Agile Leadership: How Agile Are Your Tech Leaders?

Leaders have specific skills that help them to stand out in almost any environment.  

Your technology leaders might have exceptional organisational abilities and initiative. Your marketing stars may be creative, and ready to take risks. However, no matter what kind of leadership hire you’re looking for, today’s experts often agree that “agility” should be a key feature in your job specs.  

According to research, agility, and the ability to adapt quickly in complex situations delivers the best employees. After all, in a fast-moving environment, what could be better than someone who knows how to pivot to avoid conflict and predict upcoming trends. An agile and flexible leader can recover from failure, embrace innovation and direct a team towards success.  

The question is, how accurately do you detect agility in your teams?
 

What Makes an Agile Leader?  

 

 

Agile leaders possess soft skills that allow them to stay calm under pressure and rise to a range of challenges. Studies by Cornell and the Columbia University Teaching college suggest that leaders who test high for agility perform better when helping companies to grow their bottom lines.  

With the help of a specialist recruitment team and a competency-based interview, it’s possible to uncover a hire’s ability to respond to agile situations. Here are just some of the things your business can look out for.  

1. The Ability to Innovate

In an ever-changing environment like the technology industry, creativity is critical for a good leader. Agile employees know when to challenge the status quo. They provide alternative perspectives on complex topics because they can look at an issue from various angles at once.  

For instance, digital marketplace leader Amazon can credit much of its success to their CEO, Jeff Bezos. To improve customer experience and push the customer satisfaction levels achieved by his company to the next level, Jeff pushed Amazon to invest in everything from drones that deliver products within 2 hours, to fuel-cell manufacturers.   

Agile leaders understand the goals of their organisation and look for creative ways to reach those targets.  

 

2. High Performance in the Face of Challenges

Agile leaders are crucial staff members to have around during a crisis. They know how to observe the data available to them and use their insights to come up with new and creative solutions. Because they’re not afraid or restricted by the idea of failure, these stars are free to pull out all the stops for their employers.  

For instance, when Tesla decided to sell high-end, technology-savvy cars to the public, Elon Musk knew that he had to innovate quickly to stay ahead of the competition. Fortunately, because he had the foresight to recognise upcoming trends in the industry, Musk was able to start installing innovative semi-autonomous systems into his cars before other firms ever had the chance to explore things like AI and machine learning.  

Tesla’s leader didn’t see high levels of competition and evolution as a challenge. Instead, he embraced the nature of the automotive sector and used the pressure of the space to drive innovation.
 

 

3. Willingness to Take Risks

Another cruicial feature to look for in your tech talent is a willingness to take measured risks. After all, the most significant pioneers in the world today didn’t get to where they are now without facing a few risks along the way. Agile leaders know when to venture into new territory and try unfamiliar things. They volunteer for ideas where failure is a possibility and stretch themselves outside of their comfort zones.  

Facebook is a great example of a company with a leader who takes risks. One of the most innovative companies in the world, Facebook generates billions in revenue each year, and it would never have done this unless Mark Zuckerberg had found a way to monetise his platform without compromising user experience.  

The company frequently rolls out new ad formats, introduces new features like 360 videos, and implements new strategies to continue raising revenue without losing customers. All of this innovation requires constant agility and the ability to take risks.  

 

4. The Ability to Reflect on Experience

Finally, an agile leader is an insightful individual with a creative mind. They’re not someone who’s stuck in their ways or unable to respond well to criticism. Many hiring managers already know that the best employees often seek out new experiences and use them as learning opportunities.  

An agile leader looks for feedback and criticism to fuel their growth. In fact, in a Harvard Business Review piece by J.P Flaum and Becky Winkler, the authors say that self-awareness is the highest predictor of C-Suite role success.  

Agile leaders are continually growing and evolving. They’re not defensive or resistant to insights from their peers. Instead, they take the comments given to them and use them to adapt their strategy and improve their understanding of the situations they face.  

