Three things to know if your Salesforce recruiting budget gets cut.
When the economy is being crippled, hiring declines, Salesforce headhunters disappear (not me) and you might even lose your internal recruiter. Here are three things to know if your Salesforce recruiting budget gets cut.
1. Apply even more scrutiny to available applicants.
There are more available Salesforce Candidates in the market. As recent as February, 2020, there were more jobs than candidates, so this is a good thing. However, in a down economy we must apply even more scrutiny to available applicants. Many employers are reducing their teams and are letting go of Salesforce employees with the least amount of value, to them. That’s an important distinction as these same candidates could be of high value elsewhere. Many firms are using the current economy as a reason to cut employees they’ve been wanting to let go for some time.
This doesn’t mean at all that there aren’t truly excellent Salesforce professionals who are currently or soon to be on the market. That’s not the case at all. So, check on the reasons why they were let go. Did the entire division experience as RIF? Were the they “last on and first gone”? And be very thorough in your reference checks.
2. Be careful of outsourcing the work to anyone else but you.
If you lose your internal recruiter or you have no budget to work with a Salesforce headhunter or Staffing agency, be careful of outsourcing the work to anyone else but you. Your administrative assistant or EA may be swell, but it’s your career that is built or broken by the team you build. Speaking from 20 years of recruiting, this stuff isn’t learned overnight and in the Salesforce space, it’s 5x as hard. I’m here to help during these challenging times and will be happy to point anyone in the right direction.
3. You must hire contractors quickly.
There is already a reduction in direct-hire, full time opportunities. This is my third recession as a recruiter and we always see an increase in contract placement. Back in 2008, some of the largest firms doubled their contract placement divisions to the tune of billions of dollars. If you’re not used to hiring contractors, know this; You Must Hire Quickly! You can have a great hiring process, but applying slow, direct hire methodologies to a contractor will leave you high and dry and wondering where all the good ones have gone.
Of course, there’s more to it than just this. To learn more and stay up to date, subscribe for videos here.
Are your top performers safe?
Here are five steps you can take to protect your top performing Salesforce pros.
The Coronavirus pandemic is inducing stress for almost everyone. Fear of losing ones clients, job, business, getting sick or losing a loved one can be overwhelming. While under stress, no matter how much we care, it’s easy to overlook the needs of our most critical employees.
1. Identify Your Salesforce Top Performers
Who on your team accomplishes more, complains less, has the best ideas and the drive to execute? Chances are, you already know.
It’s not only work output or revenue production of your Salesforce Developers, Salesforce Administrators and Account Executives that matter. Some employees are the glue of the office. They’re the reasons top performers stay and ignore other job offers.
2. Communicate Directly
Blanket emails to all staff isn’t enough. One on ones with each employee is just good management. It’s doubly important for your most valued staff.
Seek to understand how the pandemic is impacting their lives. Give them a chance to vent and be heard.
Top performers have AMAZING ideas. Asking for their input on how to manage clients and other staff should be a no-brainer.
3. Have a Plan if an Employee Gets Sick
Do you have a redundancy plan should one or more of your staff become ill?
Who covers for whom?
Is there access to all files, plans, and project status?
Are team updates more frequent and have you increased documentation requirements?
4. Get Creative and Negotiate Compensation
Will offering furlough to employees save the company?
Can we allow full time employees to moonlight to make up for loss of income?
Can we keep more top employees by reducing hours?
Who do you value who is expensive that would be willing to temporarily accept less income?
5. Identify Low Performers
Identify your low performers and attitude mismatches. Low performers wreak havoc on your leadership career and cause numerous challenges. This could be the time to realign your staff to your goals and values. Again, you likely already know who they are.
This does not automatically mean the newest or least expensive employee. You may have hired a 5 out of 5 rock star who is still new and less productive. If they have the right drive, a great attitude and match your company’s values, hang on to them as long as you can.
Let the low performers go. Save the business and live to hire another day.
Act swiftly. The speed of your decisions may well determine if your team dies, survives or thrives in the new economy.
The facts are in. Most managers don’t do much better in selecting for long term success than 1 out of 2. Those numbers are abysmal and often wreak havoc on Salesforce careers. But, is it only the hiring managers’ fault?Continue reading
“Imagine all the people who love and care about you are locked in a room. Their only way out is to agree on the number one thing that, if you changed, would improve your life the most. What would they agree on?”
I wrote this specifically to be able to hold candidates accountable to their responses without degradation of rapport in an interview. It’s recommended it be quoted word for word.
Interpretation of responses:
First and foremost, we’re looking for openness and self-awareness.
The more honest, the better. Here are a few real-world examples:
If the candidate states no one would say they need to improve in anything, they are either not self-aware or have no allies in life. Either is a massive red flag.
If the response is trite, or self-serving, hold the candidate accountable to the question, as in this example:
“So, you’re saying everyone who loves you thinks your life would improve the most if you weren’t so efficient (detail-oriented, friendly, hard-working, whatever)? It’s a difficult question. Take your time to think this through. There’s no rush.”
