Improving Employee Performance in the Tech Industry: A Guide for Managers

Improving Poor Performance in the Tech Industry: Strategies and Tips

Improving poor employee performance in tech isn’t simple, but countless business leaders must handle it regularly.

Employee performance issues emerge for various reasons. Stress and anxiety caused by problematic company cultures or external factors like economic distress, personal problems at home and a lack of skills or motivation can lead to issues with productivity and engagement.

Poor management abilities in a tech business can cause inefficiencies and problems for employees.

A lack of purpose, direction, and ongoing support can impair a team member’s ability to deliver consistent results.

Fortunately, there are ways to manage and improve poor performance issues in tech. Here’s how you can empathetically and effectively manage and improve performance problems as a tech leader.

Understanding the Root Causes of Poor Performance

The first step to improving poor performance in the tech workforce is understanding what’s causing the issue. Underperformance can appear in various forms, from employees who fail to meet deadlines or turn up to work on time to those who have a negative, sometimes toxic attitude that impacts the morale of other staff members.

Diagnosing the issues resulting in decreased productivity and inefficiencies ensures you can implement the right strategies to fix the problem.

Some of the most common root causes of poor performance include:

  • Inefficient processes or systems: Up to 42% of HR professionals say poor systems and processes cause problematic productivity. If your employees don’t have access to the right technologies, standard operating procedures, and guidelines, they’re more likely to make mistakes.
  • Personal issues: Work and life aren’t entirely disconnected. Personal stress, medical problems, and family and relationship issues can affect productivity.
  • Burnout: As tech roles become more demanding, burnout is becoming increasingly common. Employees overwhelmed by unrealistic schedules and limited support can quickly lose motivation and find it difficult to deliver results for their employer.
  • Company culture: A problematic company culture caused by poor leadership, limited support or collaboration, and even conflict between coworkers can harm employee performance.Alternatively, a strong company culture empowers staff members to thrive in a diverse, inclusive, and friendly environment.
  • Skill Gaps: According to this report from Gartner, 70% of employees think they haven’t mastered the skills they need to thrive in their careers. Gaps in hard and soft skills make it impossible for employees to unlock their true potential and increase the risk of burnout.
  • Demotivation: Sometimes, employees don’t feel motivated enough to perform well at work. They can’t see the purpose or impact of their work, and their responsibilities are unclear, making it difficult for them to excel.

Addressing Poor Performance: The Step-by-Step Guide

Once you’ve explored the common root causes of performance issues in your tech business, the next step is implementing a holistic strategy for overcoming the issue, which requires more than just a commitment to training people.

Business leaders must combine effective communication, clear development plans, and a strong company culture to achieve results.

Step 1: Implementing Effective Communication Strategies

Exceptional communication is a crucial cornerstone of any successful business. Unfortunately, many companies struggle to communicate consistently and effectively with their teams.

The problem begins with ensuring team members know their roles, responsibilities, and company expectations.

To address this issue, leaders need to ensure that team members are clear on their tasks and responsibilities and how what they do contributes to the company’s broader goals and the purpose they serve. This helps to pave the way for exceptional performance.

Beyond setting clear expectations, business leaders must ensure clear and honest communication is consistent in the workplace culture.

Robust communication strategies can help managers and supervisors identify the root cause of performance problems more effectively and work with team members to find resolutions collaboratively.

Ensure you have a strategy in place for:

  • Consistently delivering performance reviews: Don’t just tell your employees what they need to improve or what they excel at once a year.Ensure you’re regularly sharing feedback, both motivational and developmental.Motivational feedback highlights what a team member is doing well and encourages them to continue to operate in this way.Developmental feedback is required when someone isn’t quite meeting expectations, and you want to draw their attention to the impact of how they are currently operating and what you want them to do instead.Active listening and empathy: Demonstrating empathy for your employees and actively listening to their issues helps to forge stronger relationships between team members, managers and the company.

    It also means your team members are more likely to inform you if they’re concerned about burnout or overwhelmed at work.

Give your team members plenty of ways to share feedback about the company culture, work processes, and challenges they face. It will give you a broader overview of the problems affecting your team.

Step 2: Developing Personal Improvement Plans

Based on your conversations with employees and the insights you gather into the root causes of performance issues, you can begin to develop comprehensive “performance improvement plans”.

Performance Improvement Plans (PIPs) are personalised documents that outline the steps team members need to take to overcome underperformance issues and achieve their goals.

They should include:

  • Clear, realistic goals: Discuss your employee’s goals for their career and how they align with the broader goals of the business.Set clear, measurable targets for your team members to work towards. Ensure these targets are realistic, based on the existing strengths and weaknesses of your team members and the support you can offer.Use frequently monitored milestones and support the employee in returning their performance to company standards and expectations.
  • Strategies for development: Outline the resources you can offer individuals to assist with their on-the-job development so that they have the necessary skill set to return to their previous performance levels or achieve the required performance levels for their role.This could mean providing access to training courses to address skill gaps that may be virtual or in-person or have additional coaching.
  • Consistent feedback and monitoring strategies: Determine how often you’ll meet with your tech employee to review their progress towards their goals. Define which metrics or KPIs you’ll monitor and continue to reinforce the company’s expectations.Ensure your team members know who they can turn to for extra support if they encounter problems.