 

Thanks  

Lee 

 

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 

Is Your Leadership Development Strategy Fit for the Next Generation of Technology Leaders?

Every year, companies across the globe spend billions on leadership development.  

Yet, despite all this work, 1 in 3 employees still don’t trust their employer.  

The problem here is that the methods we use to transform everyday people into leaders might be outdated. As the Harvard Business Review’s “State of Leadership” report from 2016 suggests, only 7% of companies think their programs are “best in class.” This means that development strategies aren’t relevant or strategic enough to support the next generation of tech talent.  

 

Why Today’s Leadership Development Doesn’t Work 

As the modern workplace becomes more innovative, tech companies are facing a range of new challenges. Digital marketers are embracing AI, while Salesforce consultants look into the importance of big data for customer management. It’s safe to say that everyone is moving towards a more “agile” existence.  

Unfortunately, the methods available for developing leaders today haven’t caught up with these agile practices yet. Instead, companies are still offering their hires traditional education in the form of classroom-taught lessons and clinically-styled training. This removes leaders from the experiential and relevant experiences that would develop their emotional intelligence 

With the disconnect between the development leadership needs, and the training your employees get causing so many problems, the question is, what would work better? How do you support the next generation of tech leaders? 

Here are some suggestions to deploy. 

1. Make Education Experiential

 

 

Learning the theory behind a skill is excellent, but it’s not the same as putting that skill into action. One of the problems that many leadership development programs suffer from is that their training environments aren’t applicable to a leader’s everyday environment. Without a link between lessons and real-world situations, it’s hard for developing managers to fully embrace new skills.  

Make sure your tech talent has the resources, technology, and environment they need during their training sessions to automatically transfer the methodologies they learn into their day-to-day job. Experiential learning strategies encourage “learning by doing.”  

If your software testing manager is going to be working with new marketing software every day, allow them to use it on the same computer they have in the office. If your Salesforce advisor will be developing strategies with a team, bring those other employees into the training too.  

 

2. Support Different Types of Learning

Another problem with leadership development strategies is that they frequently focus on one kind of content. Unfortunately, learners come in many different types, including visual learners, kinaesthetic learners, auditory learners, and reading or writing learners.  

Supporting your leadership hires means providing them with the learning solution they need to make the most out of the education they’re getting. For instance, if you’re working with an auditory learner, you might need to describe how a new piece of software or hardware functions in a face-to-face mentoring environment. On the other hand, a visual learner might prefer the same information in an infographic.  

Discuss educational options with your star performers in advance, so you can set up lessons that suit the way they absorb information.  

 

3. Create Content Relevant to Development Needs

Just as every potential leader learns differently, they also have unique skills that they need to work on too. Not everyone in your organisation will have the same strengths and weaknesses. For instance, some leaders may need help building their communication skills, while others need more assistance with technical talents.  

Unfortunately, many development programs have inflexible plans for lessons, which force students to sit through the same lessons. A training strategy that isn’t tailor-made can sometimes lead to disengagement. If someone isn’t interested and engaged in a lesson, they might find it harder to retain the information they get.  

When placing someone into a leadership program, assess their needs beforehand and sign them up for programs customised to their strengths and weaknesses.  

 

4. Focus on Continuous Development

Finally, it’s worth approaching leadership development like a fitness strategy. Helping your employees get into shape means constantly working towards their goals. A few training sessions per year doesn’t lead to lasting results, but constant support and education creates an innovative, and driven leader.  

After identifying your leadership candidates, sit down in an interview with your hires to discuss their needs and nurture them. This keeps employees from feeling like they’re not making progress, and it leads to faster development.  

It may also be helpful to look at the leadership skills your organisation would benefit most from. That way, you can choose a strategy that aligns your business goals, to the ambitions of your leadership hires.  

 

Thanks  

Lee 

 

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 AI and Machines Are Changing Digital Marketing

Marketing is a combination of art and science. Advertising professionals need to understand everything from purchasing trends to current technology, and even the human psychology that pushes people to buy. It’s easy to see why companies spend so much time looking for the right marketing hire with a specialist recruitment agency.  

