Why Cover Letters are Making a Comeback

When you are trying to get the perfect career in your sights, it is easy to assume that a great CV and the help of a specialist recruiter in the technology field is all you need to get noticed.  

Drum roll, enter the underutilised cover letter. 

The fact is, without a cover letter, you are relying on a couple of sheets of paper ONLY to show your value to a professional recruitment agency or the company your recruiter is connecting you with.  

Your CV can highlight a lot of essential details about you, including prior experiences and current skills. However, most recruitment professionals will be on the lookout for that extra special “something” – and that is where your cover letter comes in.  

The right cover letter places the ball in your court, increasing your odds of landing an interview by demonstrating your passion, communication skills, and willingness to go the extra mile.  

Why Every Candidate Needs a Cover Letter 

 

 

A cover letter is not just something that gives bulk to your CV. It provides the recruitment company you are working with extra information on your skills and experience. This means that they will be able to connect you with more relevant positions for your background.  

A cover letter also helps you stand out when your recruitment company ‘sells you’ to their client, with a customised introduction to who you are, and what you can offer their brand. Think of it as your personal sales pitch, marketing your technology credentials, and making that all-important first impression.  

When recruitment companies are looking for that ideal Salesforce consultant or tech expert to pitch to their client, they may use your cover letter in their screening process, looking for signs of the right attitude and understanding.  

So, how do you create a killer cover letter?  

1. Don’t Repeat the CV

One of the biggest mistakes candidates make when writing a cover letter, is to re-write what they have already said in their CV. Since your CV will accompany your cover letter wherever it goes, it is essential to make sure that it includes unique, useful information that a hiring manager or recruitment consultant will not be able to find by looking at your job or education history.  

Tell a story about your experience in the industry, and why you are considering switching roles to work with this new brand. Is there something about this business that appeals to you, such as their company culture or the way they work? You can also research the business in-depth to sprinkle in some facts throughout your letter that shows you did your homework. For instance: “I notice you were one of the first businesses in my area to adopt XYZ…” 

 

 

2. Keep it Short and Valuable

Less is more when it comes to cover letters. Aim for about three paragraphs – just enough to cover the first half of a page. While it’s helpful to give people a glimpse into your background, they won’t need your life story to decide whether you’re right for a position.  

Jump straight into the good stuff by demonstrating how your skills and experiences will help the company in question to achieve their goals. For instance, if your recruitment consultant told you that a particular organisation is looking for a hire that knows how to adapt and problem-solve quickly, highlight how working in 90-day-cycles helps you to keep ahead of the curve. You can even include statistics that demonstrate the results you achieved in previous positions.  

It’s all about demonstrating your strengths as quickly, and concisely as possible. Show your would-be employers or recruitment firms that you know what they’re looking for, and you are ready to deliver.  

 

3. Unique and Custom is Key

 

 

Finally, many people still assume that they can merely staple the same cover letter onto each CV and it will work for any business. Unfortunately, this is no longer the case. Recruitment companies and their clients alike both want to see candidates that are excited about the opportunity to work for their business. This means that a canned cover letter will not cut it.  

Demonstrate that you have taken the time to learn as much as you can about a company before writing your cover letter. This will help hiring managers to feel as though you’ve made certain you’re appropriate for the job before you applied for it.  

Additionally, remember not to focus on the benefits that you think this role will bring to you. Recruitment agencies want to pass candidates to their client that are going to benefit the business and help them achieve incredible new things. Focus on demonstrating your value, and what you can bring to the role.  

 

Today, a cover letter is so much more than an “extra part” on top of your CV; it’s your chance to highlight what makes you different from the other tech talent on the market competing for your dream job.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How Well Are You Treating Your Tech Stars?

Life as a manager can be difficult.  

There’s a great deal of work to be done to excel as a technology leader or manager. The facts are that managers are more than just people who issue orders and track results, they are also the motivators that inspire their teams to success.  

As the head of your team, it will be up to you to delegate tasks efficiently to the people with the right skills, mentor staff members, and teach your new hires what it means to be part of your company’s culture. After all, the success of a business relies on how well a team can work together under the direction of a great leader.  

The following suggestions will help you to nurture your tech stars, so your company can truly shine. 

 

1. Be A Great Listener

 

 

It is easy to get distracted when you are running a business. There are many things to think about, from cash flow to contracts and keeping clients happy. Sometimes, that can mean that the concerns of staff members get overlooked.  

While tunnel vision can be common among managers, it is helpful to step back and look at the whole situation with more clarity. Listen to your employees and find out what they need to be better at their jobs. Ask them to give you feedback about your management style and consider collaborating with your hires when you need to come up with creative resolutions to problems.  

