How to Create Development Plans for Your Employees

Congratulations!  

With the support of your specialist recruitment agency, you’ve found the talented candidate that’s going to deliver growth and profit to your business. However, it’s important to remember that the work doesn’t stop here.  

Making the most of your talented tech recruit means putting a plan in place that will guide them through their professional development in your organisation.  

A good employee development plan retains crucial staff members by showing them that there’s a future available in your business. At the same time, as skillsets expand within your team, you’ll find that you have more useful resources to tap into when you want to enhance and innovate in your chosen industry.  

Of course, a great plan isn’t written on a whim. The following steps will help you to create a strategic schedule for hiring success.  

 

 

1: Consider Your Corporate Goals  

Before you start setting targets for your new recruits, you’ll need to align your staff development plan with the ambitions you have for your company overall. Think about what you want to accomplish in your organisation, both in the long-term, and the short term. This will make it easier to pinpoint any critical competencies that your hires will need to support your objectives.  

For instance, if you’re planning to drive more effort into marketing automation, you’ll need leaders who can effectively access the software and resources available that can streamline your strategy.  

Remember, developing the talents of existing staff members can be more time and cost-effective way to prepare for the future, compared to the complexities of recruiting and onboarding outsiders.  

 

2: Evaluate Employee Needs  

An understanding of your business missions will give you a list of abilities you’ll need to cultivate in your organisation. However, just because you need a few Salesforce administration experts in your group, doesn’t mean that everyone in your enterprise will require the same training.  

Instead of lumping everyone together in the same space, consider the needs of your experts as individuals. While some may need help with soft skills, others will require a focused education in software and services.  

Some of your recruits will have a professional path in mind from the moment they join your venture. However, even the most focused IT experts don’t always know how to get started.  

 

3: Speak to your Team 

 

 

Since the needs of every person in your company are likely to be different, don’t just assume you know each staff members’ career aspirations and skill levels. Instead, set up interviews with each candidate to get a better understanding of what they want to accomplish with your organisation.  

Remember, development plans require buy-in from your professionals, so make sure that your employees are prepared to invest in their own futures. Consider the following: 

  • What skills do they need to perform best in their role? 
  • Which resources would support them to perform better, or achieve better results for the brand? 
  • Are there any tasks they struggle with? 
  • What are their personal goals, and how do they align with business targets? 
  • What actions have they taken to progress their own career? 

Speaking to your people will help you to plan a strategy where everyone works together towards a brighter future.  

 

4: Develop an Action Plan

Evaluating your business and interviewing your team will have given you a direction for your development process. Now, all you need to do is figure out how you’re going to get from point “A” to point “B”.  

Importantly, there are plenty of options available that go beyond standard one-on-one training or teaching courses. Depending on the needs of your hires, and the demographic you want to appeal to, you can invest in everything from mentoring to in-house visits from instructors.  

Once you have a few details in mind, develop a schedule that helps employees to see where they’re headed next on their journey within your company. Remember, you’ll also need to address issues like whether your staff will need time off to complete their training. 

 

5: Monitor Your Progress 

 

Incredible business growth often starts with a good plan. The more effort you put into helping your people uncover their real potential, the more your company culture will benefit from their loyalty, engagement, and their enhanced skill set.  

To ensure that your strategy is having the right impact, make sure that you: 

  • Ask for frequent feedback from your team 
  • Schedule meetings and monitor progress 
  • Review any training strategies that may need to change with time 

In a space as fast-moving and unpredictable as the technology sector, giving your candidates the tools they need to excel in their new role may be the easiest way to boost return on investment for any successful hire 

 

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, software testing and Salesforce.

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.

Why Your Business Needs to Work in 90 Day Cycles This Year

Many people start the new year with lofty dreams of the months ahead. If you’re a business owner, then those goals are often connected to the ambitions you have for your company. For instance, you might tell yourself that you’ll hire the perfect team, or double your revenue by the time the year is through.  

While there’s nothing wrong with reaching for the stars, long-term goals aren’t always as effective as you might think when it comes to boosting motivation. In the technology world, the development of new innovations and the arrival of transformative trends may mean that your vision of the future quickly becomes outdated.  

The complexity of business planning in an agile sector is why many tech companies have begun to work in short-term cycles of three months or less.  

Let’s explore how ninety-day objectives can help you to grow more rapidly as a technology innovator.  

 

 

The Benefits of 90-Day Goals 

Running a successful tech company isn’t just about having the right skills in your workforce. Teams perform at their best when they’re focused on a collaborative goal. This means that planning for your future might be the key to keeping your professionals motivated and inspired.  

For some companies, a 12-month target is a perfect way to ensure that your employees are keeping their eye on the prize. However, for other, more disruptive technology companies, it may be easier to work in shorter cycles that allow you to respond proactively to changes in the marketplace.  

A lot can happen within 12 months, particularly in a space where new, and revolutionary ideas are emerging almost daily. One sudden change in the sector can be enough to render your goal irrelevant, leaving your team confused and uncertain about what they need to do next.  