Now, marketers have another evolution to contend with: the introduction of AI into the customer conversation. A marketing team that’s ready for AI implementation can access huge amounts of useful data and transform customer experience strategies. As futuristic as the technology might seem, it’s already changing the marketplace.  

Here are just some of the that ways machines are causing marketing to evolve.  

1. Taking the Assumptions Out of Advertising

 

 

Artificial intelligence and machine learning algorithms can track every discussion a marketer has with a customer. These systems then translate that information into actionable insights for your organisation. The result is an experience that’s fully-tailored to your target audience. Marketers using AI can ensure that every ad is relevant, engaging and exciting in the eyes of their consumer.  

Already, 47% of “digitally mature” organisations are using an AI strategy. What’s more, because machine learning continues to gather information over time, it can help you to quickly adapt your marketing campaigns as you learn about customer preferences and needs.  

 

2. Creating Connections

Modern consumers expect diversity in the ways they connect with companies. The average call centre is quickly evolving to include instant messaging, SMS, and even video chat for customers. AI is just one of the disruptive technologies helping marketers to facilitate a better conversation with customers.  

Chatbots are one of the most significant trends in AI today. By mimicking human conversation, they offer automated responses to customers, eliminating some of the more repetitive customer service tasks in any business. Marketers can also use chatbots as a point of differentiation when building your brand image. A company with a chatbot strategy appears to be more dedicated to customer service and satisfaction.  

3. Improving Efficiency and Productivity

 

 

Many data scientists suggest that AI will eventually change the roles human beings have in marketing. Chief Marketing Officers in technology-savvy firms have already begun to see the difference an AI implementation can make. For a CMO, AI makes it easier to create and source useful content that improves company visibility and generates revenue.  

Because AI takes over repetitive tasks like adjusting media campaigns and bidding for ad placements, marketing hires will have more time to focus on the creative side of their careers. For some companies, this might mean that AI delivers an opportunity to offer your candidates more exciting jobs. When marketers get to focus on the things they enjoy most each day, your employer brand will thrive, and your company culture will too.  

4. Designing Predictive Ad Content

With AI to analyse business data, your organisation will not only be able to make sense of information faster but also use it to predict your consumer’s needs. With enough data, marketing teams can predict everything from which blog their readers would like to see next, to where they can host an upcoming event.  

While advertising is an essential component of any digital marketer’s career, designing a campaign can be complicated and time-consuming. Fortunately, AI helps to streamline the process with big data, marketing trends, and user tracking. AI can even automatically create predictive content that places the right message in front of the ideal customer. For instance, the Red Roof Inn grew their business by 10% just by using predictive ad content to connect with stranded travellers.  

 

5. New Roles and Employee Schedules

 

 

Finally, the evolution of AI may transform the way your marketing hires work for you. Artificial Intelligence systems continue to work outside of office hours, managing manual labour tasks so that your team can concentrate on other, more subjective layers of a campaign. This not only makes the job more immersive for a marketer, but it also gives them more freedom to choose their hours and work remotely.  

With artificial intelligence to offer support, working hours in many leading companies could become less restrictive. This means that your company may attract a broader range of talent with a flexible schedule benefit. Far more than just the “technology of the future,” AI gives today’s organisations endless opportunities to get ahead of digital transformation.  

 

Thanks 

Lee 

 

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.  

5 Steps to Building a Positive Powerful Company Culture

 

Is your culture captivating….. enough? 

The term “company culture” has become a popular point of discussion over the last few years. As organisations realise that they need more than just a competitive compensation strategy to attract Salesforce superstars and digital marketing masters, “culture” is the new secret sauce for recruitment. 

Used correctly, your company culture can define your business, improve your employer brand, and help you to retain your key staff members. The question is when 64% of today’s employees feel as though they don’t have a healthy workplace culture, how can you make a difference?
 

What is Company Culture? 

