Simple Ways to Improve Your Results in the Tech Industry

Simple Ways to Improve Your Results in the Tech Industry

No matter how skilled you are, how much you know about the tech industry, or how productive you consider yourself to be, there’s always room for improvement. Employees who invest in consistently improving their results and demonstrating value are the ones who access the best opportunities in their roles.

The high-performing team members in tech are the first to be considered for promotions, wage uplifts, flexible working, and new assignments.

Cultivating clear examples of what you’ve achieved throughout your career opens the door to new job opportunities and professional growth.

Here’s how you can improve your workplace performance in 6 simple steps.

Improving the results you achieve in your tech role requires an ongoing commitment to self-assessment and improvement. You’ll need to invest in optimising everything from your schedule to your mindset and skills.

Here’s how to get started.

1.   Eliminate Distractions and Focus Drains

Distractions are commonplace in any workplace, regardless of whether you’re working remotely or in a traditional office. Interruptions, from chatty colleagues to social media alerts and domestic obligations, can easily steal your focus throughout the day. However, according to several research studies, every interruption can mean you take 27% more time to complete a task.

Therefore, focus on reducing distractions by:

Designing Your Workspace for Focus

Whether working remotely or in a busy office, look for ways to eliminate background noise and distractions. If you can close a door during periods of focus work, do so; otherwise, consider noise-cancelling headphones. Ensure your workspace is comfortable and clutter-free, as clutter can often act as a distraction, driving our attention away from work.

Muting Notifications and Setting Expectations

When working on specific tasks, close unnecessary tabs on your browser, mute notifications, and turn your phone silent. Consider setting particular times on the day when you will check email notifications and messages, and make sure you set expectations with colleagues and managers.

2.   Set Clear and Achievable Goals

Goals are a valuable tool for any tech employee. They give you direction and motivation and help you determine how to prioritise tasks. Analyse the requirements of your role carefully, and ask for clear instructions from managers on what they want you to accomplish.

Based on these insights:

Set SMART Goals

Define Specific, Measurable, Attainable, Relevant, and Time-bound goals. It helps to combine these with specific milestones. For instance, if you need to complete a project in the next month, write down what you’ll need to do in the next week, two weeks, and so on to achieve your target.

Check-in on your milestones regularly and ensure you’re making consistent progress. If you’re struggling to hit your targets, consider rethinking your approach.

Consider Stretch Goals

Stretch goals can be an excellent way to keep pushing yourself towards new heights in your role. Stretch goals are more ambitious; for instance, you might decide that you want to request a promotion in the next year.

To achieve that goal, you may need to accomplish various things, such as taking on projects outside your typical job responsibilities or investing in additional training.

3.   Be More Organised: Plan and Prioritize

Excellent organisational skills can significantly improve your chances of getting the right results out of your tech career. Being organised means knowing how to plan your days and prioritise tasks to deliver results in your role.

Choose a Strategy for Conquering Tasks

Decide how you will organise your day based on the tasks you have. Some people prepare to tackle difficult tasks first, which helps them start their day with a sense of accomplishment and quickly move through complicated projects. Others prefer to schedule difficult tasks for times in the day when they have the most energy or focus. Find out what works for you.

Stop Multitasking

We often assume working on multiple tasks simultaneously will make us more productive. However, less than  3 % of people can multitask effectively. Switching focus between tasks increases your chances of making errors and makes it harder to achieve your goals. Focus exclusively on one task at a time and work on it until it’s complete before starting something new.

Know When to Delegate

Knowing when to “share the load” can be extremely useful if you hold a senior position in your company or delegate tasks to others. Deciding to delegate a task to someone with the right skills to accomplish it faster than you can give you more time to focus on your best work.

4.   Optimise Communication and Collaboration

There’s a reason why so many tech employers prioritise exceptional communication and collaboration skills in their team members. Excellent communication is the key to ensuring you can work cohesively with your team members, minimise errors, and reach deadlines.

Focus on building strong relationships with your team members by assisting them when needed and speaking to them regularly – not just about work, but their personal lives too.

You can also improve communication and collaboration by:

Making Meetings More Efficient

Meetings are a common part of any role, but ineffective meetings can drain your productivity and make it harder to achieve the right results. Planning your meetings, creating clear agendas and targets, and sharing valuable resources with colleagues before a conversation begins can help boost each discussion’s outcomes.

Additionally, it’s worth carefully considering whether a full meeting is necessary for every situation. Sometimes, an email or a message can be a more efficient alternative.

Give and Use Feedback

Giving feedback to your team members is an excellent way to improve your relationships with them and become a more valuable team member. Requesting feedback from colleagues and managers will help you to recognise the strengths and weaknesses in your performance and consistently take steps to improve.

5.   Invest in Self Care

Employees in all industries are beginning to recognise the importance of a strong work-life balance. Work-life balance is how you ensure you can protect your mental and physical health to perform better in your role.

Looking after yourself, whether committing time to regular exercise and good nutrition or taking breaks throughout the work day, will help you mitigate burnout and improve focus.

Protect Your Mental Health

When constantly battling stress, you can’t expect to improve your work results and performance. 41% of employees agree that constant stress makes them less productive. With that in mind, look for ways to minimise stress in your role. Know when to say “no” to tasks you can’t add to your schedule, and set clear boundaries with colleagues and managers.

Take regular breaks, whether it’s to grab a cup of coffee or a glass of water or get some fresh air. Know when to stop working and take a moment to re-energise yourself by listening to your body and monitoring stress levels.

Improve Your Physical Health

While a work role does not necessarily require you to be an athlete, they do require endurance. If your physical health struggles, you’ll lose focus and productivity. Look after your body by exercising regularly throughout the day, even if it’s just by moving around the office.

Eat healthy and nutritious food, drink water, and ensure you get plenty of sleep each night.

Commit to Continuous Learning and Improvement

To consistently improve your work results you also need a growth mindset. This means constantly looking for opportunities to grow, improve your skills, and accomplish more in your role.

Regularly assess your strengths and weaknesses. When you receive negative feedback or notice a problem with your work, see it as an opportunity to improve.

Take Part in Regular Training Sessions

Participating in the training sessions offered by your tech employer is an excellent way to improve your skills consistently. It also shows a commitment to growth that can make you a more valuable team member. Ask your manager about any potential training opportunities you can access.

Learn From Your Network

Your network can also be an excellent resource for consistent growth. Watching your colleagues and learning from their approach to overcoming complex tasks can give you new ideas for improving your processes. Seeking out a mentor and asking them for regular feedback and guidance can give you more direction when achieving your goals.

Even interacting with people in your industry on social media or at regular events can open the door to new learning opportunities.

Optimise Your Results at Work

In any tech workplace, employees who commit to constantly improving their results unlock the best opportunities. Simple steps, like eliminating distractions, learning to communicate and collaborate more effectively, and investing in self-care, can make you a more valuable employee.