Listening shows your employees that you value their opinion, makes them feel more devoted to the brand and helps you to benefit from a diverse range of perspectives.  

 

2. Empower Employees

Often, being a great leader is about working out what drives your staff to give their best performance. Managers need to create a healthy and nurturing atmosphere in their business so that each person in their group has the space and support they need to grow.  

The best way to empower teams is to avoid the issue of micromanagement and give your people the chance to make the most of their skills. Ask them what they need to get a job done, whether it is additional training, support from others, or simply an extra piece of software.  

If your hires feel as though they’re actively making progress towards their professional goals, they will be happier in their roles.  

 

3. Nurture Growth

 

 

A great manager not only helps their teams to thrive in their existing positions but also gives them the tools they need to continue growing too. As businesses attempt to nurture their customers with regular support and guidance, employers need to look after their tech stars too. 

A development plan can be a great way to show staff that you are interested in their future and that they have an opportunity to achieve something great with your brand. Remember, growth for most tech talent will go beyond being able to use the latest Salesforce software or cloud computing tools. Your people might want to expand their network with tickets to industry events or take part in essential business discussions.  

Often, managers who treat their employees with generosity get the biggest returns in the form of stronger employer brands, more significant profits, and reduce turnover.  

 

4. Reward Good Work

Everyone likes to feel appreciated. A rewards program can help you to show your hires that you value their performance, even when you do not have time to check in on them regularly. An employee of the month program may be an excellent place to start. However, the best rewards are often personalised to suit the needs of each person in your team.  

For instance, your technology star might appreciate the chance to win a trip to an upcoming software conference. Not only does this appeal to your staff member’s personal interests, but also gives them an opportunity to expand their skills, which brings more benefits to your brand.  

Learning about your hires and responding to their individual needs, expectations, and hopes can help to transform you from just another boss, into the ultimate tech manager.  

5. Empathise and Respect

 

 

Finally, while a boss does not need to be best friends with their team, it can be helpful to show your people just how much you respect and value them. Be the manager you dreamt of being when you first earned your promotion by showing your staff that you understand their concerns, and you are there to help them reach their goals.  

Be a leader and guide your group towards success one step at a time, reminding them that you know what its like to be in their shoes. You want your hires to grow into successful people, so make sure that you show them that.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How Diverse is Your Workplace?

As research continues to show that diverse teams outperform their counterparts, companies are beginning to realise how important variety can be when it comes to recruiting a technology team.  

While it is logical to instruct your specialist technology recruitment agency to help you find employees that have the right attitude, skill-set, or cultural fit for your role, it is essential to make sure you are drawing in applications from a range of backgrounds.  

After all, as the technology world grows more broad, with disruptive technologies like IoT, and A.I. leading the way, the companies with the most diversity will be the ones prepared to stay ahead of the curve.  

A broader collection of mindsets leads the way to better thinking, more significant innovation, and a better opportunity to overcome stale, outdated ways of thinking. So, how can you implement better variance in your team? 

 

1. Understand What “Diversity” Really Means

 

 

The first step in building a healthy and diverse working environment is understanding what you are trying to accomplish in your organisation. Diversity is not only about having an equal share of women and men in the boardroom.  

Real diversity and the benefits that come with requires consideration of more than just gender. Employers also need to think about age, culture, race, religion, sexual orientation, and even different thinking patterns.  

 

2. Know the Value of Real Diversity

Once you have got to grips on which segments you need to look at to broaden your hiring experience, it is time to get everyone in your leadership team on board, with an insight into the benefits of a diverse workforce. Looking at the benefits can make it easier to determine why you need to make diversity an integral part of your mission statement: 

  • Extend your recruitment reach: If your recruitment company knows that you are willing to accept various candidates, they will have an easier time finding you the talent you need from previously-untouched or underserved groups.
     
  • Improve your employer brand: Technology experts like to know that they will be accepted in a team for who they are. Demonstrating the inclusive nature of your business is a great way to make your company more appealing to new hires.
     
  • Increase innovation and creativity: New people with different experiences and backgrounds bring new perspectives into the decision-making process. With the right diversity, you can demolish ingenuity roadblocks.
     

 3. Find Opportunities to Diversify

 

 

Creating a diverse brand is not always easy. Often, you will need to look for ways to reach out to new cultures and groups that don’t typically find their way to your door. Speak to your professional recruitment agency about what they can do to help you connect with a broader range of hires. For instance, they might recommend that you offer internships for recent graduates or include specific terms in your job description to attract other groups.  

Your recruitment partner can also give you suggestions on which benefits you can offer to make your roles more appealing. For instance, more opportunities for remote working, or the chance to take days off on religious holidays are great ways to show that you are willing to be more diverse.
 