 

 

A company culture is primarily a reflection of your organisation’s purpose. It’s how people feel when they come to work each day, and the words they use to describe you to their friends. When you provide a work environment that your team enjoys, you have a good culture.  

For tech companies, a great culture might be an environment that always offers access to the latest tools, supports innovation and offers opportunities for professional growth.  

The benefits of company culture include a more attractive organisation, happier and diverse employees, and even better productivity in the workplace.  

So, how do you build a strong culture?
 

How to Build a Powerful Culture  

According to Laurie Sudbrink of Unlimited Coaching Solutions, great culture is all about supporting your people. “Enlist them, empower them, and encourage them. When they “own” it, the culture will thrive.” 

To create an experience that facilitates “ownership” from your staff, follow these steps: 

1. Start with a Vision

A great culture has a guiding focus. For instance, your digital marketing company’s mission statement might be to engage customers using cutting-edge technology. Essentially, your vision outlines what you want to accomplish as a business (besides making money).  

With a mission in mind, it’s much easier to bring everyone together on the same page and orient your decisions to suit the greater good of the company. For instance, non-profit organisations are particularly good at choosing vision statements. The Alzheimer’s Association’s idea of a “World without Alzheimer’s” is both compelling and straightforward. 

 

2. Identify Your Values

While your vision articulates the end goal for your tech company, your values represent the compass you’ll use to reach your targets. Values support your company culture by showing employees the habits they need to develop to produce exceptional work.  

For instance, if the values for your marketing company are to “uphold professional standards” and “be accountable,” then your digital hires will know that they need to double-check their work and follow industry guidelines to the letter.  

An excellent way to make sure that your values resonate with your team is to include staff in discussions about the development of those values. Launch a company-wide meeting where everyone has their say.
 

3. Adjust Your Practices

 

 

As powerful as your vision and values can be, they don’t mean much unless you’re using them in everything you do. For instance, if you tell the world that your Salesforce consultants are on the cutting-edge of technology, how are you going to follow through on that. Can you provide them with additional training, or give them all-access passes to upcoming conferences? 

Values need to be reinforced in every aspect of your company, all the way from your review criteria to your recruitment policies.
 

4. Hire the Right People

While you can train your staff to adopt new practices and values, it’s much easier to create a team that already shares your vision. Working with a specialist recruitment agency to sort through candidates who already embrace your values is a great way to strengthen the culture you want to build.  

Remember, studies indicate that applicants who considered their employer to be an excellent cultural fit are happy to accept a 7% lower salary. What’s more, departments with good alignment experience 30% reduced turnover.  

 

5. Regularly Revisit and Adjust

A culture is a dynamic and ever-growing thing. That’s why businesses need to commit to continually reviewing and adjusting their strategy for success. Just as an organisation can evolve and change with time, a culture develops consistently too.  

Put a day on your calendar at the end of every quarter where you can look back at your culture and evaluate its performance. Look at your turnover numbers, how happy your staff is, and how easy it is to attract the right candidates with your recruitment team.
 

The Importance of Great Leadership  

 

 

Perhaps the most important thing to remember when you’re creating a compelling culture is that leadership is critical. Your team will look to the leaders in your organisation for examples of how they should behave. As such, cultural changes need to be implemented from the top down.  

Your C-Suite executives and managers must reflect the values and standards of your firm entirely. This doesn’t mean simply memorising the mission statement but implementing your best practices into everything they do. For instance, if you claim to be an innovator, are your leaders signing up to speak at industry events? If you’re forward-thinking, can you always trust your managers to test and implement new technologies? 

Business-wide buy-in starts from the top.  

Thanks  

Lee 

 

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 

Is Your Marketing Team Ready for A.I.?

In the technology world, it feels as though AI has become a natural part of the business landscape. Artificial Intelligence is in every conversation about relationship management, sales automation, and customer service management – but what does it mean to your marketing team? 

Like any professional in the quickly-evolving tech space, digital marketing stars need to stay ahead of the curve if they want to deliver exceptional results for your company. Today, this means understanding how machine learning, neural networks, and customer analysis play into the buyer journey.  