By planning the future of your organisation in 90-day segments, you ensure that there’s plenty of room to adapt to trends and alter your course when necessary. This means that your staff superstars are always working on the most relevant mission.  

 

Setting Your 90-Day Business Goals 

To map your growth over the next three months, the first thing you’ll need to do is refine your overall goals as an organisation. While it might be realistic to say that you’re going to double your revenue by the end of the year, it’s far less likely that you’ll achieve that objective within 90 days.  

Short time limits require you to think about your future from a different perspective. The following tips will help to direct you towards success.
 

Step 1: Define “SMART” Targets 

 

 

Think about the specific areas that you want to focus on in the next quarter. For instance, maybe you want to use marketing automation to access more leads while reducing your budgetary spend. On the other hand, you may want to invest more money into the customer experience.  

Whatever your intentions are for the next 90 days, make sure that your mission is: 

  • S: Specific 
  • M: Measurable 
  • A: Attainable 
  • R: Realistic 
  • T: Time-based 

It may be helpful to write your aim down so that your employees can refer to it whenever they’re making an important decision for the future of your venture. A 3-month goal may help to stop your staff from feeling too overwhelmed by what’s expected of them in the year ahead.
 

Step 2: Get Your Whole Team Involved 

Once you have a maximum of three goals in mind for your business to achieve in the next ninety days, get the experts involved. After all, they know best what they can realistically accomplish over the next ninety days, and they’ll be able to indicate whether three months is a reasonable timeframe for your objectives.  

Ask your team to offer feedback on your proposed plan. This is a great way to come up with some creative solutions for any problems you might face in the months ahead. Additionally, it creates accountability in your organisation, as everyone will leave the meeting with a firm understanding of what he or she needs to do.  

 

 

Step 3: Make Every Goal Actionable  

Finally, once your business has agreed on a set of key objectives, you’ll need to unpack each idea and transform them into actionable directions that will drive your company towards success. Don’t leave your professionals to guess at what they’re supposed to do each day, week, and month.  

The best goals are easy to understand. They come with guidelines that help everyone in your organisation to know precisely what they need to do in any set of circumstances. The more precise your targets are, the less likely you are to be waylaid by disruptive changes in the industry.  

 

Should You Be Using 90-Day Cycles? 

In the technology sector, 90-day aims may be the key to agility and success.  

Three months is neither too long nor too short. This means that it’s easier to keep track of whatever might be happening in your niche and respond accordingly.  

Not only do short-term ambitions combat procrastination, because they push your employees to act immediately, but they also ensure that you’re more likely to see the results of your efforts in less time.  

What’s more, if a 90-day target doesn’t work out exactly as planned, it’s a lot less upsetting to go back to the drawing board and make some changes to your choices. Waiting an entire year to notice a mistake might mean that you fall too far behind your competitors to catch up.  

Strategic goals are the key to success in any business environment. In the technology space, bite-sized chunks can help you to reach new heights, one step at a time.  

 

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, software testing and Salesforce.

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 Dos and Don’ts of Today’s Successful CVs

The curriculum vitae can be the ultimate resource for any modern job-seeker.  

Your CV is your first opportunity to impress a new company and show them that you have what it takes to survive, and thrive in their available role. However, many professionals struggle to unlock the full potential of their CV, because they treat it as a static document, rather than an ever-evolving expression of their skills.  

Though updating your template and re-writing your cover letter every time you see a new job opportunity might seem like an exhausting process, it’s crucial for those who want to outshine the other candidates in the marketplace.  

The technology sector is constantly evolving, and only the most up-to-date and accurate CV will capture the attention of a hiring manager.  

The following Dos and Don’ts will help to ensure that you don’t miss out on the position of your dreams, thanks to an uninspiring application.  

 

The “Dos” of Updating your CV 

 

 

Now that the New Year has begun, it’s the perfect time to evaluate the documents you use in your standard career search. While you’re adding new skills, and removing inappropriate information, make sure that you do the following things: 

 

“Do” Keep it Short and Simple 

It’s tempting to believe that the more you write on your curriculum vitae about marketing automation, salesforce, and software testing, the more impressive you’ll appear. However, remember that most hiring experts will merely skim the applications they receive.  

If your CV is an overwhelming block of text, then a manager might discard it without a second thought. Instead, keep your message as simple and focused as possible. If the resulting document is more than two pages long, go back and find something you can remove.  

 

“Do” Highlight your Accomplishments 

A lot of technology CVs can end up reading like a list of chores when you’re trying to demonstrate what you did for your last employer. Writing “updated company software”, or “acted as a Salesforce admin” on your history won’t inspire much excitement from the average business owner.  

Instead of outlining what you did, highlight the things you accomplished on behalf of the company. For instance, did you create a new programme that saved your team a lot of time? Did your suggestion to install a new application lead to bigger profits for the project? Demonstrate the measurable value of your skills.  