4. Make Diversity Part of the Company Culture

For your expansion to be successful, you will need to incorporate a culture of diversity into everything you do, addressing individual and common differences throughout the employee lifecycle.  

For instance, after you have hired someone new, ask them how they would prefer to approach the onboarding process. Regularly question each of your employees to find out what kind of benefits they are looking for, and what they need to perform their job as well as possible. At its core, embracing diversity is simply about treating each of the people in your business as an individual.  

If you are willing to reach out and make a connection with your hires and discover their unique differences, then you will begin to see the benefits in the form of more dedicated workers, better delegation, and improved retention.
 

5. Make Everyone Feel Like Part of the Team

 

 

While a quest for diversity pushes employers to treat each of their candidates in a personal, unique way, it is worth noting that people still like to feel as though they are part of a team. Though your hires might want to be recognised as an individual, they also want to be included as part of your business dynamic.  

Build bonds between your staff members as early as possible, giving them ways to communicate both in-person and through technology too. Many tech professionals will feel more comfortable connecting with their co-workers over instant-messaging platforms and social media, and this can be a good way to break the ice.  

Providing a venue for mentoring, networking, and socialising will help to transform your team of diverse employees into a group of happy staff, ready to support each other, and your business on the road to success.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across, Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Competency-Based Interviews: Are You Prepared?

A competency-based interview can be a daunting concept. In these meetings, technology candidates need to give specific examples of times in which they demonstrated specific traits or skills. Questions require interviewees to describe situations and problems, followed by the actions they took to find a resolution and the results of the situation.  

Competency-based questions give companies a chance to evaluate a person’s mindset and approach to work, revealing information that doesn’t appear on a CV. These questions go beyond exploring a tech employees skill working with software or device and distinguish what that person will be like as a new hire.  

The good news? The right preparation can ensure that you are ready to amaze your would-be new manager with the perfect competency-based interview.  

 

What Are Competency-Based Interviewers Looking For? 

 

 

Different organisations need different competencies. While soft skills remain essential for every business, such as the ability to work as a team, specific industries will be looking for evidence of expertise in particular areas. For instance, your hiring manager might ask questions which prompt you to demonstrate your: 

  • Technical knowledge: The IT industry relies on candidates having perfect technical skills – whether they are focused on cloud computing, Salesforce marketing, or coding. A competency-based interview allows you to highlight the measurable value of your experience.
     
  • Problem-solving abilities: The agile pace of things like salesforce and digital marketing industries mean that today’s organisations need to be able to adapt and evolve quickly. Tech hires must be able to respond to everyday challenges quickly, and creatively, using their unique background to aid them.
     
  • Analytical thinking: Technology has made the analysis of data easier than ever. However, a technology employee will still need to figure out how to use the information gathered by a business in a productive, and lucrative way.  

How to Prepare for Your Competency-Based Interview 

Preparing for a competency-based interview is all about finding the best way to demonstrate the skills your new manager might be looking for.  

To get started, speak to your specialist technology recruitment agency about the business you’re applying to work for. They can provide you with useful information about the company that you can use to predict your competency-based questions.  

For instance, if you learn that the brand you want to work with is highly-focused on company culture, then you can assume they’re going to want to know about your ability to work with other tech staff members.  

You can also look at the job description. For instance, an employer looking for a salesforce consultant is sure to be searching for someone who demonstrates a strong knowledge of the software, and a passion for technology.  

 

Expect a Structured Approach  

It is also worth noting that your competency-based interview will not be the same as other interviews you have had with organisations in the past. These discussions follow a highly-structured format, designed to give interviewers all the information they need about a candidate.  

For instance, an employer may say: “Tell me about a time when you used a specific technology process to solve a problem”. Then, you would need to highlight a specific situation in a previous career or position where you came up with a resolution to benefit the business.  

It’s easy to get off-track when answering competency-based questions, so before you start speaking, think of a specific example of a situation you can use to demonstrate essential skills for your role. By focusing on one example, you can keep your answer clear, concise, and on-topic.  

 

Use the Star Approach to Shine  

 

 

The easiest way to respond to the structure and focus of a competency-based interview is to have a plan of action for creating the perfect answer. The “STAR” acronym is a useful tool that can remind you of each point you need to cover in a response: 

  • S: Situation – Describe the situation or challenge you faced. 
  • T: Task – Explain what needed to be done to reach your goal. 
  • A: Action – Express what you did personally, and how you contributed to a positive outcome. 
  • R: Result – Thoroughly cover how your work led to a positive result for the organisation. 

Following this structure and practicing your answers before-hand will help you to feel more confident then next time you are in a competency-based interview.  