89% of marketers suggest that AI is ready to revolutionise marketing. The question for many technology organisations is whether they are prepared for the revolution. When used correctly, AI can help marketers to understand the people they’re speaking to and develop immersive experiences for buyers.  

So, how do you prepare your team to work alongside the machines? 

 

1. Do You Know Which Activities to Automate?

 

 

One of the most significant advantages of AI in the marketing world is that it allows companies to automate specific tasks. For instance, if you have an AI system in place that immediately tells your marketing teams what kind of content is trending for your industry, then they can spend less time on competitor analysis and research.  

AI allows you to treat your hires as the innovators they are. This means letting them spend less time on tedious and repetitive tasks, and more time making the most of their skills. The question is, how do you decide which challenges need a human touch, and which issues you can leave to the robots? 

An excellent way to get started is to survey your marketing employees, asking them which tasks take up the most of their time, and what they might like help with. Automating activities like social media posts, or content curation means that your marketers spend more time creating real value for your organisation.
 

2. Do you Have the Right Skills In-House?

An AI-ready marketing department needs the right skill sets to succeed. For some companies, this may mean hiring additional data scientists to get involved and support marketing professionals as they implement new AI-enabled strategies. For others, it might  mean providing existing marketers with additional training.  

The first step in making sure that you have the right skills for AI marketing is reaching out to a specialist recruitment agency. With the right recruitment group, you can even improve your chances of finding a candidate that’s both proficient in marketing and aware of the ever-growing nature of AI.  

 

 

After that, it is about creating a culture of growth in your diverse, empowered workplace. Provide frequent training opportunities, allow AI-savvy individuals to mentor the marketers in your team, and give people the chance to visit AI conferences and events.  

 

3. Do You Have Well-Defined Goals?

Goals are an essential part of any business strategy because they help you to determine whether you are heading in the right direction. When it comes to implementing AI in your marketing campaigns, your goals will also give guidance to the people in your staff.  

For instance, if your marketing team know that you are using AI for predictive analysis so that you can predict coming content trends, they can let you know whether you are getting ahead of the curve for your customers or not.  

With a goal in mind, it is also much easier for you to track the success of your staff. Just remember to implement a good strategy for communication too, so that your employees know whom they can go to when they need extra support accomplishing goals, or understanding your vision.  

 

 

4.  Do You Know How to Organise Your People? 

Finally, implementing AI into the marketing process is not just about bringing new technology into the mix. For many companies, it will involve changing the way you think about marketing. AI makes marketing less campaign-focused and more about reacting to the evidence. This requires leaders to take a different approach to organising their teams.  

Managers who know how to appropriately delegate tasks, both to human employees and AI systems will see better results from their campaigns. Remember, even if it means adding more automation and analytics to your company, AI is not there to make a business feel less human.  

Audit your existing marketing strategy and find out where you can bring AI into the mix to improve results and boost productivity. Ultimately, artificial intelligence is not about replacing flesh-and-blood talent, but supplementing the marketing community with the support and context they need.    

For many businesses, the practical use of AI in marketing can be a powerful way to strengthen relationships with customers, and boost employee engagement. Marketers who can spend more time being creative and less time on repetitive tasks can drive conversions and leads for their employers. However, it is crucial for leaders to know how to efficiently introduce AI to the team.  

 

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 

5 Reasons Why A Stay Interview Will Decrease your Exit Interviews

Your people are the most critical asset your organisation has.  

From the Salesforce consultant that drives ROI and improves customer satisfaction, to an online security team, a tech business would be nothing without the right people. That is why it is so devastating when an essential staff member hands in their letter of resignation.  

While turnover is a common concern for any employer, you do not need to wait for the exit interview before you find out what’s going wrong in your company culture. Exit interviews come at a point where it is too late to do anything to retain the most valuable members of your team. Stay interviews, on the other hand, can reduce turnover by eliminating problems before they drive your employees away.  