Over time, this commitment will pay dividends, helping you to access promotion opportunities, unlock new skills, and even boost your chances of getting a higher-paying role.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

The Simple and Effective Ways to Follow Up After a Tech Interview

The Simple and Effective Ways to Follow Up After a Tech Interview

Getting the ideal tech role often involves a lot of patience. You need to regularly check job listings, interact with your tech recruitment company to discover new opportunities that match your skills, and constantly write new cover letters and CV.

When you finally land an interview, the chances are you’ll be eager to hear back from your potential employer as quickly as possible. While there’s not a lot you can do to accelerate the company’s hiring decisions, following up with a hiring manager or recruitment team can be beneficial.

The right approach to the “follow-up” phase helps to convey your passion and interest in the job you’ve applied for. It also lets you keep employers updated about your situation and demonstrate your soft skills (such as excellent communication).

The key to success is knowing how, when, and why to follow up effectively.

There’s a right and wrong way to follow up after a tech job interview. Contacting a company too frequently could make you seem overly eager (and pushy), which might harm your chances of getting the role you want.

However, failing to follow up completely could make you seem disinterested or less memorable to your interviewer.

The best way to approach the follow-up process is to set the foundations at the end of your interview. Ask the interviewer when you can expect to hear back from them about the next steps and if they have any specific preferences about how you should contact them.

Using this information, you can effectively navigate the following three methods of following up after your job interview.

The Power of Thank-You Notes

The thank-you note is the one message you can send to every interviewer immediately after your tech job interview. It doesn’t ask them for an immediate decision or push them for more information; it simply shows you’re grateful to have an opportunity.

Typically, sending this note between 24 and 48 hours after the interview is a good idea.

You can send your thank-you note via email, text, or social media, or even leave a voicemail (depending on your interviewer’s preferences).

Whichever method you choose, keep the note short and sweet. Express gratitude and mention one specific thing about the interview that resonated with you, reinforcing your enthusiasm for the tech role.

You can also use this opportunity to highlight why you think you’re a good fit for the role. For instance, if you were excited to hear about the company embracing more tech, mention that and note how you’re currently experimenting with innovative solutions yourself.

What to Include In Your Follow-Up Email or Message

If you’re sending a follow-up email or message, keep things straight to the point. If you send an email, include a specific subject line, such as: “John Smith: Re: Interview on April 5th, 2 pm”.

Start the email by using your interviewer’s name and reminding them of your name: “Hello Jane, this is John Smith; we spoke on [Date, time]”.

Again, keep this note short and straight to the point. The content should be similar to your thank-you note, expressing your interest and excitement about the role. It might help to reference something you’ve recently heard about the company or industry. For instance, you could congratulate the team for winning a recent award.

Ask if there’s any additional information you might be able to provide that could help the company’s hiring decision, and let them know you’re looking forward to hearing from them.

Follow-Up Etiquette

Knowing how to follow up effectively after a tech job interview is a great way to demonstrate your passion for a role and excitement about a job. However, it’s important to use the right approach. Here are the three things you should focus on:

Getting the Timing Right

While you can immediately contact a hiring manager with a thank-you note, you shouldn’t ask for information about their decision too quickly. Nor should you constantly bombard them with endless messages. Follow up once after the date your hiring manager gives you, indicating when they’ll be making their hiring decision, and then wait.

The only time to avoid this rule or reach out earlier than the date is when something changes in your situation. For instance, you can inform your hiring manager if you get an offer from another tech company or acquire a new certification.

The Content and Tone

Regardless of what happened in your interview, always thank the hiring manager for the opportunity when sending follow-up messages. Expressing your passion and excitement about the tech role is also important. Be professional, friendly and enthusiastic with your tone of voice. Remember to reference the interviewer by name, too.

Personalising the Message

When following up with an interviewer, take a personalised approach. Call the interviewer by name and reference specific things in the interview. Hopefully, you will have taken notes throughout the interview, so you’ll know what to mention.

Follow Up on Your Tech Interview the Right Way

Mastering the art of tech interview can significantly improve your chances of getting the role you want and pave the foundations for a positive relationship with the leadership team in your new company.

Knowing when and how to send a thank-you note, follow-up message, and feedback request will help you navigate the post-interview phase professionally and confidently.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

Why You Should Include Interests and Hobbies in Your Tech CV

Why You Should Include Interests and Hobbies in Your Tech CV

An effective tech CV is your first opportunity to leave a lasting impression on your employer. However, since the average hiring manager only looks at a CV for 6 to 7 seconds, it’s important to keep this document concise. That’s why many candidates often omit sections referencing their hobbies and interests.

It’s easy to assume your passions are irrelevant to your employer’s hiring decisions. But, when they’re implemented correctly, they can offer useful insights into your personality, skills, and potential cultural fit. A well-crafted hobbies and interests section could differentiate you from the competition in a complex tech job market.

We recommend including hobbies and interests in your CV and our top tips for ensuring they make the right impact.

The Benefits of Including Hobbies and Interests

In the seconds it takes for a tech employer to scan your CV, you need to grab their attention and encourage them to spend more time getting to know you.

The right collection of hobbies and interests can highlight your skills, pave the foundations of an emotional connection, and give you an edge over other candidates. When they’re carefully infused into your CV and relevant to the role you’re applying here is how and why hobbies and interests can help:

Forge an Emotional Connection

Hobbies and interests humanise tech candidates, providing a deeper insight into who they are as a person. They can help employers visualise what you’ll be like to work with. For instance, if you’re applying for a position as a tech team manager, sharing that you enjoy coaching your son’s football team shows you’re passionate about helping others succeed.

Highlighting specific hobbies can even establish common ground with hiring managers. After reading a company’s “about page”, if you notice a CEO spends her free time taking cooking classes discussing your love of baking, it shows you have common interests.

Hobbies and interests also show commitment and passion, two things most hiring managers are looking for in any tech candidate. Employers love candidates with drive and enthusiasm.

In many cases, hobbies and interests can also help to break the ice during interviews. When hiring managers have more information about you, it feels less like they’re speaking to a stranger. They can ask you questions about your hobbies and start forming bonds with you as a person.

Reinforce Relevant Skills

Used correctly, hobbies and interests in a tech CV are an excellent way to draw attention to relevant, transferrable skills. Many hobbies offer an insight into your skills that may not be evident based on your qualifications and previous work experiences.

For instance:

Playing team sports

Team sports like basketball/football/baseball show you’re comfortable working well in a team. If you lead the team, you can demonstrate leadership skills, such as solving problems, managing conflict, and motivating others.


An interest in helping shows you care about others and are committed to giving back something to the people around you. It demonstrates that you’re not driven solely by monetary rewards and have a strong sense of purpose.