While you might not be able to prepare for anything your interview will bring, you can take steps to ensure that you are prepared, succinct, and professional on the day.  

 

About Resource On Demand 

Resource on Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource on Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

What Makes a Great Salesforce Consultant?

Salesforce consultancy jobs are growing increasingly popular in the tech world.  

As organisations in every sector begin to recognise the importance of good customer experience in building a powerful brand, relationship management platforms like Salesforce are soaring into the spotlight.  

Of course, it’s not enough for teams to simply implement Salesforce technology. Brands hoping to take their sales strategy to the next level need a consultant on-board who can optimise the working environment, and delight an audience.  

The question is, how do you become the salesforce consultant that your future employer needs? 

1. The Right Certifications 

 

 

Although there’s more to being a great hire than knowing your way around the Salesforce platform, it’s important to understand the intricacies of this technology. Most hiring managers will check for evidence of valid certifications before inviting a candidate into an interview.  

Remember, in today’s constantly evolving technology marketplace, it’s crucial to keep your education updated. New additions to the Salesforce platform might prompt the need for re-certification. Once you join a team, your employer may be willing to provide further training.  

2. Communication is Key 

While there’s no denying that a Salesforce education is crucial to your role as a consultant, there’s also so much more to consider. At its core, consultancy is all about communication.  

Expert communication is a critical skill to learn when you’re planning your tech career. You’ll need to find out which systems your employer currently has in place and explain how different Salesforce strategies can benefit them in the long term. Hires will also need to listen carefully to the concerns of their leaders and look for ways to successfully “sell” big changes that may need to be implemented into the business.  

After all, the age of digital transformation is here, and that may mean that Salesforce professionals lead the charge towards modern, more agile methods of working.  

3. Business Empathy 

A great Salesforce professional doesn’t simply tell a company how to change their processes. Consultants must know how to present plans, so they fit with the ideals and vision of the organisation they’re working for. In other words, they need “business empathy”.  

In simple terms, you’ll need to understand the needs of a business from their perspective and use the knowledge you have about the aspirations of the brand to make your plan more appealing. For instance, if your employer wants to attract a new demographic to their product, you can show how a specific Salesforce implementation or strategy might appeal to that target market.  

4. Good Team Player

 

 

Salesforce consultants frequently take the lead when pushing businesses towards better customer service practices. It will be your task to walk colleagues and company executives through unfamiliar territory, introducing them to practices that they may not have encountered before.  

Because implementing new strategies, even in a fast-paced technology environment, can be complex, Salesforce consultancy employees must be patient, understanding, and supportive. Employers are more likely to choose candidates who know how to build people’s confidence in a new methodology by offering as much information and guidance as possible.  

5. A Passion for Technology

While “tried and tested” practices are still important for many companies implementing Salesforce technology, the rapidly-changing tech world means that Salesforce consultants need to be open to exploring new ideas.  

As the digital world becomes even more agile and business trends continue to change, it’s up to you to make sure that you stay ahead of the curve by building your skills, exploring innovative ideas, and making necessary tweaks.  

Show your hiring manager that you’re not afraid of taking risks if it means delivering greater benefits to the company. However, at the same time, be careful to demonstrate that you won’t be reckless with the organisation’s resources.  

6. Great Networking Skills

 

 

Sometimes, updating your skills as a Salesforce consultant isn’t just about taking online courses and reading articles in your spare time. Salesforce.com regularly holds meetups where admins, developers, and vendors can get together to discuss the platform.  

Adding your attendance at these events to your CV is a great way to show future employers that you’re willing to go above and beyond for your career. What’s more, it’s a fantastic opportunity for professionals to discuss best practices and socialise with people who may enhance their skillset.  

The right networking practices even open the door to new employment opportunities, ensuring that you don’t have to wait as long to find a new job when you want to take the next step in your Salesforce consultancy career.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets. We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

The 8 Daily Habits That Are Damaging Your Digital Marketing Career

Let’s face it, we all have bad habits.  

Some people are constantly procrastinating, while others struggle with gossiping and persistent lateness. Whatever your misdemeanours might be, they may be stopping you from achieving the next milestone on the road to the ideal digital marketing career 

By defining and tackling your issues one at a time, you can transform yourself into a more desirable hire for any digital marketing group.   

Here are just some of the habits that may be holding you back.  

1. Constantly Cutting Corners and Missing Project Deadlines

 

 

Managers expect only the best from their employees. If your issues with time management mean that you’re always cutting corners to finish tasks promptly, or you’re frequently missing deadlines, this will eventually rub your boss the wrong way. Look for ways that you can speed up your processes, organise your day more efficiently, or delegate tasks to simplify your schedule.