Stay interviews offer a behind-the-scenes view of your employee’s goals and day-to-day challenges. They help to ensure a healthy working environment, by giving managers the chance to address issues before they get out of hand.  

Here are 5 reasons why the stay interview will keep your team loyal and engaged.  

1. They Keep the Focus “Positive” 

 

 

The purpose of a stay interview is to identify the issues causing turnover in your company. However, that does not mean that they need to have negative connotations. Unlike exit interviews which leave organisations to learn from their mistakes, stay interviews are about fixing problems and responding to staff concerns.  

Stay interviews help you to find out what’s holding your technology experts back so that they can encounter less overwhelm in their role and deliver better results for your organisation. Alternatively, they can let you know that your DevOps team need a little extra training. They also bring the things your employee likes about their career to the surface, so they remember why they are working for you in the first place.  

2. They Identify Turnover Triggers 

Perhaps the biggest benefit of any stay interview is that they identify the issues that are causing your staff members to leave. While hiring the perfect candidate with the help of a professional recruitment agency might be easy – keeping that crucial talent around is much harder. Stay interviews help you to reduce your exit interviews, by spotting minor issues before they grow out of control.  

During the stay interview, employers will need to ask their people questions that help them to identify problems with procedures, company culture, remuneration, and other things. For instance:  

  • What do you think would make your work experience better? 
  • How can we help you improve your performance? 
  • Does anything about your role worry you? 

 

3. They Inspire Action

 

 

Stay interviews are a crucial part of a manager’s job. They identify the problems that are weighing on employees so that companies can eliminate issues faster, and they also encourage action that may help you to stay ahead of the competition.  

Stay interviews push companies to make sure they are continually taking the next step to treat their tech stars well. Rather than allowing you to become complacent with your retention rate, the stay interview keeps turnover at the front of your mind, so you are always striving to improve job satisfaction. This not only promotes a happier workforce, but it can also reduce your risk of exit interviews too.  

 

4. They Keep the Workforce Engaged  

Stay interviews can improve retention by eliminating the problems that are causing people to leave. However, they can also reduce turnover by creating a happier, more engaged workforce. When teams are asked to offer feedback on their jobs regularly, they see that their employers value and respect them. This can prompt staff to show more dedication to their role.  

Employers can help their hires to feel as though they have a real impact on the company culture, with questions like:  

  • What motivates you to come to work each day? 
  • What do you like most about your job?
  • What changes would you like to see in the workplace?  

5. They Improve the Employer Brand

 

Finally, a stay interview can even help companies to improve their brand, by showing them which parts of their company culture teams like most. If you know that your flexible approach to working and your commitment to workplace wellbeing is keeping your tech staff happy, you can use those things when working with your recruitment agency to attract new talent.  

The key is making sure that you act on the things you discover in your stay interviews. Employees will want to know that you are actively listening and responding to their concerns. Be transparent about what you can do about issues and follow through on your promises.  

 

Finally, Conducting your Stay Interviews

Before employment, companies use competency-based interviews to find the right candidate for their role. After a hire chooses to leave, the exit interview provides insight when it is too late to act on what you learn. The stay interview falls in the middle, at a critical juncture for retention.  

Scheduling a date for regular stay interviews throughout the year may be the key to engaging employees and reducing turnover.  

 

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 

Human Capital Trends 2018: How Prepared Are You?

This year, the Deloitte Human Capital Trends survey for 2018 included insights from over 11,000 HR and business leaders. With insights delivered from 124 countries, the research provided comprehensive guidance into how businesses are entering a new paradigm for management – one focused on the concept of a company as a crucial component of a broader community.  

In a world where tech companies are always looking for new ways to attract and retain dedicated staff members, the Deloitte study for 2018 suggests that we see a shift in the way organisations operate. Focusing on the theme of the “social enterprise”, the research suggests that businesses are now evaluated by more than just their financial performance, or the quality of the products they provide.  