 

“Do” Tailor the CV to the Role 

 

 

Hiring managers in the technology industry are very picky when it comes to choosing the right IT superstar. They can pick a generic application out instantly, and a copy-pasted CV won’t impress anyone.   

Rather than throwing a jumble of information down onto a couple of pages and expecting your new boss to translate the result, make sure that you tailor-make each CV to suit the career or role you’re applying for. This will show the person making the decisions that you’re truly invested in the job.  

 

“Do” Use the Right Formatting 

As a technology expert, you probably know how to use a basic set of document processing programmes to make your CV look and sound incredible. Make sure that there’s plenty of white space included that makes the document as easy to read as possible.  

At the same time, think about including keywords from your chosen job listing in your CV. For instance, if the specifications call for an “HCM technician”, then use the word “HCM” in your writing wherever you can. This will make it easier for an organisation to associate your skills with their recruitment needs.  

 

The Don’ts of Updating Your CV 

While there’s no one-size-fits-all solution for the perfect role application, there are a few standard mistakes you need to avoid if you want the best chance of getting the position of your dreams. Keep the following “don’ts” in mind when you’re refining your curriculum vitae.  

 

“Don’t” Use Too Much Jargon 

 

 

As a technology specialist, you’ll definitely need to use some technical language in your CV – particularly when you’re listing your skills and certifications. However, avoid using too much jargon – particularly when it comes to acronyms and terms that might have been specific to a previous employer.  

Keep your focus on industry terms that everyone in your niche will know, but remember that not all recruiters are familiar with complex IT phrases. 

 

“Don’t” Waste Space on Interests 

If you need to clear extra space on your CV, then you can always consider getting rid of the “Interests” section. Although this space can be useful when it comes to highlighting your passion for the industry or showcasing things that you’re particularly passionate about, it’s not as crucial as demonstrating your experiences and accomplishments.  

When you’re reading through your application and looking for any grammar or spelling mistakes, ask yourself whether the Interests section really adds anything to your CV. If it’s just taking up extra room, you can remove it completely.  

 

Finally, while your CV should effectively demonstrate how suitable you are for a specific role, your cover letter can be another way to show a hiring manager or recruitment agency that you’ve done your research.  

A cover letter can allow you to expand on some of the things you touch on in your application, and explain how your specific skills suit the role in question. 

 

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, software testing and Salesforce.

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.

How to Improve Your Customer Service in 2018

The New Year has finally arrived, and with it comes an increasing demand to satisfy the growing needs of tech-savvy customers. In today’s digitally-connected world, your clients expect to interact with your business through a range of diverse channels, from instant messaging to an audio call.  

If you’re not equipped with the right resources and personnel to meet their expectations, then you might risk losing valuable custom, and profits. In fact, 78% of customers abandon a transaction due to poor customer service.  

The good news is that if you can equip your IT stars with the right technology in 2018, you can set your company apart from other competitors in the marketplace. This can translate to bigger sales, stronger connections with your target audience, and better brand loyalty.  

So, where can you begin? 

 

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Step 1: Understand your Audience with Data Analytics 

Data analytics is more than just a buzzword for marketing automation technicians. The more information you have about your sector, chosen market, and the buying journey your customer go through, the more you can adapt your strategy to suit the needs of crucial big-spenders.  

Making the most of big data might mean accessing the support of a specialist recruitment agency so that you can find a data specialist for your organisation. On the other hand, you may need to invest in new technology to make gathering and analysing information more manageable for your existing team.  

Ultimately, the information you collect will be the key to identifying customer pain points, discovering the solutions your clients need most, and producing a better range of products and services.  

 

Step 2: Upgrade Your Team to AI 

Investing in artificial intelligence (AI) for the age of customer satisfaction doesn’t mean replacing all your technicians with robots or chatbots. Instead, it’s about selecting the machine learning solutions that will support your sales experts, and deliver better satisfaction to your customers.  

For instance, many of today’s consumers feel frustrated when they phone a service line, just to be passed between various support agents who ask them to repeat their issue several times. Artificial intelligence solutions today can gather information about a customer before an agent ever answers the phone. With the help of an automation expert, your AI can then instantly direct each call towards the representative best suited to handle a specific problem.  

With the development of things like natural language processing and sentiment analysis, new AI strategies can even evaluate customer tone of voice and warn you if they’re beginning to feel upset or frustrated.  

 

Step 3: Deliver an Omnichannel Experience 

 

 

Today, hiring the perfect customer response team for your technology business is about more than looking for experts who know how to answer the phone, and respond to queries in person. Today’s service agents must be equipped to handle complaints and conversations on a collection of channels, all the way from mobile to social media.  

If you don’t have enough people in your staff to respond to every query on your website, over the phone, and via email, then it may be a good idea to invest in chatbots as an alternative solution. Bringing robotic applications into your organisation might mean that chatbots handle more of the admin associated with serving customers. This means that your sales employees have more time to focus on the issues that demand their attention.  

 

Step 4: Align Service and Sales 

As more businesses recognise the importance of excellent customer experience in their differentiation strategies, they also begin to notice the problems that come with separating different groups in the professional space.  