 

2. Stretching The Truth

It’s tempting to tell a little white lie when you’re concerned that the truth might reflect badly on you. However, remember that both your team members and your employer need to be able to trust you if you’re going to work well together. Be honest and willing to own up to your mistakes, no matter how humiliating it might seem.  

 

3. Failing to Follow Through

Agreeing with whatever your manager asks you to do may seem like a good idea at first. However, when it comes to crunch time, if you can’t follow through then you’ll begin to lose trust and your reputation will falter. Make sure that you only promise to do the things you’re sure you can accomplish.  

 

4. Always Being Late to Work

 

 

When you arrive late for work, it can have a ripple effect on your performance for the rest of the day. Not only do you disappoint your manager with your lack of punctuality, but you’ll also be rushing to catch up with your schedule. This might mean that you miss deadlines or make mistakes in projects that lead to further problems in the future.  

 

5. Having theWrong Attitude

There’s always someone in every company that seems to complain about everything. Unfortunately, these are rarely the people who get promotions when new opportunities arise. Projecting a negative attitude into the workplace can make other people feel less inclined to work with you. On the other hand, maintaining a positive view makes you more appealing to colleagues and leaders alike.  

 6. Addiction to Social Media

There’s a time and a place for social media. Staring at your smartphone and updating your Twitter feed when you should be focusing on demonstrating your tech skills can have a negative impact on your career. If you struggle to unglue yourself from your social platforms, turn your phone off when you get to work and make sure that you don’t turn it on for the rest of the day. It will be tough at first, but it’ll also mean that you can concentrate exclusively on the task at hand.
 

7. Repeating Your Mistakes

 

 

We all make mistakes. In the professional world, it’s how you learn from your blunders that matters. The best employees know when to own up to their errors and learn from them. The next time you do something wrong in the workplace, ask yourself why the problem occurred and what you need to do in the future to avoid it. For instance, if you entered the wrong information on a Salesforce field, would better time management give you more room to double-check your entries next time?  

 

8. Lone Wolf Syndrome

Finally, talented tech professionals don’t always have the best social skills. When you spend all your day sitting in front of a computer, it’s easy to forget that you work with a group of other people. While independence is great in some situations, it’s often the team players that see the most success at work. Think about how you can branch out and connect with other hires in your space. Offer to help with a complex task, ask for support on a new project, or simply check up on how co-worker assignments are going.  

As tough as it can be to overcome bad habits, learning how to replace your flaws with positive work practices is often the key to becoming a more productive and promotable employee.  

 

About Resource On Demand

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

Are You Struggling with the D-Word?

One of the biggest challenges that technology leaders face, is the transition from working “in” a business, to working “on” it.  

Whether you’re overseeing a powerful Salesforce team, or you’re responsible for nurturing cloud stars, eventually you’ll need to learn how to share tasks among your employees to boost productivity and workplace efficiency. This is particularly true in the tech industry, where roles are growing increasingly complex.  

While at first you might have the stamina to push yourself harder and work later, eventually, all managers come to a point in their career where they need to tap into the potential of their hires. After all – you recruited these people for a reason.  

 

The Concerns That Hamper Delegation  

 

 

Delegation helps to empower companies, engage staff, and support employers.  

When you’re devoted to keeping your team or department running smoothly, it’s tempting to do everything yourself. If you have tasks piling on top of you, you might think: 

  • I don’t have time to teach someone how to do this 
  • I don’t trust someone else to do it right 
  • I don’t know who I should be delegating to 
  • I can do it better/faster myself 

While these thoughts plague a lot of managers, the truth is that they’re often unwarranted. If you hire the right people, to begin with, you’ll be able to trust your tech talent to complete tasks just as well as you do. What’s more, regular training sessions can be implemented to ensure all recruits have the right skills.  

 

The Benefits of Sharing the Load  

Despite common managerial concerns, the benefits of delegation are significant.  

When you share your workload with your team, you can: 

1. Reduce your risks of mistakes: Having too many irons in the proverbial fire at once can mean that projects are rushed – increasing the possibility of errors. Delegating to the right people can help leaders to focus on the tasks that truly need their attention.
 

2. Build engagement: Showing your staff that you trust them to take on important tasks makes them feel appreciated and respected. This can improve company culture, make people feel more devoted to their workplace, and even minimise employee turnover.
 

3. Stimulate new skills: Leaders who give team members the chance to tackle delegate tasks nurture new talents in their recruits. This ultimately benefits the firm by ensuring that hires are ready to tackle any challenge.   

 

The question is, how do you make delegation a more natural experience within your company culture?  