Today, organisations are judged by their “social” performance – the way that they treat their employees and engage with their customers in the context of a wider surrounding community. According to the study, 77% of respondents felt that social impact and citizenship was important to the growth of their organisation, while another 65% said that “inclusive growth” was one of their top 3 goals for the future.  

The rise of the social enterprise is changing the recruitment experience from the inside out.  

 

What Does the “Social Enterprise” Mean to Employers? 

 

 

According to Deloitte, the “social enterprise” has emerged because customers are less trusting of the world around them. We are all more cynical, and more likely to focus our attention on companies who share our values and expectations. For instance, 76% of the respondents from the Deloitte Millennial survey said that they believe today’s businesses are a “force for social impact”.  

It is not just customers that are more drawn to the socially-conscious business either. As more millennials enter the workforce, these candidates are also changing the way that employers appeal to top-tier talent. Three-quarters of the generation say that they would take a pay cut if it meant working for a socially responsible company.  

Ddespite the evidence that a social focus pays off, 53% of respondents in the Deloitte study had poorly-developed CSR programmes in place.  

As the marketplace demands something new from the business world, hiring managers will benefit from adjusting their recruitment strategy to suit the emerging trends. Let’s look at just 3 of the critical patterns addressed by the Human Capital Study for 2018.  

1. The Transformation from “Career” to Experience

Ever since millennials began to enter the workplace, the recruitment journey has started to change. In simple terms, candidates are not just looking for ways to pay the bills anymore; they want a career that’s going to deliver regarding exciting experiences, opportunities for growth, and frequent modes of development.  

This move away from the definition of a career as a source of income and a job as an opportunity for experience is the most prevalent trend facing tech companies in the UK. It means that the organisations willing to implement strategies for personal and professional growth are often the ones that will attract and retain the right talent.  

To adapt to this trend, work with your specialist recruitment agency to determine how you can make work more of an experience for your employees. Think about: 

  • Training strategies: Provide your Salesforce or online security team with training every time there’s a significant software upgrade or change in the marketplace.   
  • Customised development: Discuss your employee’s career plan with them in-depth and come up with a plan to help them achieve their goals. For instance, would they benefit from networking with other experts, or attending conferences?   
  • Keeping up-to-date: The technology industry is growing at a rate faster than ever, with AI, IoT, and agile methodologies leading the way – how are you making sure that your staff is up-to-date?  

2. The Importance of Workplace Wellbeing  

 

 

Thanks to things like smartphones, and collaboration apps that permit people to work from anywhere, at any time, the lines between the personal and professional worlds are blurring. To avoid overwhelm, today’s technology employers need to think carefully about how they can support their hires not just in their professional development, but in their wellness too.  

In the Deloitte Survey, 86% of organisations suggested that well-being is a critical driver of productivity. After all, when the people in your team feel happy and healthy, they are more capable of achieving incredible things. Your workplace wellbeing strategy might involve: 

  • Asking your employees what they need: Rather than just offering gym passes or healthy meals to your tech hires, consider asking them what they need to be more productive. Some may only need a few hours away from the desk each week.
     
  • Making wellness part of the company culture: The easiest way to ensure adoption of wellness strategies in any business is to make them an inherent part of everything employees do. Rewarding people who achieve their wellness goals and celebrating business-wide accomplishments is a great way to make wellbeing feel more natural at work.
     
  • Ensuring constant communication: Making sure that your staff feel comfortable discussing their needs can help to promote a stronger feeling of wellness. Remember that wellbeing is not just about physical health, but mental grit too.  

3. The Rise of the Hyper-Connected Workforce 

 

 

Speaking of communication, the third most critical trend for UK companies in the Deloitte study, was the rise of the hyper-connected workforce. Communication tools are everywhere in the modern business space, helping managers delegate work, and team members collaborate on projects. While these resources can play a valuable role in the digital transformation of a company, they can also be problematic if they are not introduced with the right strategy.  

Deloitte suggests that the hyper-connected workforce needs to be led by the employee, rather than the employer. This means that leaders need to listen to their teams and find out which connectivity tools they need, before bringing new tools into the mix.  