In the past, sales and service teams have operated in separate silos, rarely working together to streamline the buying cycle. However, the development of new technologies might mean that bringing your staff together leads to a better contextual experience for your customer. For instance, if your sales team provides your service team with knowledge about a client’s buying patterns, an agent might be able to suggest better solutions to that individual’s problems during their next conversation.  

Your Salesforce expert may be particularly useful in helping you bridge the gap between support and sales.  

 

Step 5: Empower your Customers 

 

 

Finally, today’s customers no longer need agents to hold their hand throughout the buying process. Companies are selling to a generation of “digital nomads” who feel comfortable interacting with AI and serving themselves through automated checkouts.  

While your clients expect 24/7 support from your organisation, that doesn’t mean that they want to call your contact centre at 2am is just to troubleshoot an issue. Instead, most consumers would prefer to access digital self-service strategies, complete with FAQs, automated chat bots, and instant messaging services.  

As your investors become increasingly independent, it’s essential to ensure that you have the right staff on hand to support their journey. However, you’ll also need to invest in the technology that allows your shopper to serve themselves too.  

 

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, software testing and Salesforce.

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.

What Technology Stars Will Want from Their Employer Next Year

 

Technology is one of the fastest-growing sectors in the world. Every day, it seems as though new innovations are hitting the marketplace, changing the way that we respond to everyday challenges and concerns. Although this is excellent news for talented candidates who want to take their pick of organisations to work for, it’s not as exciting for businesses, who struggle to get their hands on the perfect hires.  

It’s no wonder that companies like Airbnb are now giving their employees an annual budget for travel, and Amazon is cutting down on the work week. Employers around the globe are continually searching for new and improved ways to attract the hires they need most.  

With rates of workforce loyalty falling lower than ever, and the costs of replacing employees rising ever-higher, the question is: “Does your organisation know what it needs to do to attract technology stars this year?”  

 

1. Work-Life Balance 

According to numerous Deloitte and CIPD surveys, employees now consider “work-life balance” to be one of the most important factors when it comes to deciding whom they want to work for. In fact, it might be even more crucial than salary for some of your potential new hires. 

As the professional environment grows more chaotic and fast-paced, it’s important to remember that there are only so many hours in the day. The more time an employer demands from their staff, the more likely that employer is to push their critical recruits out of the door. 

In the technology world, offering work-life balance opportunities can be easier than you think. For instance, many of the tasks associated with Salesforce development and consulting can be implemented from anywhere, using remote software and collaboration tools. Consider whether a flexible working schedule might make you more attractive to the talent you need.  

 

2. Inclusion and Respect 

 

 

No matter what kind of candidate you’re looking for in the job market today, it’s important to note that almost every employee expects a certain level of respect from their manager or supervisor.

According to a study from the Harvard Business Review in 2014, that is still as relevant today; employees will always be more engaged when they feel their “core” needs are being met. These needs include: 

  • Purpose: Finding meaning in your work. 
  • Focus: Knowing what’s expected of you. 
  • Understanding: Being able to take breaks at work. 
  • Recognition: Feeling valued by the team. 

Technology professionals know that they’re in demand right now, so if they don’t feel as though they’re being appreciated in your business, they’ll happily look for employment elsewhere.  

 

3. Opportunities for Development  

Technology is a constantly evolving and shifting sector. This means that the experts you hire in this industry are likely to be searching for a role that opens new doors for them in an innovative environment. Make sure that the people you bring onto your team can see a future for themselves within your organisation, complete with plenty of new technology to play with.  

A candidate who feels as though they might stagnate in a new role, or be unable to show off their skills in full is more likely to look elsewhere for opportunities. With that in mind, it might be worth looking for ways that you can support your staff by giving them new training and learning opportunities to tap into.  

Remember, today’s talent isn’t just looking for a high salary. Potential new hires want to know that they’re setting themselves up for a dynamic and exciting career.  

 

4. Teamwork 

 

 

Most people work better in groups than they do alone. Although it’s true that technology professionals are generally more independent than other experts in the job market, that doesn’t mean that they don’t want opportunities to collaborate and communicate with people who are relevant to their position.  

The critical thing to remember about teamwork in the technology environment is that it might not involve bringing groups together in person. Instead, today’s employees with a tech background are more likely to expect you to have systems in place that allow them to speak to their team members through digital mediums.  

For instance, you might need to invest in a social intranet for your workplace, or think about downloading some collaborative software into your network.  

 

5. A Source of Motivation

Finally, the fact that the technology sector is always changing and growing means that you’re more likely to be hiring people from the “millennial” demographic as the new few years move forward.  

Many millennials are currently in the search for careers that not only allow them to make the most of their skills, but also keep them motivated with a sense of meaning, purpose, or pride. This generation wants to work with organisations that are socially responsible, and potentially have a positive impact on the world around them.  

Think about how you can motivate a more socially-connected team as you enter the new year, and you will then attract the talent to take your organisation forward. 