Coding or tech hobbies

Coding and technology-based hobbies demonstrate a passion for learning and discovery. They can highlight critical thinking, problem-solving, and numerical analysis skills. They also show you are adaptable, as you can follow a fast-paced industry.

Demonstrate Cultural Fit

Hiring for cultural fit can help tech employees reduce onboarding costs and improve their chances of retaining talent. Employers are increasingly searching for candidates who can add value to their culture, help them achieve their diversity, equity, and inclusion goals, and contribute to excellent team dynamics.

Your interests and hobbies can provide insight into whether you’ll fit well with the company culture. They demonstrate a commitment to work-life balance, indicating that you’re invested in your wellbeing and are less likely to suffer from burnout.

They can also demonstrate that you share the same work ethics as your colleagues. For instance, sharing a passion for travelling in your CV can show you have strong cultural awareness and sensitivity. It also demonstrates excellent organisational and time management skills and an ability to adapt rapidly to changing circumstances.

How to Choose Which Interests to Include

While including hobbies and interests in your tech CV can be valuable, preserving the right balance is important. Your passions shouldn’t overwhelm your experience and credentials but augment the information you provide.

When choosing which interests to include, focus on:

Relevance to the Job Role

Every skill or interest you mention should be relevant to the role you’re applying for. If you’re applying for a tech managerial position, it makes sense to draw attention to hobbies that have improved your leadership skills. You might mention that you’re the captain of a sports team or responsible for event planning as part of a charitable initiative.

Honesty and Authenticity

While it might be tempting to try and tailor your hobbies to what you think your hiring managers are interested in, it’s important to be honest. Don’t tell employers you love fishing because you’ve heard the CEO goes fishing. There’s a good chance you’ll be asked questions about your hobbies that reveal you haven’t been truthful.

Preserving Balance

Even if your hobbies are a big part of your life and potentially relevant to the role, don’t focus on them too heavily. Use your hobbies as supportive evidence of your skills and competencies, but focus primarily on your professional skills and experiences. Remember, a CV should only be one or two pages long.

How to Incorporate Interests on Your Resume

Each tech CV you send to a company should be tailored to that organisation and the role you’re applying for. When incorporating your interests and hobbies into your CV, think carefully about:

Placement and Formatting

How you position your hobbies and interests in your CV, will depend on the value they’ll add. The most important information about you should be placed at the top of the first page. If you feel a specific hobby demonstrates how effective you’ll be in a role, you may mention it at the top of the page in your personal summary.

If your hobbies and interests are less important, you might position them further down the page, underneath your skills and qualifications. Alternatively, you may look for ways to include them in other sections, such as an “accomplishments” section.

Relate Each Hobby to a Skill

Ensure each of the hobbies and interests you outline relates to a specific, relevant skill that will be valuable to your hiring manager or tech employer. Concisely draw attention to how your interest improves your employee value.

Here are some examples:

  • Tech enthusiast: I enjoy exploring the latest technological advancements, staying up-to-date with new trends and developments, and networking with other technology fans.
  • Volunteering: I believe in giving back to the community, using my tech skills to benefit others, and expanding my industry knowledge.
  • Fitness: To maintain a healthy work-life balance, I engage regularly in physical activities that help improve my endurance.

Adding Hobbies and Interests to C.V.s

It’s easy to assume that hobbies and interests should be omitted from tech C.V.s in favour of more traditional professional insights. However, including the right information about your passions can help you to boost your chances of getting the ideal role.

Drawing attention to relevant interests and hobbies can help forge a personal connection with hiring managers, demonstrate crucial skills, and differentiate you from the competition.

Use your hobbies and interests to augment your CV and ensure you stand out in the competitive tech job market.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

Book a Call with James Shenton

Preparing for the Final Stage Tech Interview: What to Expect

Preparing for the Final Stage Tech Interview: What to Expect

Making it to the final stage of a tech interview is both exciting and daunting. If you’ve got this far, it means that your potential employer is seriously considering offering you a job. However, you’ll still be competing against a selection of other, equally qualified candidates.

Ensuring you’re properly prepared to make the right impact on a hiring manager or business leader is crucial to ensuring you don’t stumble at the last hurdle.

How well you demonstrate your hard and soft skills, and knowledge, as well as a strong level of cultural fit, will determine whether you walk away with the role you want.

Here, we’ll guide you through the process of preparing for a final stage tech interview, discussing everything from the research you’ll need to conduct, to the questions you should ask.

The First Step: Demonstrating Cultural Fit

The first step in being successful in your final stage interview, involves carefully researching the culture of the company you want to work for. The chances are you’ll already have a basic knowledge of things like team dynamics and business values, based on previous interviews and assessments and information from your recruitment consultant.

At this stage, it’s important to refine your understanding of the company’s culture, so you can demonstrate how well you’ll fit into the organisation. According to a study from Glassdoor, up to 25% of new hires leave a role within 6 months, and one of the most commonly cited reasons, is poor cultural fit.

Since employers don’t want to waste time and money replacing new hires, they often use the final stage of the interview process to evaluate cultural fit carefully. Being able to demonstrate that you understand and share the company’s values will make you a more compelling option.

Dive into previous interview notes, examine the company’s website, and look for insights into the company’s goals, mission, and vision and how they align with your personal work vision. Consider if you have any anecdotes or stories you can share about previous projects you’ve worked on, that demonstrate potential cultural alignment.

For instance, if your company values intuition and creativity, you could talk about a previous project you launched, and how it benefited a previous employer.

Showcasing Your Skills and Experience

While your CV, and previous interviews or assessments should have given your potential employer insight into your skills or experience, many will still use the final interview to gather additional information. They’ll be looking for specific examples of your technological expertise, and how your competencies align with their specific needs.

Prepare some “STAR” (Situation, Task, Action, Result) stories to dive deeper into your experience. Outline achievements with clear numbers or statistics and remember to base your responses on what you know about the company and the responsibilities of the role.

While it’s important to showcase your technical skills, don’t forget to draw attention to relevant soft skills too. Showing a high level of resilience and adaptability will significantly boost your chances of getting the right role in a dynamic tech landscape.

Highlighting important transferrable skills, such as the ability to problem solve, collaborate cohesively with team members, and lead others can also be extremely helpful. Remember to convey confidence in your abilities, but know when to acknowledge your weaknesses, and discuss what you’re going to do to overcome them, such as investing in additional training.

Showing a growth mindset and commitment to continuous learning and improvement can give you an edge over other candidates, even if they have more experience than you.

Asking Insightful Questions

The final stage interview isn’t just an opportunity for potential tech employers to evaluate your suitability for a role. It’s also your opportunity to learn more about the position of the company, and the responsibilities you’ll have in this position.

Asking insightful questions demonstrates that you have a genuine interest in the role and are committed to being the best possible new hire. It can also show you’ve done your research into the company, showing you have initiative and drive.