As social media makes its way into the business environment, and terms like “Unified Communications and Collaboration” come to the forefront of company decisions, let your staff guide you towards the products that are right for them. Listening to the needs of tech employees with regular meetings, surveys, and even company suggestion boxes can mean that you end up with an organisation that’s not just hyper-connected, but hyper-productive too.  

 

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 

Do Today’s Compensation Strategies Fit Tomorrow’s Generations?

A compensation strategy is more than just a way to let your HR function know how much to pay your team. When used correctly, these plans can help companies to determine how to attract and retain top-tier talent.  

After all, while many of the most compelling candidates in your sector will be looking for more than “just a salary” in their job offers, that does not mean that remuneration is not essential. Your approach to compensation supports your employer brand by showing you understand your industry. What’s more, it shows your technology talent that you respect and value their skills.  

In a world of transformation and growth, the pay practices of days gone by are changing. Today’s businesses know that they need to find new ways to engage their staff, and that means investing in better training strategies, stronger employer brands, and better rewards.  

As research from organisations like “World at Work” continue to uncover the fluctuating nature of remuneration, it is time to ask yourself whether your current compensation strategy fits with the recruitment world of tomorrow?

 

Do You Know your Employee’s Definition of “Fair” Compensation? 

 

 

According to the Human Capital Management Research team for SAP SuccessFactors, a critical component of a good compensation strategy, is making sure your employees see your practices as “motivational” and “fair”.  

Research suggests that your staff may care more about “how” their salary is determined, than the numbers you offer. After all, most of your job candidates will know that compensation can vary from one business to another. The demands of a role combined with the budget of a specific organisation can lead to fluctuations in pay. The key to successful recruitment is showing people that you are dedicated to giving them the money and benefits they feel they deserve.  

Company-wide surveys to evaluate how your people feel about their income can help to reveal valuable insights into satisfaction. Primarily, your employees expect you to do more than give them a number and walk away. With the guidance of a recruitment agency, you can even launch in-depth conversations with your staff about the pay you can provide, and the salaries offered by other organisations.  

 

Are You Transparent About Pay Opportunities?  

 

 

workplace is a diverse thing. The responsibilities each of your staff members have may impact the salary you offer. This is particularly true in the growing field of technology. An individual with proficiency in DevOps and Salesforce tools might demand a higher rate of pay than someone who deals with basic computer systems.  

While most employees expect that different skills will demand different rates of pay, they also want their employers to offer transparency to what each member of the team is given in remuneration, and why.  

A survey from the Institute of Women’s Policy Research found that 51% of women feel unable to discuss their salary with their colleagues. Implementing a strategy of secrecy within your organisation might seem like an excellent way to prevent issues with compensation dissatisfaction among employees. However, the truth is that hiding salaries are more likely to lead to distrust in the workforce.  

With review sites, forums, and social media now giving employees plenty of ways to communicate, staff can find information about the salaries of former team members, existing staff, and people in similar roles from other companies. This means that if you do not give your team the information they need about remuneration, they will find it elsewhere, and wonder what you are hiding.
 

Can You Distribute Benefits Equitably?

 

 

Circling back to the concept of “fairness” in your compensation strategy, studies suggest that managers now have more autonomy than ever when making remuneration decisions. They not only have an impact on how much a business chooses to pay any employee, but they can also drive decisions about spot bonuses and rewards too.  

healthy working environment can use benefits to drive motivation and engagement in staff. However, this only works if rewards are distributed equitably. Even well-intentioned managers have the potential to make biased decisions based on the people they like most in their teams. Unfortunately, when bias creeps into reward decisions, even small benefits can negatively impact the perceptions of staff who have been overlooked.  

One good way to keep distribution equitable is to create a plan within your compensation strategy, that dictates how spot bonuses and rewards will be given. If each employee knows which behaviours lead to bonuses, and they see a range of staff members recognised for their hard work, your company is more likely to thrive.  

 

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 

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