 

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, software testing and Salesforce.

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.

How to Plan Your Cloud Technology Career Next Year

 

Thanks to an emerging age of digital transformation, the technology world is evolving at break-neck speed, with more new and exciting concepts emerging every day. This means that there are more employment opportunities available throughout the sector for those willing to expand their skills, and strive for success.  

Now that the New Year is a matter of weeks away, it’s the perfect time for cloud-based tech professionals to start thinking back over the year they left behind and asking themselves whether it might be time to make a change for 2018. 

If the promotion or career opportunity you had been dreaming of didn’t happen in 2017, then that might be a sign that you need to refine your job plan 

Now that the cloud dominates our lives, for everything from hosting to software development, you might be in the perfect position to find the role of your dreams.  

All you need is a solid career strategy.  

 

Step 1: Understand Yourself, and What You Want 

Just knowing that you want to develop your career in cloud technology might not be enough to bring the opportunities you’re looking for your way. Instead, you’ll need to consider where you are now, where you want to be, and what avenues you’ll need to explore to reach your goals.  

Think about the following questions: 

  • Am I happy with my current job? 
  • What kind of cloud tech would I like to work with? 
  • What are my strengths and development areas? 
  • What do I want to get out of my career? 
  • How can I improve my opportunities in the industry? 

Remember, in the ever-evolving cloud environment; you don’t need to make a plan that lasts forever. Instead, think about where you’d like to be in the next 3 to 5 years, then revisit your roadmap at a later stage.  

 

Step 2: Look for Inspiration 

 

 

Once you have a good idea of what your dream employment opportunity might look like, you can start thinking about what you might need to do to get from where you are now, to where you want to be. an excellent way to do this is to seek out insights from people who have already achieved the goals you’ve set for yourself.  

In today’s highly-connected digital environment, it’s easy to track down cloud professionals who have made their mark in the world. Through social media sites like LinkedIn, or blog posts from professionals, you can read up on the journey that experts just like you have taken to get to where they are today.  

If you struggle to find the information you need, then remember that talking to an enlightening. These companies know exactly what companies search for in a cloud pro.  

 

Step 3: Determine What Changes You’ll Need to Make 

There’s a good chance that if you want to get a higher, more authoritative position within the technology world, you’ll need to update your skills. The changing trends of the technology environment mean that competitive organisations are always searching for talent that can handle the latest software and developments.  

For instance, if you want to be a cloud software professional, then you might need to update your skills in machine learning and artificial intelligence. Today’s businesses are tapping into more AI than ever before to automatically evaluate the data they store in the cloud.  

Alternatively, you might want to think about focusing your skills on areas like Salesforce, marketing automation, or IoT. Consider how you can link your affinities with movements in the marketplace.  

 

Step 4: Create a Plan for Your Transition

 

As it becomes easier for you to visualise what you want to accomplish next, you’ll need to put your plan down in writing so that you can simplify the map that you will be following over the next five years. Think about how you’re going to repackage yourself for the recruitment world, and what kind of preparation you’ll need to do.  

It might be useful to develop a list of tasks you hope to complete as you approach the year ahead, and establish a timeline for when you want to achieve different things. For instance, it can be helpful for technology employees to enhance their soft skills before an interview. 

Expect to encounter a few hurdles on the road to success. After all, achieving your dream career isn’t always a simple process.  

 

Step 5: Be Ready to Update and Adapt 

The technology industry is always growing and changing, which means that any professional who wants to thrive in this sector, must be evolving right alongside it. The chances are that you’ll need to frequently update your job plan as you accomplish specific goals, and discover new skills in your arsenal, so don’t be afraid to come back and make tweaks from time to time.  

Generally, it’s helpful to address your strategy once a year and make any changes that might be necessary to keep you on the path to success. However, when it comes to cloud technology, you might want to evaluate your options every time there’s a change in the market or a significant innovation that might affect your opportunities.  

 

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, software testing and Salesforce.

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.

How to Build a High Performing Salesforce Consulting Team

In a sector that’s growing and changing daily, it’s never been more critical for companies reliant on technology to learn how they can make the most out of their digitally-skilled hires. A salesforce consulting team is just one of the many pieces in the puzzle when you’re taking your business into the virtual world, but the efficiency and productivity of this group could make or break your organisation.  

As the marketplace becomes increasingly competitive a unit of Salesforce experts who know how to develop your products, build your brand, and improve your chances of customer conversions, might be the key to getting the edge in your sector.  

Of course, there’s more to creating a high-performance crew than pushing members of staff together into the same room. Leaders must know how to pave the way for success.  

 

1. Lead the Way

Salesforce professionals are naturally innovative, and intuitive people. However, that doesn’t mean that they don’t need guidance to help them progress towards the goals of your company. Leadership can go a long way in any industry, and the more your group can rely on you to demonstrate the quality and type of work you’re looking for, the more likely you are to get results.  