Consider asking questions such as:

  • What are the key performance indicators you’ll be tracking in my work?
  • How would you describe your company’s approach to professional development?
  • Which staff members will I be working with on a daily basis?
  • What would you say your number one goal is for the company in the next year?
  • What would you consider to be the biggest challenge for someone starting in this role?
  • Which skills would be most important for me to develop when I start this role?
  • How does your company show a commitment to diversity, equity, and inclusion?
  • What does your typical onboarding process involve?

When formulating a list of questions, look for ways to show your focus on delivering value to your employer. Be careful not to ask questions that are clearly answered by the job description, or the company’s website.

Preparing for Different Interview Formats

Only around 20% of the people who apply for a tech role will reach the final interview round, and each company can take a different approach to how they manage the interview process.

Some companies, looking to save time and money on the recruitment process, will conduct virtual interviews using video conferencing software. If your employer takes this approach, make sure you treat the virtual interview just like any other interview. Don’t assume the conversation is casual or informal, just because you’re not attending an office in-person.

Different tech companies will also add different elements to the interview process. Some will ask you to talk with a panel of business leaders, others will ask you to present case studies from your past work or take technical assessments.

If you’re not sure which approach your potential employer will take, you can ask the hiring manager or recruitment company you work with what the interview will involve so you can prepare.

Make sure you familiarise yourself with the company’s products, services, and goals, and research the trends in the tech industry when preparing responses to possible questions. It can also help to host “practice” interviews with friends or family members. This should boost your confidence, and help you identify any issues with body language or anxiety before the interview.

Preparing for Your Final Stage Interview

Reaching the final stage of the interview process with a tech company means you’ve shown a hiring manager or team that you potentially have the skills and experience required to excel in their role. However, if you fail to impress during the interview, you could miss out on a job offer.

By researching the company’s culture, demonstrating your skills and experience, and asking insightful questions, you can maximise your chances of success.

Preparing for different interview formats will also ensure you have the confidence you need to excel during this stage.

Remember, regardless of the outcome of this interview, you should view it as a valuable learning experience that you can use to support your career path and professional development. If you’re unsuccessful, ask your recruitment company or the hiring manager for feedback on how you can improve and prepare for future interview success.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.


Book a Call with James Shenton

The Key To Marketing Yourself As The Ideal DevOps Engineer

The Key To Marketing Yourself As The Ideal DevOps Engineer

Though skill shortages remain high in the DevOps landscape, the market for candidates is still extremely competitive. In 2024, it can take an average of 3-6 months to get a job offer, and there’s no guarantee you’ll want to dive into the first opportunity that appears.

To improve your chances of getting job offers for valuable roles faster, you need to know how to market yourself to prospective employers and recruiters who are involved in the process.

Here is the thing to remember.

As effective marketing can convince consumers to invest in a product or service, the right strategy can help employers see you as the ideal candidate.

From working with a recruitment company to developing a strong personal brand, this guide will show you how to create the ultimate ‘marketing strategy’ and achieve your DevOps career goals.

Partnering with Recruiters: The Value of Specialist Support

The right tech recruitment team is an extremely valuable tool in your goal of getting the ideal next role. Reputable companies with experience placing candidates in your field will help you access a wider range of relevant job opportunities.

What’s more, they can help position you effectively in front of potential employers, allowing you to write the ideal CV and master the interview process.

When working with recruiters, make sure you:

  • Set clear objectives: Define your priorities for a new role. Are you more interested in positions with excellent work/life balance and flexibility, or are you looking for opportunities to develop new skills or join a company with a diverse culture?
  • Build relationships: Connect with your recruiter and help them understand everything there is to know about you. Highlight your strengths and weaknesses, skills, experiences, and career goals so they can offer a tailored level of service.
  • Collaborate strategically: Pay attention to the suggestions and guidance your recruiters give. Ask them for advice on preparing for interviews or creating a stronger online presence.

Developing Your Personal Brand

Your brand helps differentiate you from the other DevOps candidates in your field. It’s how you highlight your strengths and value as an employee and capture the attention of employers. 70% of hiring managers say a strong personal brand is as important as an excellent CV.

Creating a personal brand starts with a self-assessment.

Conduct a “SWOT” analysis, identifying your strengths and where you need to improve. Look at the threats posed by other candidates in you’re the DevOps industry (such as having more experience) and the opportunities you can explore to improve your appeal (such as investing in additional learning).

Once you have a clear view then:

Identify your unique value proposition:

Determine what makes you the ideal candidate for the roles you’re applying for. Have you had unique experiences in the industry? Do you have skills other candidates don’t have, or do you have an excellent work ethic?

Craft your story:

Develop a compelling narrative or “personal branding statement” that communicates your professional journey. Highlight accomplishments, aspirations, and key experiences that you’ve had to demonstrate your value.

Preserve consistency:

Ensure your brand identity is consistent across all platforms, from your CV, to your LinkedIn profile, other social media accounts, and professional website or portfolio. Use consistent messaging, imagery, and language.

Conducting Research: Know the Skills Employers Want Right Now

A big part of effective marketing is knowing your target audience. You need to understand what DevOps employers are looking for so you know what to highlight in your CV and online profiles. Start by examining job postings listed by the types of companies you want to work for, paying close attention to the skills and attributes they value.

Next, consider the current trends in the DevOps hiring market and the transferrable skills countless employers are searching for. In 2024, for instance, there’s a growing demand for:

Digital literacy and technological proficiency:

The world is becoming more technologically advanced with new software, AI solutions and hardware. However, only 1 in 10 workers possess the digital skills they need to thrive in new roles. Demonstrating a high level of digital literacy can give you an excellent advantage.

Adaptability and flexibility:

In a complex economic landscape, employers want professionals who are resilient, adaptable, and able to pivot to rapid changes in market dynamics. Show employers how you’ve overcome and adapted to previous challenges, and demonstrate a commitment to continuous learning and improvement.

Emotional intelligence:

Though technical skills are crucial in many tech roles, soft skills, like emotional intelligence and resilience, are becoming more important. Demonstrating a high self-awareness, empathy, and the ability to communicate and collaborate with others will boost your chances of success in the current market.

Optimising Your CV

Once you’ve conducted the right research, it’s time to optimise your CV and the cover letter you send to potential employers. Crucially, every CV and cover letter you send should be tailored to the specific employer and role you’re applying for.

According to data from Glassdoor, 63% of recruiters say they prioritise CVs personalised for the role. Before applying for anything, research the company you want to work for. Look carefully at the job description and the employer’s highlighted skills and attributes.

Try to match their language and focus on demonstrating the key skills that showcase your capacity to excel in the role. Additionally, make sure you:

Quantify your achievements:

Provide concrete examples of your success in similar roles. Use numbers, metrics, percentages, and statistics to validate your impact.