 

1. Learn to Let Go 

 

 

The biggest issue preventing delegation is that leaders struggle to let go. While being dedicated to your post is important, it’s crucial to allow your team members to help when you’re overwhelmed. Achieving success in a business is rarely a task that’s accomplished solo.  

Ask yourself what’s stopping you from delegating a task, so you can dissect your concerns. For instance, if you’re nervous that assigning a cloud computing project to someone else means it won’t get done well, why do you feel that way? Would you feel more comfortable if you gave your team more training on cloud technology? 

 

2. Play to Strengths

Leaders gradually learn the strengths and weaknesses of their teammates. Every employee in your group will have their own specific set of skills. Some may be more suited to tasks that involve moving data into the cloud, while others might be proficient in updating and implementing cloud technology.  

If the people you work with seem similar in their education or experience, look at how delegating specific tasks can support their development plans. It’s also worth being consistent. If you assign the same types of task to the same people, eventually their talent for those projects will grow.  

 

3. Be Willing to Provide Support 

Convincing yourself that assignments can be completed effectively by other people can take some time. Sometimes, providing adequate instruction, training, and support can help to put your mind at rest.  

If your team members have the same knowledge as you, they’ll also have what it takes to finish an exercise successfully. However, it’s worth giving them some time to get used to the change of pace, particularly if the project involves skills outside of an employee’s job description.  

Leaders who don’t have the time to teach new abilities themselves can even delegate this task to a professional instructor or invest in online learning materials. Your staff will appreciate having something new to put on their CV, and you’ll end up with a more talented team.  

 

4. Remember Feedback 

 

 

Finally, feedback is a crucial but often overlooked part of the delegation experience. It works both ways. If your hires have done an excellent job with a task you assigned, offer them praise and thanks. On the other hand, if they’ve fallen short of the mark, provide constructive criticism to help them perform better next time around.  

At the same time, remember to invite your people to share their thoughts on your delegation practices. This helps you to determine whether you’re assigning the right tasks to the right people. It can also define whether you’re giving your team enough information.  

Whatever you do, don’t be afraid to unlock the full potential of your staff. They’re there to help the business succeed –  just like you.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets. We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

The 5 Signs of a Great Employer Brand

Finding and retaining high performing talent is not easy. As the technology world grows more competitive, wouldn’t it be great to have digital stars chasing you, rather than the other way around?  

Employer branding is an organisation’s opportunity to refine their reputation and attract new employees. While this concept is not new, automation tools and social media have begun to transform the market in recent years. Now, more companies than ever are starting to uncover the values of great branding.  

 

Why Is Employer Branding Important? 

 

 

A recruitment brand strategy is about convincing your recruits that the job opportunities you have to offer are the best around.  

If candidates believe that your software testing position, salesforce role, or digital marketing post is perfect for their career plan, then they will do whatever it takes to become part of your team. This means that you can: 

  • Make up for lower remuneration: If you are frequently missing out on hires because you do not have the budget to match competitor salaries, an appealing employer brand might help. Today’s job seekers look for more than just salary when applying for a profession. They want to feel happy and comfortable with the company they choose.
     
  • Retain employees for longer: A strong reputation communicated clearly within the recruitment process will let tech talent know what to expect from your business. This can reduce the risk of early turnover.
     
  • Save time and money: It takes less time to fill a vacancy if your employer brand is up to scratch. Candidates with the right skills and experience will track you down, meaning you can build your team faster, boost productivity, and start seeing the impact on your bottom line.  

 

The Challenges of Building a Great Employer Brand 

In a recent publication called the “Employer brand study“, researchers found that the biggest concern organisations face today is an inability to attract the right talent. More than half of the respondents listed “recruitment” as their ultimate challenge.  

While branding can support the hiring process, companies first need to define and consistently promote the right image. “Maintaining a positive public image” is another worry for tech groups.  

The question is how organisations can build a brand that effectively attracts talent, then maintain that reputation for the long term?   

The following best practices might be the answer.  

 

1. Developing Strong Company Goals, Culture, and Values 

A great brand begins with solid foundations. Leaders and decision-makers need to determine what they want their business to be associated with. To begin, write down a brainstorm of words connected to your venture, asking yourself: 

  • What’s your purpose as a professional institution? 
  • What do current employees value in both the company and themselves? (Perhaps you offer the best cloud tech training?) 
  • What are your accomplishments? (You might have the best salesforce tech on the market) 
  • What is your vision? 

Once you have a list of things that make you special, focus on a select few to define yourself as an employer.  

 

 

2. Creating Compelling Employee Stories 

When potential hires begin planning their careers, they sometimes look for stories about other successful professionals that they can resonate with.  

Promoting the stories of your top employees on your social and online pages can help you to demonstrate what you offer applicants in your field. It also gives existing staff members a voice which can make them feel more devoted to the business.  