Remember, great leadership improves workplace engagement by 39%. Even if the majority of your work as a manager revolves around showing your Salesforce experts what you want them to do, or delivering examples of what you’re looking for, it’s worth remembering that leadership support and direction is critical.  

 

2. Build Trust Among Employees

A Salesforce consulting team needs to be agile, adaptable, and ready to respond to problems at a moment’s notice. This means that they need to know that they can rely on the other staff members in their group to support them unequivocally when something goes wrong.  

A lack of trust can be detrimental to any organisation, but it’s particularly concerning when you’re relying on your high-performing squad to keep you on the cutting edge in the digital world. While developing trust might take some time, it’s helpful to start by building a culture of accountability, transparency, and open communication in your environment. Make sure people know that it’s safe to admit when they need help, or they’ve made a mistake.  
 

3. Make Sure Everyone Has the Same Vision

No matter what sector your company might be in, great staff can’t work together efficiently unless they know exactly what they’re doing and why. Many businesses forget that the “why” driving their employees forward is just as important as the “what” if you want to keep groups focused and motivated. If the goal of your organisation isn’t apparent, then you’re opening the door for misunderstandings.  

At the start of every new project or campaign, bring your entire Salesforce consulting team together, alongside any other professionals that might be important, including marketing experts, and product development unit. Make sure that everyone thoroughly understands what you’re trying to achieve, and what their role is in making your professional ambitions a reality.  

 

4. Develop a Structure for Success

Even high-performing individuals in the wrong company culture are likely to underperform. However, if you can place your Salesforce experts in the right structure, then you give them all the resources they need to exceed your expectations.  

Think about what kind of help your employees need to perform in your environment. A consulting team will generally need access to a constant stream of high-quality analytics and information, as well as some top-of-the-line technology.  

At the same time, it’s worth thinking about any key challenges your group might face, and how you can empower them to overcome those obstacles. Do you need your professionals to approach you whenever something doesn’t go according to plan, or can you trust them to make their own decisions on how to proceed? 

5. Offer a Compass, Not a Map

Finally, Salesforce consultants and developers generally work better in situations where they have the freedom to show off their skills and demonstrate their creativity. With that in mind, it might be useful to lead your unit by giving them a “compass” for success, rather than mapping out their entire journey for them.  

While a map does offer guidance, it doesn’t always give groups the latitude they need to explore and discover new solutions to common problems. If you allow your Salesforce experts to thrive, then they may be able to find answers to issues that you’ve been facing which transform and improve your business.  

Remember, technology is a continually changing environment, the chances are that your Salesforce professionals know more about the evolving landscape than you do. Give them a chance to show off their talents.  

 

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, software testing and Salesforce.

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.

How to Write Job Descriptions to Build Your High-Performance Team in 2018

As companies around the globe scramble to get their hands on the best technical skills for their organisation, it’s becoming harder than ever for hiring managers to locate and capture the most skilled candidates in the market.  

Around 94% of companies surveyed today suggest that talent acquisition is essential to their brand’s ability to succeed in their business strategy. That means that if you’re not already attracting the right people into your business, you will need to make changes to your recruitment process.  

The first step towards success in any industry is writing a dynamic, enticing job specification, that engages applicants, and helps to bridge the gaps between the ambitions of emerging professionals, and the needs of your organisation.  

So, how do you create the most attractive job description to attract the cloud technology stars you want.  Ana, please link to the other post this month about what Technology stars want. 

 

1. Start by Selling Your Open Position

A job description is more than just an outline of the role you’re hoping to fill in your company, they’re also a form of marketing, as they’re designed to attract people to your brand. You need to sell the top recruits in your field on the idea that your opportunity is better than anything else in the industry.  

You won’t get the “sale” you’re looking for unless you post “hooks” in your description too. These are the triggers that are most likely to prompt action among the people you want to connect with. Hooks for a high-performance team are likely to include: 

  • Location information: The best talent wants to work close to home or can dial in remotely. So, make sure your potential staff know where you are.  
  • Skill requirements: People want to see themselves thriving in the careers they apply for. Add the skills your new team member will use. 
  • Value: Finally, you’ll need to show that you have something unique to offer the people in your professional group. From benefits to an excellent salary, it’s up to you to “sell” the offer.  

 

2. Include the Right Information

Whether you’re searching for talent in the Salesforce world, or you want a marketing automation expert to help your company thrive, the chances are that your candidates are starting their search online and through a specialist technology recruitment agency. That means that you need to have the right presence in the digital world.  

Include keywords and phrases that are relevant to the position you’re trying to fill. For example, if you’re on the lookout for a Technical Project Manager, then you might want to include content around having a background of implementing different solutions such as Sales Cloud, Service Cloud or Marketing Cloud.
 

3. Envision the Perfect Candidate

Though it can be difficult to imagine the right recruit before you’ve had a chance to interview anyone, it can be worth picturing the perfect candidate before you start writing job descriptions. Think about all the critical qualities you need from your potential staff member.  