Format carefully:

Keep your CV clear, visually appealing, and concise. Make sure it will be accepted by any company using ATS software.

Add a personal touch:

Implement a personal touch to your cover letter. Consider referencing shared values based on your knowledge about the company and their ambitions or goals.

Enhancing Your Online Presence

While your CV and cover letter are still crucial in 2024, many recruiters and hiring managers are turning to the web for deeper insights into candidates. Approximately 72% of recruiters look at LinkedIn, the professional social media platform when hiring new talent.

With this in mind, complete and optimise your LinkedIn profile. Ensure a clear summary of your achievements, insights into your experience, education, and skills, and numerous endorsements from previous employers and colleagues. Use keywords relevant to DevOps to improve visibility online. You should also:

Share engaging content:

Sharing insightful articles, industry news, professional updates, and thought leadership content could demonstrate your expertise and help you engage in your network. Remember to participate in professional networks and groups to expand your reach and connect with potential employers.

Network consistently:

Actively connect with professionals and peers in you’re the space, such as recruiters, and alumni. Personalise your connection requests with a message tailored to each person. Consider attending virtual events through LinkedIn to expand your network further.

Align other online assets:

Ensure you’re making the most of your other online assets, such as your portfolio, professional website, and additional social media channels, to present a consistently strong view of your value as an employee.

Demonstrating continuous learning by adding new skills to your LinkedIn profile regularly and completing LinkedIn courses for certifications can also make you more appealing to employers.

Market Yourself as the Ultimate DevOps Candidate

For the best chance of getting the right role in today’s competitive DevOps landscape, you must do more than respond to job postings. Learning how to market yourself as the ultimate candidate with the right CV, personal brand, and online presence is crucial to success.

Working with a tech recruiter and ensuring you focus on developing your skills in the key areas crucial to today’s employers will give you a significant edge in the job market.

Give yourself the best chance of career success, and hone your marketing skills.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

For more information get in touch with us at, 01580 857179 or send us an email here.

Unlocking Success in Tech Video Interviews for Recruitment

Unlocking Success in Tech Video Interviews for Recruitment

Video interviews have become common in the current tech hiring landscape. Not only are they more convenient and cost-effective for both candidates and employers, reducing the need for travel, but they can make it easier for hiring managers to make the right choice.

With the ability to review recordings, employers can carefully analyse each candidate before extending a job offer. According to Indeed, 82% of employers used virtual interviews in 2021, and 93% wanted to continue using them.

This means every tech candidate needs to be prepared to make the right impact on video. Learning how to handle the technical aspects, convey professionalism through your attire and body language, and respond effectively to questions is crucial.

Here’s how you can unlock the secrets to video interviewing in 2024 and beyond.

First: Know the Video Interview Format

While video interviews in the tech space have been commonplace since the pandemic, the way these interviews are hosted and used is evolving. Companies are experimenting not just with live video interviews but also pre-recorded sessions.

In a live interview, the experience is similar to a face-to-face discussion. You speak to your panel or interviewer in real-time, responding to any questions asked.

In a recorded video interview, you’re presented with a selection of pre-written questions.

You then record yourself responding to these questions. In this scenario, you may have more opportunities to practice your answer and prepare what you will say before you respond.

In some cases, companies may also use a blended interview format, asking employees to submit a video bio, similar to a cover letter, before they engage in a live video session. Ensuring you’re prepared to handle all the different types of video interactions you’ll be presented with effectively is crucial to creating the right impression.

Mastering the Technical Aspects of Your Video Interview

Once you know what type of video interview you’re participating in, the first step is to familiarise yourself with the technology you’ll be using. 45% of recruiters believe video helps them speed up hiring.

The last thing they want is for your technical issues to lengthen the process. You will be told which platform you’ll use when you’re offered your interview.

Create an account with the platform (Zoom, Microsoft Teams, Google Meet, etc), and test the features beforehand. Ensure you know how to mute and unmute your microphone, start and end a video stream, and share your screen. You may also want to check whether you can change your background or record the video yourself (for later reference).

Other technical preparations to invest in include:

  • Audio and Video Setup: Invest in a quality webcam, microphone, or headset and connect them to your video conferencing platform. Check whether you can adjust the lighting and sound settings to improve your interviewer’s overall experience.
  • Internet connection: Ensure you’re conducting your tech interview in a setting with a strong and stable internet connection. A wired connection may offer better stability than a wireless alternative.
  • Conduct practice runs: Call friends or family members through the video platform to check for any potential technical glitches you might face.


Presenting Yourself Professionally

While most recruiters and hiring managers today are working to overcome unconscious bias, 96% still feel they make rapid decisions based on factors like how you present yourself in an interview.

Simple things, like how you dress, can offer hiring managers an insight into your level of professionalism and how serious you are about a role.

Just because you’re meeting over video from the comfort of your home doesn’t mean you should dress casually. Act like you would in any interview, and dress professionally.

  • Check your background: Ideally, you’ll choose a clean, clutter-free background for your interview. However, if you’re limited in the space to choose from, you may be able to use a professional-looking virtual background instead.
  • Maintain eye contact: Don’t look at yourself on screen during the interview or allow your eyes to wander. Maintaining eye contact by looking directly at the camera conveys attentiveness and confidence.
  • Mind your body language: Think carefully about your body language in any interview. Sit up straight and avoid slouching or fidgeting during the discussion.

It’s also helpful to arrange your video camera to ensure you capture the right amount of your body. Ideally, your full torso and face should be visible at all times.

Preparing your Video Bio

Suppose you’re participating in a process that includes a pre-recorded video interview or are asked to submit a video bio. In that case, ensuring you make the right impact immediately is important. The best way to accomplish this is with preparation.

The same practices apply here as you would research a company’s background and prepare responses to competency-based questions using the STAR method for a standard interview.

A good way to boost your chances of success is to draft a concise and compelling script based on your cover letter, CV, or the areas your recruiter has suggested. Highlight your key achievements, skills, and experiences relevant to the specific position you’re applying for.

Eliminating Distractions

Distractions are a common issue for video tech interviews. Unlike in a traditional interview, you’ll be situated in your own home, which means plenty of opportunities for other aspects of your life to get in the way.

Reduce your risk of interruptions and background noise by choosing a quiet and secluded space for the discussion. Inform anyone else in the house that you shouldn’t be disturbed during the interview, and close the door if you can.

Other ways to reduce your risk of distractions include:

  • Preparing for technical glitches: Glitches can still occur even if you have used all the tech before. Make sure you’re ready to switch to a different method of communication, such as a phone call if problems arise. Stay calm and composed when troubleshooting issues.
  • Addressing connectivity problems: If your internet connectivity drops during the interview, politely inform the interviewer and look for ways to resolve the issue as quickly as possible. Apologize for any delays, even if the problem isn’t your fault.
  • Mute other distractions: Turn off notifications for your email account and other apps you might use on the same computer you’re using for your interview. Don’t open other tabs during the conversation; and silence your phone!