Consider sharing case studies about how your Salesforce manager accessed new technology to make your organisation more efficient or ask people in your team to share their personal stories on LinkedIn, Facebook, or a corporate blog.  

 

3. Improving Communication  

Clear and open communication is crucial to any venture. If you’re not sure what compelled your current hires to work for you, ask them what they love about your brand.  

Listening to the praise and complaints of your staff can help you to cheaply and effectively solve the problems of maintaining a strong and authentic image. It also demonstrates that you respect your hires, which makes them feel more engaged at work.  

Direct communication builds the most honest, and sustainable employer brands.  

 

4. Making the Most of Technology

As a tech enterprise, it only makes sense that your institution would make the most of the digital tools available today. Ask your digital marketing team for help building a commanding presence online and remember to make the most of social media.  

Ideally, every touchpoint you use to interact with possible applicants needs to be synchronised to ensure you are presenting a consistent employer brand.  

Look for ways to continually convince high-performing recruits that they belong to your team. For instance, share corporate whitepapers, show off some of your employee benefits, or simply allow your team to recommend you on social platforms.    

 

5. Optimising the Onboarding Process

 

 

Finally, a great employer brand cannot be all talk and no action. From the moment someone agrees to join your team, show them how much value you must bring to the table.  

During the onboarding process, introduce candidates to the unique benefits they can get with your brand. Showcase the wellness programme you have in place to support your tech talent and introduce any training opportunities you might have.  

As you welcome new talent into your team, reinforce the belief that they have made the right decision to come and work for you.  

 

About Resource On Demand 

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on +44 20 8123 7769 

How to Manage Your “Cloud” Career This Year

Successful career development requires constant focus and planning. This is particularly true in the technology sector, where needs and trends are frequently evolving, pushing talent to transform their expectations and adapt to new skills.  

If you have a passion for the agile and evolving world of cloud computing, then the easiest way to set yourself up for gainful employment, is to design a roadmap for attaining the perfect position. This means thinking about where you are right now, where you hope to be soon, and what you need to do to make the journey.  

Although professional progress happens differently for every person, the following tips will set you up on the path to positive growth in the “cloud” space.  

 

1. Start with a Self-Assessment (Audit) 

 

 

Choosing the best path to your destination begins with discovering where you are right now. Do this by assessing your current skill set and comparing your potential against an example CV or profile for someone in the job you hope to get. If you’re not sure what kind of talents you’ll need to cultivate, you can always speak to a specialist recruitment agency for their tips and tricks on getting into the right trade. 

A good auditing process will involve looking not just at your qualifications and education, but also your attitude, behaviours, and any must-have competencies that your ideal employer might be searching for.  

Carrying out a self-assessment will help you to identify the gaps in your character that you’ll need to fill to earn the attention of the best cloud companies. Remember that social skills and the ability to communicate with existing employees will be very important for most cloud stars.  

 

2. Set “SMART” Goals 

Once you know where your journey to success begins, you’ll be able to start setting milestones and goals for the future that will help to guide you along the right path. While there’s nothing wrong with setting lofty ambitions for yourself, make sure that any of the targets you implement are “SMART”: 

  • Specific (Give yourself as much context as possible) 
  • Measurable (Provide clear criteria to measure your progress) 
  • Attainable (Know you can achieve your goals) 
  • Relevant (Don’t allow yourself to stray from your focus) 
  • Time-bound (Commit to a certain schedule) 

Ideally, your aims should be “short-term” in the cloud industry, as the sector is constantly changing, and five-year plans may quickly become irrelevant or out-dated.  

 

3. Develop Experience and Connections  

 

 

Sometimes, getting the right experience for your new cloud career isn’t just about attending a lecture or completing a course. On-the-job insights are incredibly valuable, so look out for opportunities where you might be able to volunteer to take on cloud-based projects in an existing role or learn something new at an industry conference.  

Speaking of conferences, who you know can be as important as “what” you know in the technology sector. While you’re out working, studying, or even shadowing experts in your field, look for opportunities to build relationship with peers in your space. You can even connect with thought-leaders online through social media and specialist forums to improve your chances of finding the right employer.  

 

4. Plan for Consistent Learning

In a highly skilled sector like cloud computing, it’s important to remember that your education will never be “complete”. As the industry continues to evolve, and new updates are released into the marketplace, the professional with the most up-to-date knowledge will be the one that gains the most employment opportunities 

Look for ways that you can keep your skills on the cutting edge by volunteering to take on relevant challenges with your existing employer or signing up for podcasts and classes. There are countless ways to learn in today’s highly-connected digital world.  