While it’s all right to have high expectations, be realistic too. If you’re looking for a marketing automation expert, then you can’t expect them to be proficient in product development and copywriting also. Instead, focus on the few things you really need from a candidate.  

Envisioning who you want to hire will help you to specify an idea of the right applicant, while also making it easier for you to decide where you’re going to place your role specs for the best chances of success.  

 

4. Make Sure You Stand Out

If you’re hoping to connect with talent in a trending area, such as technology and Salesforce development, then there’s a good chance you’ll be competing with a number of organisations for a chance to hire the ideal person. With that in mind, examine how you can make your role description stand out from the crowd and speak into what is truly important to the candidates you want to attract; this is where your specialist recruiting partner’s expertise will help. 

 

5. Job Descriptions And Your Employer Brand #Alignment

Finally, the rise of social media and the inter-connectedness of the online environment has changed the way that crucial talent evaluates career opportunities with organisations they want to work with today. 

As an experienced recruitment organisation in the technology space, it’s not uncommon for candidates we approach to jump online and search for your organisation as we have our initial conversations. 

The question is what does your online presence say about you? Though the role description might look enticing does the rest of your ‘employer brand’ align with the promises of your job description? 

Do you have an active social media presence a news or blog page the comments on the latest trends in your field? Case studies of employees who are part of your team and why, for them, you have turned out to be a fantastic employer. 

Recruiting business critical staff has many moving parts; from a recruiting partner that knows the market and has access to high performing candidates, to a job description that is clear and enticing to what you say on your Facebook page. 

 

The question is, are you getting it right?  

If you think you do have gaps, we can help. 

At ROD we are considered the leading provider of cloud technology, digital marketing, salesforce, Human Capital Management (HCM) and Salesforce recruitment solutions across the UK and Europe. 

Over the years we have helped companies of all sizes to grow their teams of cloud technology and SaaS experts.  Companies such as; technology and cloud start-ups, global end users, tier 1 consulting organisations, boutique consulting partners, not-for-profit organisations and Independent Software Vendors (ISVs). To get in contact call us on +44 20 8123 7769 or drop us an email here. 

3 Reasons Why Job-Hopping May Not Secure Your CMO Career Goal

Young marketers searching for an opportunity in the business world can be ambitious, optimistic, and brimming with potential. Also, many of them are also part of the “millennial” generation, known for their somewhat ‘different’ approach to career development. 

Today, it seems that job-hopping has become a way of life for some young professionals in the marketing sector. Younger candidates often feel that they’re more likely to find the role of their dreams by jumping from one position to another, than they are spending a growing number of years with the same company.  

However, if you’re thinking of embracing a strategy of short-term employment, it’s worth noting that it might do more damage to your career than you think. In fact, contant movement could mean you will miss out on the perfect career opportunity and a chance to realise your career goal of becoming a CMO.

 

Are Millennials Spending Enough Time in Their Roles? 

While there’s some debate over whether it’s millennials, or young people in general that have popularised the concept of job-hopping, a 2016 survey found that 42% of millennials change employers every one-to-three years, compared to 18% of the workforce overall.  

Unstable and unpredictable employees can be a nightmare for businesses who want to secure the best future CMO talent in the market for their organisation. While many candidates believe that moving from one company to another will help them to gather new skills, the truth is that it can cause a range of problems for their employment future.  

So, what are some of the real consequences that come with being a job-hopper, and why might it be the worst way to secure your future? 

 

1. YouMiss Out on Internal Opportunities

Some Millennials claim to play the career market because they’re hoping to move up the corporate ladder. However, they don’t realise that leaving their current position can mean missing out on chances for internal promotion.  

A leadership role like “CMO” is more likely to be filled by a loyal internal staff member than an external hire. Once you’ve found an organisation you feel comfortable with, it may be more beneficial to search for opportunities for internal advancement, instead of checking online forums for “something better”.
 

2. You Put Future Employers Off

Although not all hiring managers will consider job-hopping to be a red flag, around 40% of recruiters suggest that a history of short-term employment can be a worrying sign. After all, turnover and recruitment are expensive concerns for most specialist companies. The last thing a business wants is to hire a talented digital marketing expert with future CMO potential, invest in their development, and then see them move elsewhere.  

When you frequently jump from one role to another, you suggest to your future team that you’re likely to do the same thing again. In a world where the costs of a bad hire can be catastrophic for any organisation, many employers are searching for reliability and security.

 

3. You Get Fewer Opportunities to Learn

While people who change jobs regularly might have a wide variety of experiences within different industries, they can lack the in-depth insights acquired through years in the same company.  

When you’re hoping to become a high-level team member like a CMO, you’ll often find that you get better opportunities to expand your skillset within an organisation that you’ve spent time with. Few businesses are willing to invest time and money into training a specialist who has only been with them for a few months, or seems likely to switch to a different role soon.  

 

Questions to Ask Before You Change Jobs

The millennial generation is used to instant satisfaction. You have immediate access to knowledge and information from around the world, available at the click of a button. While this is a good thing, it’s also meant that many younger professionals have lost the virtue of patience when it comes to achieving the perfect career.  