Attending the interview a few minutes early can also be helpful to ensure you’re fully prepared and check for any technical issues in advance.

You’ll likely encounter at least one type of video interview during your tech job search this year. Ensuring you’re prepared to make the right impression, whether it’s during a live interview or asynchronous conversation, is crucial to boosting your chances of getting the right job.

After any video interview, remember to review your performance, thinking about what you’ve done well and what issues you might need to address before your next interview. This will help you prepare more effectively for future conversations.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

For more information get in touch with us at, 01580 857179 or send us an email here.

Effective Strategies for Mastering Workload in the Tech Space

Effective Strategies for Mastering Workload in the Tech Space

Mastering workload management is the key to ensuring you unlock your full potential in the tech space. It paves the way for career progression, reduces the risk of burnout, and contributes to a better work-life balance.

Throughout the tech space, countless employees face expanding workloads and increasing pressure. The current economy means many organisations are forced to do more with less.

Managers are demanding greater efficiency and productivity from their teams than ever before. Yet, unfortunately, many employees struggle to adapt to these new expectations.

According to research by Development Academy, one of the main issues is that 82% of people don’t use a time management system. They use a to-do- list or their inbox only.

The same study revealed that only 20% of people do a monthly audit to review how they spend their time, and 1 in 8 people never feel under control at work.

Here’s how to manage your workloads more effectively in tech.

Step 1: Understanding Your Job Description and Objectives

Effective workload management begins with clearly understanding your responsibilities and role as a tech employee.

In a hectic workplace, it’s easy to lose track of where your focus and priorities should be, including how your performance will be evaluated and monitored.

Ideally, your job description and manager will offer insights here.

A good job description will define an employer’s expectations and the employee’s core tasks.

Often, asking for further detail and clarity when you are unsure can be helpful.

Talk to your manager about your responsibilities and how they align with the broader goals of the organisation. Ask them to identify the key deliverables they’re looking for in your work and how you’ll be assessed.

A precise knowledge of your responsibilities and the business’s objectives will help determine which tasks are most valuable to your to-do list.

This will ensure you can effectively prioritise tasks based on the contribution they’ll make to your team, department, and business.

In addition, you will build a reputation as a significant and consistent contributor.

If you’re assigned a project that doesn’t seem to align with your role or the business’s goals, ask for more clarity; This demonstrates a commitment to generating measurable results for the company.

Step 2: Learn How to Prioritise Effectively

Based on what you learn about your tech company’s objectives and your role, you can identify that some tasks on your to-do list are more important than others.

For instance, while responding to emails is crucial, it may not be as critical as finishing a task before an impending deadline. There are various ways to evaluate your tasks based on priority, such as:

  • Using the Eisenhower Matrix: The Eisenhower matrix, or “prioritisation ” matrix, breaks tasks into four boxes: neither important nor urgent, urgent but not important, important but not urgent, and urgent and important.

For example, sending an invoice before a deadline may be important and urgent. Brainstorming for a new task may be important but not urgent.

  • Reducing your priorities: Starting your day with a list of 25 crucial tasks to complete can be overwhelming. Set yourself up for success by being realistic about what you can achieve in a single day.Some people use the 1-3-5 rule, which involves selecting one big task to achieve each day, three medium tasks, and five small actions.
  • Manage your energy, not just your time: People naturally go through periodic changes to how well they can focus. Defining when your most productive times are in the day can help you plan your schedule to maximise your energy.

Step 3: Know When to Say No

For many people, saying “no,” especially in the tech space, doesn’t come naturally.
Most tech employees want to be seen as team players, ready to go above and beyond whenever a manager comes to us with an additional task or project.

Unfortunately, saying “yes” to everything increases your chances of burnout, making it more likely to make mistakes when doing essential work and harms productivity and efficiency.

Even the most impressive tech employee has limitations. We can only accomplish so much in the time given to us, so it’s crucial to know when to say no.

Talk to your supervisor or manager when you’re assigned a task you can’t handle based on your current workload.

Explain why you cannot accept the extra task based on your current workload, objectives and deadlines. A good way to ensure you make the right impression is to offer alternative solutions to the issue.

Explore who else on the team has the required skills or abilities.

Suggest putting another less valuable task on hold if the new project is essential and urgent.

Step 4: Boosting Productivity and Maintaining Focus

According to the American Psychological Association, 20% of people are “chronic procrastinators”. We’re easily distracted, particularly in a fast-paced workplace where emails, requests, and environmental distractions constantly bombard us.

It’s not just the distraction that steals your time in the tech workplace, but also the energy you need to refocus. Look for ways to reduce your exposure to distractions, such as:

  • Use time management techniques: Time management techniques like the Pomodoro technique or time blocking help to ensure you stay focused on specific tasks for reasonable periods. They encourage you to take regular breaks and help to reduce the risk of “multi-tasking” or switching between different tasks.
  • Eliminate common distractions: Consider using noise-cancelling headphones to block out excess noise in a busy office. Switch your phone and instant messaging platforms to “do not disturb” when working on complex tasks. You could consider closing your email tab or setting up an autoresponder message.
  • Optimise your workplace: A tidy and comfortable office is conducive to productivity. Remove any clutter around your desk as often as possible and look for ways to improve your comfort with ergonomic furniture.Placing your desk next to a window can give you a cognitive boost, improving your concentration with natural light.

Additionally, remember to take regular breaks. Your brain can only focus for so long, and simple strategies like heading outside for some fresh air can revitalise your mind.

A collection of studies conducted by Washington State University demonstrate that spending time in nature can alleviate mental fatigue.

Step 5: Invest in Continuous Learning and Development

In the fast-paced tech environment, workplaces and roles constantly evolve. You’re more likely to struggle with workload management if you spend much time on projects you don’t understand or work with new and unusual technology.

With this in mind, focus on constantly developing your skill set. Use courses, webinars, and online workshops to develop new technical (hard) skills relevant to your role.

Let’s take A.I. as an example:

You may become more productive if you’re comfortable using AI-based software to complete repetitive work.

Think about how you can enhance your soft skills, too. Improving your ability to communicate or working on your critical thinking and problem-solving skills can help you to become more efficient.

At the same time, exploring consistent development shows your employer you’re committed to becoming the most valuable employee you can be.

Create time during mini-reviews, weekly catch-ups or regular one-to-one meetings with your manager to discuss your development needs. Explore the skills and knowledge you need to continue improving your contribution and performance.

Master Workload Management

The pressure on tech employees today is greater than ever. Asana even found that 80% of global knowledge workers feel on the verge of burnout. While it’s your employer’s responsibility to ensure tasks are distributed fairly among staff members, it’s up to you to ensure you’re making the most of your time and energy.

