with other businesses, therefore limiting their ability to move and increase their experience working in different roles. This can be a potentially frustrating situation to find yourself in and could potentially cause your career to stagnate. If you are unsure about whether you are being underpaid, or indeed overpaid, why not take our salary survey now to find out.

We also say to Salesforce professionals, beware of companies that appear to offer a much higher rate of salary then their competitors.  Once you become locked in to a higher-than-market-rate salary salary, if you do decide the company isn’t quite right for you, or you want a fresh challenge, you will soon find that you will struggle to secure a future position and the options open to you will very quickly diminish.  So remember, the importance of understanding how your skills affect your salary prospects cannot be overstated.

And, when you’re considering a job change, before rushing in to take a job offer, make sure you have an understanding of the reasons you are looking. There is nothing worse than accepting a job offer at a new company, only to end up looking again a few months later as it isn’t the right fit for you. Look out for our next blog: Things To Consider When You Have More Than One Job Offer

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.