While there are circumstances when searching for a new job is the best option, here are a few questions to stop you from becoming yet another member of the role-hopping stereotype: 

  1. Am I Leaving Too Soon? You’ll need a compelling narrative to tell future hiring managers why you have left previous positions so quickly.   
  2. Do I Have a Good Reason? Your reason for leaving is crucial. If you resigned because a dream opportunity arrived, this is much better than abandoning your post because you were bored.   
  3. Is There Still Room to Grow Here? If you’re continuing to learn and develop new skills in your current job, then this can be a sign that you need to hold on for a little longer.  

 

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, software testing and Salesforce.

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.

5 Easy-to-Action Tips for a Productive Exit Interview

Losing a valuable employee will always be a challenging experience.  Attrition means that you need to start the complex recruitment process from scratch, and some statistics estimate that the total cost of replacing specialised employees can be equal to 400% of their annual salary 

However, saying goodbye to a team member doesn’t have to be a complete loss. Combined with resources like employee satisfaction surveys and retention feedback, an exit interview can be your opportunity to obtain useful information about what your company does well, and what you need to improve.  

In the right circumstances, an exit interview can be a powerful tool for organisational improvement. All you need to do, is learn how to use this strategy to your advantage.  

 

Exit Interviews: The Benefits to Employers and Employees  

Exit interviews give your business the opportunity to gather the insights that come from people who have spent time within your company. In other words, you can learn what people like about your business, and which factors make them more likely to resign.  

When used correctly, these “farewell” interviews can help you to reduce turnover amongst your critical professionals by addressing issues that are damaging satisfaction and engagement. For instance, if you learn that your specialists feel over-worked and unable to say no to your requests, you can implement a plan for better delegation.   

For a member of your team, the exit interview is a chance to share honest opinions, suggestions, and opinions that they might have felt uncomfortable addressing in the past. Once an employee has handed in their resignation, they’re less likely to hold back about how they really feel.  

Additionally, exit interviews can convince a ‘lost’ staff member that you respect their opinions and thoughts, which may mean that they’re more likely to become an ambassador for your brand in the future.  

So, how can you make your interview as useful as possible? 

 

1. Know What You Want to Achieve

The most successful interviews are planned with specific goals in mind. What you hope to learn from conversations will depend on yourcircumstances, but most organisations want to know why their team members leave, what suggestions they can give to help the company improve, and whether management is doing a good job.  

You might use your exit interview to: 

  • Learn about your company culture: This may include insights into relationships between colleagues, employee motivation, coordination and efficiency, and working conditions.
     
  • Improve management or leadership styles: Your interviewee can tell you if line managers aren’t investing sufficient time with team members when it comes to giving feedback, coaching recognition, and support.
     
  • Update HR benchmarks: If you discover that individuals are leaving for better benefits and salaries, you might decide to make changes to your remuneration to become more competitive.  

 

2. Plan Your Questions in Advance

With your goal in mind, you can begin to plan the questions thatwill deliver the most valuable information from the employees that have chosen to leave your business. Remember, you probably won’t have time for 20 questions, instead, you’ll need to narrow them down to keep the pressure on your staff member to a minimum. 

The exact questions you ask will depend on the circumstances, however, stick to: 

  • The main reasons why they’re leaving: Did they find a new job, get a better offer, feel like they’re not excelling in their current role, or are they frustrated that their skills are underutilised? 
  • Suggestions of how your organisation can do better: Did you need to offer more support, learning opportunities, or an improved benefits package? 
  • What did they like and dislike about the workplace? Do you need to think about adjusting your company culture? 
  • Are there any opportunities available to keep in touch?  

 

3. Make the Interview as Comfortable as Possible

The aim of most exit interviews is to gather as much useful information from the departing team member as possible. To do this, you’ll need to make sure they feel comfortable sharing their opinions with you.  

Sometimes, your best approach will be to schedule the interview with an outside consultant or a HR representative, instead of an immediate manager. Additionally, make sure that you guarantee confidentiality to let your staff know that they can speak freely.  

 

4. Learn About Where They’re Going Next

If someone in your team has been seduced by another employer, then you’ll need to find out why.The more you discover about how competitors are poaching your talent, the more you can take steps to prevent future losses.  

At the same time, knowing what attracts your employees to other pastures can help you to update your practices, and appeal to better candidates when you’re recruiting to fill the gap in your team. Remember, it’s not just about compensation. Today’s professionals are searching for job fit, culture, career growth, and opportunities.  

 

5. Stay Calm and Collected

Finally, it’s tough for any business to hear negative things about their team, their management, or their working styles. However, constructive criticism is often the only way to ensure long-term growth. Remember that your goal with an exit interview isn’t to get your staff member back.

Instead, make sure that your interviewee feels heard and respected while you gather as much information as you can. Ideally, you’ll want your departing employee to leave your company as a future customer and ambassador for your brand.  

 

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, software testing and Salesforce.

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.