Ensure you understand your responsibilities and the goals of the organisation. Find ways to optimise your focus, eliminate distractions, and know when to say no.

If you’re still overwhelmed by the work you need to manage and are not receiving the kind of support you are looking for, maybe it’s time to explore a company and culture that takes a different approach. Contact a recruitment company for help finding a role that can improve your work-life balance.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

For more information get in touch with us at, 01580 857179 or send us an email here.


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The Top Skills for Tech Candidates in 2024 and Beyond

The Top Skills for Tech Candidates in 2024 and Beyond

Demand for Top-skilled Tech candidates is increasing in 2024, and unemployment levels are dropping.

However, there’s still significant competition in the market among tech candidates in this industry. Faced with a complex economic landscape, employers are limited in the opportunities they can offer.

If you want to optimise your chances of getting the ideal role this year, you must demonstrate the skills employers are searching for.

It’s not just technical skills that recruiters prioritise today, but a range of soft skills too, from exceptional communication to resilience.

To ensure you can stay relevant in the current recruitment market, we’re exploring the most important hard and soft skills you should concentrate on as you invest in professional development for 2024 and beyond.

The Value of Hard Skills in 2024

Hard skills, or “technical skills”, are the quantifiable abilities that most recruiters will look at when reviewing your application for a tech engineering role.

Hard skills result from the knowledge, training, and experience you’ve gained throughout your career.

Unfortunately, the hard skill requirements for many roles evolve all the time. Employees need to quickly adapt to new systems, tools, and processes that didn’t exist in the past.

The key to defining which hard skills you need to develop in your role is to examine industry trends and job descriptions in your sector.

Look at things like:

  • Relevant qualifications: Most employers in the tech landscape will look for evidence of your abilities through credentials, including certifications, degrees, demonstration of continuing professional development portfolios, or attending courses.
  • Proficiency with specific tools: All industries, including the tech sector, rely on specific tools like hardware and software. Ensure you know the resources your chosen business uses daily, such as accounting or design software.
  • Hard communication skills: Hard communication skills combine soft communication skills with new technologies and business goals. They can include skills in digital communication, copywriting, reading, writing, and speaking in a non-native language.
  • Transferable hard skills: Some hard skills are becoming relevant in all industries. Project management skills, proficiency with data analysis, and even management or leadership skills can be valuable to various roles.

Digital Literacy: The Non-Negotiable Skill Set

Perhaps the most significant hard skills employers require today align with “digital literacy”. As mentioned above, virtually every company in the tech industry is in the midst of a continuous digital transformation process.

Your ability to use and adapt to new technology will make you a valuable resource to your employer, even if you’re not pursuing a tech-related role. In fact, according to Forbes, around 93% of businesses are struggling to fill a “digital skills gap” today.

The specific digital skills you need will vary depending on your role, but they may include:

  • Data analysis: Understanding and interpreting data is valuable in any role, as it improves your problem-solving capabilities. Using tools like Excel and SQL to manage and visualise data will make you a highly appealing candidate.
  • Software proficiency: As noted above, most roles require employees to use specific software to accomplish tasks. This could include project management, calendaring, team collaboration apps, or specific design or data processing solutions.
  • A.I. proficiency: Artificial Intelligence is here to stay in all industries. Learning how to work with generative A.I. applications and bots or use intelligence to optimise and learn from data or business trends is a must in today’s world.
  • Cybersecurity: As digital threats continue escalating in the tech landscape, your ability to safely work with tools and data is paramount. Ensure you have a basic knowledge of protecting your online accounts and avoid scams and phishing attacks.
  • Cloud computing: Cloud computing has transformed how businesses operate, offering access to scalable resources over the internet. A fundamental knowledge of cloud computing best practices will help you to thrive in today’s digital world.

Soft Skills: The Unseen Backbone of Professionalism

Soft skills have always been essential to any role in the tech industry. In today’s digitally transforming world, however, they’re more crucial than ever. Fast Company reports that employers increasingly value “soft skills” over hard skills.

Soft skills refer to character traits and interpersonal skills that characterise a person’s ability to interact effectively with colleagues.

The combination of both soft and hard skills and knowledge results in an employee who has the potential to contribute and perform at a higher level than peers who are less skilled in one or both areas.

Some soft skills, such as collaborating well with colleagues, have always been essential. Others have grown more crucial in recent years.

In 2024, tech employers will be looking for staff members who display skills with:

  • Creative problem solving: The ability to look at an issue from various perspectives and develop creative resolutions.Every business faces problems, and your ability to respond effectively will make you a valuable asset.
  • Adaptability and resilience: As the world continues to evolve at a break-neck speed, resilience and adaptability are becoming more crucial. You’ll be a better employee if you can manage change effectively and stay strong in the face of stress and challenges.
  • Commitment to continuous learning: According to the World Economic Forum, 44% of employees’ core skills will change in the next five years. A commitment to lifelong learning and development ensures you can adapt to the changing landscape.
  • Motivation and self-management: The ability to act independently and maintain high motivation is crucial today. An ability to manage your own time and stay focused will make you more efficient in your role and inspire the teams around you.
  • Emotional intelligence: Emotional intelligence, defined as the ability to recognise and respond effectively to your emotions and the feelings of people around you, will help you contribute to a positive company culture.

Communication Skills: Your Career Amplifier

In essential tech soft skills, communicating effectively is perhaps the most valuable thing today’s employers are looking for. Excellent communication has always been necessary to ensure a thriving company culture.

However, in today’s hybrid and remote work world, fantastic communication skills are particularly crucial with changing collaboration strategies and evolving worldwide teams.

Strong communication skills are pivotal to working effectively with others, communicating with customers and clients, and thriving in your role.

Grammarly found that poor communication in the workplace can lead to a range of problems, from increased stress levels for 50% of workers to a 15% drop in productivity.

Assess your communication skills and focus on improving:

  • Verbal communication skills: The ability to speak clearly, using your knowledge of a situation, and emotional intelligence to your advantage.
  • Visual communication skills: Your ability to use graphs, charts, and maps when necessary to add context to a statement or guide other team members.
  • Digital communication skills: Leveraging various communication tools for online calls, messaging, and video conferencing sessions.

Frequently ask for feedback from your peers, managers, and supervisors to help you pinpoint potential gaps in your ability to communicate.

Integrating and Balancing Skill Sets

Success in today’s competitive tech landscape relies on your ability to cultivate and constantly improve a wide selection of hard, soft, and digital competencies.

You need a plan for constant personal development and growth to improve your chances of getting the desired role and achieving your career goals.

Committing to constantly expanding your skills based on the trends you see in your industry and your employer’s core objectives will help elevate your professional brand and improve your chances of accessing new opportunities in the tech space.