Whatever the response, it’s merely the X on the map of where to dig, with follow up questions.
OK. Tell me more? Why? What do you mean?
How long have you been working that way?
How have you tried to fix this?
Do you agree with them?
In what way is it impacting you now?
Can you share an example?
Protect your team and your time!
If there’s a mismatch to the job trait requirements and the response, address it directly.“This position requires (insert trait) to be successful. Based on what you shared, is it possible this may not be the right role for you?”
Did you know?
The person who responded, “My temper,” was placed by me a week later and spent over five successful years in the role. Be openminded and slow to judge until you’ve uncovered the truth. There are no wrong answers, just wrong hiring decisions.
Hopefully, this is a question you can integrate into your screening process to help you better understand your candidates and protect your Salesforce team from a miss-hire. While not every interviewer is comfortable asking personal questions of this nature, gaining comfort will develop over time and through practice, so consider trying it out with some friends and family.
Whether you’re hiring a Salesforce Developer or attempting to find a Salesforce Consultant,
there is one question I recommend above all others. Among my team and for many years, it’s referred to as “The Question,” and it may help you significantly de-risk your hiring decisions.
The question tests self-awareness, honesty/openness, accountability, and stress behavior while giving insight into a candidate’s support network, among other revelations.
Did you know people who are satisfied with their candidate experience are 38% more likely to accept a job offer?
1. STOP and BREATHE
3. ESTABLISH RAPPORT
4. ORIENT THEM IN TIME
5. ORIENT THEM IN SPACE
Independence day is one of my favorite holidays, second only to Interdependence Day, AKA Thanksgiving.
When we wipe off the make-up of BBQ’s and fireworks, we might remember a moment in history that embodied, risk, self-determination, and interdependence as a people against an unjust ruler who failed to act in the peoples’ interests.
Acting justly in one’s interest and the interests of those who entrust your decision making is at the heart of the declaration, and it should be at the heart of business as well. However, very often, it is not.
Each day, employees across the country, entrust their career and future success to the decision making of the leaders of the companies they serve. The hours go in, the work comes out, the checks get cashed, and yet the vast majority of workers (almost two thirds according to the Faas Foundation and Mental Health America) believe the stress of their roles harms their mental or behavioral health.
While there is no panacea or tonic to cure the unique conditions under which individuals suffer, you can hire for success with incredible accuracy and consistency and actively prevent some of the most common causes for workplace stress, namely non-productive employees and culture killers.
Unfortunately, very few know how to hire for success, and this includes the majority of recruiters and most hiring managers. If they did, attrition, work-life balance, and employee satisfaction rates would be much different than they are. Crappy hiring practices are so prevalent that only 20% of hires are deemed “overwhelmingly successful” while nearly half of hires fail within 18 months. Combine that with scarcity in the tech market, and It’s no wonder managers feel “held over the barrel” to retain under-performers, and the workloads of other employees increase resulting in a plague of unhappiness in the workplace across the USA.
The reality is, adopting proven hiring methodologies that both attract the right candidates and screen out those that will suffer and cause suffering to others is possible. Not only that, it’s the surest way to protect your company, your career, and the mental and behavioral health of those that have entrusted their work lives to your management.
This independence day, I encourage all business leaders to claim more independence to build the right teams and refuse to be subject to the historical and ignominious norms of staffing and hiring.
Fire your severely under-performing employee. Resist engaging recruiters who are incentivized to sell their candidates at any price. Engage in in-depth discourse with your talent acquisition team and ensure they aren’t overworked. Refuse to be held over a barrel due to the scarcity of talent. Take your career into your own hands by taking hiring into your own hands and committing to being great at it. Investigate the passive candidate market with dedication and fervor and study the best books for how to do this. Hire an experienced recruiter with niche knowledge and a record of placement longevity, not just placements. Finally, for inspiration to make the changes necessary, read the Declaration of Independence this week.
For information on best practices, resources, and simple measures that considerably improve the quality and happiness of your team, I recommend the books WHO by Smart and Street, Recruit Rockstars by Jeff Hyman, or contact me directly for a short discovery session.
Have a happy 4th of July and be sure to exert your independence!
5 years into this boom, the largest firms recognized the need for specialization and segmented infrastructure recruiting from software development and engineering. It took another 10 years to see the slight expansion of some of these firms into technology agnostic ERP and CRM specialization.
Is there really such a thing as a specialist technical recruiter from a large firm?
Maybe, but probably not.
What was once only mainframe, C and C++ now include all flavors of .NET, Java, MS-Dynamics, Oracle, SAP, Salesforce, JDE, backend, frontend, big data, implementation, dev-ops, Marketo, Angular, AI and the list keeps growing.
Think of it this way, a vulture is a generalist in the scavenger category. They are prolific and agnostic about what they eats so long as it’s carrion. Meanwhile, a koala bear is truly a specialist. They rely on the specific eucalyptus leaves grown in their unique habitat.