 

5. Become More “Influential”

 

 

It’s easy to forget that soft skills are just as important as hard talents in the cloud technology space. Many experts get so caught up in chasing the right formal education, that they forget how important it can be to enhance their communication abilities, and learn how to speak to CEOs, and business leaders.  

As a cloud-computing expert, you’ll be the person responsible for convincing the managers in your team that you need to take on a new piece of technology or start a different business process. This means that you may need to demonstrate the power of the cloud ecosystem to your employer at any moment.  

Practice communicating your ideas in a value-focused way – reducing your reliance on jargon and building your confidence around public speaking. The right employee can convince anyone to value their skills.  

How Healthy is Your Working Environment?

In the average workplace, there are countless factors that can contribute to an employee’s productivity, efficiency, and sense of overall satisfaction. One of the most important elements that a company can focus on, is delivering a healthy space for their staff.  

A healthy work environment is more than just an office with plenty of fresh air and no damp in the vents. Giving your technology team the right setting means ensuring that they have the resources, space, and methodologies available to nourish creativity and productivity in their roles.  

If you haven’t incorporated a workplace wellness strategy yet, the following tips can help to get you started.  

1. Encourage More Time Away from the Desk 

 

 

Research shows that it’s not healthy for us to spend too much time sitting down. Yet, most of technology professionals spend long days hunched in front of their computer for hours on end.  

While there’s nothing wrong with being focused on the task at hand, hours sitting at a desk staring at the same four walls can drain anyone’s creativity. Encouraging your professionals to stand up and get moving once every couple of hours can help to relieve eyestrain, banish muscle fatigue, and revitalise concentration.  

There are apps you can install onto your talent’s tech to remind them to take a break, get up, and stretch.

2. Build More Trust 

Great employee wellness isn’t just about improving physical health, it’s also about giving your experts a place where they feel comfortable and supported. Trust and fairness are considered to be some of the most important elements of a good workplace. However, it can be difficult to give your staff the experience they’re looking for.  

Consider using some of the following steps: 

  • Listen to the needs of your hires and adjust your environment accordingly.  
  • Make firm commitments to progress, don’t just say you’ll “do your best”. 
  • Keep your promises – never overpromise and underdeliver.  
  • Work as a team to overcome health obstacles and productivity issues.  

3. Communication is Key

 

 

Another important aspect of encouraging good mental health is making sure that each person in your staff feels connected to the rest of their group. It’s not enough to simply push your people to work on projects together. Establishing a stronger working relationship with your teams will help them to be more innovative, provide better service, and accomplish more for your brand.  

As the technology space becomes more dispersed, it might be a good idea to invest in video conferencing tools so that your remote and in-office professionals can still communicate on a face-to-face basis.  

4. Make “Wellness” Part of your Company Culture

According to experts, programs for good workplace health are linked to better productivity, reductions in long-term healthcare costs, and less absenteeism. However, the best strategies require absolute buy-in from all your staff if they’re going to work. This means that you need to find a way to make wellness a part of your employee’s daily routine.  

Some ways you can introduce health and fitness to the company culture include: 

  • Emphasizing education with regular lessons on good health.  
  • Promoting preventative care with on-site vaccinations and diet plans 
  • Provide healthier snacks in the staff room 
  • Deliver resources that help people make a positive change (like a gym, or company wellness centre) 
  • Be mindful of mental health and offer referrals to professionals facing difficulties with stress or depression.  

 

5. Recognise and Reward

 

 

Alongside committing to employee development plans, providing regular recognition is one of the best ways to retain key staff members. Your recruits want to know that you appreciate them and respect their needs and linking your reward programs to wellness initiatives will help to motivate your people towards their goals.  

Getting healthy isn’t always easy. Setting milestones for your professionals to reach can be a great way to keep them on track. Then, when a goal is accomplished, you can celebrate a person’s accomplishment with the team – helping them to feel more like part of the family. A celebration doesn’t have to be big or expensive to be meaningful. It might be something as simple as treating the group to a cup of coffee.  

6. Have Some Fun

Finally, better health in the office doesn’t have to be all about vaccinations and serious discussions about fitness. Research shows that businesses with happier employees experience lower turnover rates, higher profitability, and better satisfaction. Find ways to remind your staff that it’s okay to have fun in the workplace from time to time. For instance: 

  • Book regular team-building exercises 
  • Encourage team outings to help groups “bond” at work 
  • Issue questionnaires to gauge happiness levels 
  • Find ways to shake up the status quo occasionally (perhaps with a “healthy snack” day or employee outing) 

Remember to ask your talent what they’d like to do to improve their health and fitness too. You might be surprised by some of the fun and effective ideas that end up on your desk.