By embracing a growth mindset and investing in lifelong learning, you’ll always be in a position where you stand out among other experienced candidates in the industry.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.

For more information get in touch with us at, 01580 857179 or send us an email here.


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Assessing Cultural Fit When Building Your HCM Consulting Team This Year

In today’s diverse working environments, hiring HCM consultancy employees with the right skills and competencies for your open role is insufficient.

While the abilities and qualifications of your candidates are essential, it’s also crucial to ensure each team member “fits” perfectly with your evolving company culture. After all, hiring candidates with a strong cultural fit means they’re more likely to thrive in your workplace, demonstrate incredible productivity, and stay with your business longer.

Around 80% of recruiters believe culture is crucial to the selection process. However, many companies still struggle to assess candidates for cultural fit.

Here’s how you can infuse the search for cultural fit into your recruitment strategy.

Understanding Cultural Fit: Why is it So Important?

When making hiring decisions, business leaders often focus on potential candidates’ skills and experience. While these factors are important, it’s also crucial to ensure the candidates you hire can conform and adapt to the collective behaviours and core values of your organisation.

Hiring for cultural fit means assessing how well a potential employee is aligned with the culture of your HCM company. Strong cultural fit is essential to both candidates and employers.

Around 77% of respondents in one survey said they consider a company’s culture before applying for a role.

Additional research shows that people who “fit” well into their organisation show higher job satisfaction, engagement, and productivity levels.

Hiring for cultural fit can also improve your chances of retaining crucial talent for longer. Employees who feel comfortable within a company are likelier to remain loyal to that business, even when new roles and opportunities present themselves.

With today’s skill shortages, ensuring cultural fit is crucial to building and maintaining the ideal team.

The Role of Company Culture

Defining your company’s culture is the first step in hiring for cultural fit. The only way to know whether candidates align well with your business processes and values is to articulate the factors that make your business unique.

Your company culture is a collection of organisational factors. It often includes your business goals, mission statement, workplace environment, employee behaviours, and management styles.

An effective company culture outlines how your consultants operate, what they prioritise each day, and their driving values. For instance, leading online prescription glasses company Warby Parker prioritises customer care and empathy.

Zappos, the online footwear vendor champions exceptional service, punctuality, and personalisation. These companies leverage cultural fit assessments in their recruitment process to ensure employees share the same values as their existing team, leading to greater alignment and engagement in the business.

How to Assess Candidates for Cultural Fit

Though assessing candidates for cultural fit might seem simple, it’s often more complex than it appears. Business leaders and hiring managers need to find the right balance between assessing candidates for skills and competencies and examining their values and behaviours.

Here are some ways to ensure you’re hiring candidates with a strong cultural fit.

1.    Convey Company Culture in Hiring Materials

As mentioned above, defining your company culture is the first step in hiring for cultural fit. However, you must also ensure this culture is evident to your HCM candidates. When sourcing new employees, ensure potential applicants can identify your culture in your job descriptions, adverts, and social media posts.

For instance, instead of just listing the skills and credentials you need from an employee in your job descriptions, include insights into the personality traits you’re looking for, such as innovation or adaptability.

  1. Ask Cultural Fit Questions in Interviews

Adding elements to your interviews that help you determine a candidate’s cultural fit is another important step. Competency-based questions, such as “tell me how you handled a challenge in your previous role”, can draw attention to a person’s skills, as well as their thought processes, behaviours, and personality traits.

You can also ask questions that provide a direct insight into a person’s values, such as:

  • What do you like and dislike about working in a team?
  • What are your most significant accomplishments to date?
  • What motivates and engages you most in the workplace?

Use a scorecard to assess each candidate’s responses based on how they align with your business values and priorities.

3.    Allow Candidates to Self-Assess

Hiring for cultural fit isn’t just about finding candidates you believe will thrive in your organisational culture. Ensuring these new hires feel like they’ll fit into your business environment is important.

A good way to help them determine this is to allow them to assess their cultural fit. Give them a chance to observe your teams in action, ask current team members about their roles, and even take personality tests to see how aligned they are with your values.

4.    Train Hiring Staff

Sometimes, hiring managers need additional training to assess candidates for cultural fit to understand which characteristics they should be looking for. Providing extensive training on your company culture and values can help your team members.

Ensure professionals responsible for hiring decisions in your business know how to weigh the value of each characteristic or personality trait in a candidate. Help them to understand when a lack of specific training or credentials can be balanced by the right attitudes or behaviours.

5.    Create a Solid Induction Process

An induction strategy isn’t just a great way to introduce new employees to your workforce; it can also be an excellent way to ensure a strong cultural fit when a new hire joins your consultancy team; and set aside time to introduce them to your company culture and their colleagues.

Walk them through your expectations as a business leader and the processes your team members follow. Answer any questions they might have about your company culture during this process. You may even consider offering candidates a “trial” work period.

Avoiding Bias When Hiring for Cultural Fit

Ensuring your consultants have the right personality traits and values to thrive in your business is crucial. Asking the right questions and collecting the right data about each potential employee will help you hire people most likely to succeed in your industry.

Employees who don’t fit well with their company culture are more likely to quit, be disruptive, or negatively affect the outcome of projects.

However, it’s important to ensure hiring for cultural fit doesn’t lead to biased recruitment decisions. Ensuring a person will fit well with your existing team doesn’t mean hiring people with the same traits and backgrounds as others in your workforce.

It’s still essential to ensure you’re implementing diversity, equity, and inclusion into your hiring process. Avoid confusing personal similarities with cultural fit. Make sure hiring managers identify unconscious bias when making hiring choices.

Find The Right Fit for Your HCMTeam

Hiring for cultural fit is an excellent way to boost your chances of sourcing professionals who will thrive in your business. However, assessing cultural fit isn’t always easy.

You’ll need a strong knowledge of your company’s cultural values and a plan to ensure bias doesn’t harm your hiring decisions. If you’re struggling, the best strategy is to seek the assistance of a recruitment agency.

The right recruitment company can help you understand the characteristics and traits that give an employee the best chance of success in your organisation. Plus, they can assist you in embedding diversity, equity, and inclusion into your hiring decisions.

Finding the Right Tech Recruiter

Finding the Right Tech Recruiter

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a tech recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated tech recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a tech recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

  • The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
  • Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
  • Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the technology landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best tech recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment companies’ website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent tech recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to new SaaS opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV, and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right tech roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised Approach

Though many tech recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the industry has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Tech Recruiter

A specialist tech recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the technological landscape.

If you’re looking for help with your recruitment strategy, get in touch by calling James Shenton Managing Partner for Technology on 01580 857179 or send us an email here.

Opus Resourcing recruits world-class SaaS, technology, commercial and executive talent for companies ranging from seed-stage start-ups to Fortune 500 companies within the UK, Europe, and the US.