Performance plans are tailored to the specific issues and needs of the employee you want to support. Consider their learning style and unique requirements carefully, and regularly check in to ensure your team members have all the support they need.

Step 3: Creating a Supportive Work Environment

Over recent years, a growing body of research has demonstrated that a positive work environment directly impacts employee performance and productivity.

According to the University of Oxford, happy workers are up to 13% more productive.

Creating a happy workforce starts with developing a positive and supportive company culture, which means turning your workplace into an environment based on company values that will often revolve around trust, respect, and collaboration.

Examples of areas that companies prioritise are:

  • Diversity, equity, and inclusion: Ensure you provide equal support to all staff members, regardless of their background. Encourage cross-team collaboration and give every employee a voice when making crucial business decisions.
  • Motivating employees: Find ways to motivate your tech employees by creating reward and recognition programs that champion their hard work. Offer meaningful feedback regularly and request input from employees in return.
  • Exceptional leadership: Train your team leaders and managers to model desired behaviours, such as inclusivity, honest and transparent communication, and a commitment to collaboration.

Crucially, ensure your team members can connect with business leaders or HR professionals when they discover an issue with the company culture.

Overcoming Poor Workplace Performance

Addressing poor performance in the tech industry can be complex. Business leaders must take a holistic, strategic, and empathetic approach to address the causes of disengagement, poor motivation, and diminishing productivity.

Most importantly, commit to constantly optimising performance, assessing the outcomes of your staff members, and ensuring you’re aware of any issues individuals and teams might be facing.

Fortunately, with the right strategy, you can improve performance, enhance your employer brand, attract more talent to your business, and increase retention.

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.

Book A Call With James Shenton

Attracting Top Talent: How to Become an Employer of Choice in the Tech Sector

Attracting Top Talent: How to Become an Employer of Choice in the Tech Sector

The hiring market in the tech industry has been candidate-driven for some time.

Countless companies are now competing for candidates with critical skills to help their organisations thrive in a challenging economy. This means talented professionals have more freedom to select positions that align with their priorities and values.

Positioning yourself as an “Employer of Choice” (E.O.C.) in the tech sector is critical to reducing the costs and complexity of the recruitment process, as well as accessing the right talent.

How do you develop a reputation as the “ultimate” business to work for?

Here, we’ll look at some of the most valuable strategies business leaders can use to position themselves as an employer of choice.

Attracting Top Talent: Why It Matters Now

Rampant skill shortages and increasing competition for talent have led to a complex recruitment environment for tech companies. Up to 80% of businesses in the U.K. are having trouble persistently filling roles, and the issue extends worldwide.

The U.S. Chamber of Commerce reports that there are currently 9.5 million job openings in the U.S. and only 6.5 million unemployed workers.

Simply put, the number of talented professionals in the job market is dwindling, and these candidates are becoming more discerning about which companies they choose to work for.

Employees now expect organisations to offer a combination of diversity, equity, inclusion, a supportive company culture, a commitment to the environment and sustainability, and exceptional growth opportunities.

All the while, they’re still searching for flexibility and compassion from employers.

This trend will only continue as Gen Z enters the workforce, prioritising ethical behaviour, wellbeing, and workplace perks ahead of higher salaries.

Hiring the wrong candidate isn’t an option, with a poor hire costing companies from 30% of a hire’s first-year salary up to $/£ 240,000 for senior hires.

This means companies must invest more heavily in positioning themselves as the ideal employer for their intended workforce.

Becoming an employer of choice:

  • Increases productivity and profitability: Well-supported, satisfied, and happy staff members are more productive and profitable.Companies with a positive people-first company culture achieve four times higher profits than their competitors.
  • Simplifies recruitment and retention: Passive candidates and top talent are more likely to apply for a role with a company considered an “employer of choice”.
  • Enhances brand equity: A satisfied workforce is likelier to speak highly of their employer, refer new team members to the company, and deliver excellent results.

Key Strategies to Become a Company People Want to Join

Becoming an employer of choice in the tech space requires a multi-faceted approach to addressing the needs and expectations of your candidates. Several strategies in today’s hiring market can boost your chances of attracting and retaining talent.

1.    Cultivating a Strong Company Culture

Culture is increasingly crucial to top talent in the tech landscape. Employees want to work with a supportive, empathetic, and flexible company. According to an survey, winning companies consistently demonstrated a more significant commitment to building a culture that delighted and engaged employees.

Building a strong culture in the current environment involves:

  • Concentrating on employee engagement: Look for ways to consistently engage employees, delivering feedback, recognition, and rewards for their work. Enable consistent collaboration and communication between teams, and invest in team-building exercises.
  • Offering flexibility: 93% of candidates say they want a flexible role. While remote and hybrid working might not be an option for every tech company, there are other ways to offer flexibility, such as giving employees more ownership of their schedules.
  • Supporting work/life balance: Wellbeing and work/life balance are crucial concerns, particularly for younger Gen Z employees. Encouraging team members to use their paid time off or allowing them to manage their work schedules around their lives is becoming increasingly essential.

Additionally, employees are searching for more ethical employers committed to protecting the environment, supporting different communities, and treating people compassionately.

2.    Offer Competitive Benefits and Compensation

While many tech candidates are looking beyond salary in the search for the ideal role, the right remuneration is still crucial to attracting candidates.

A complex economic environment and cost of living issues are prompting many employees to leave their old roles for better income.

A Gallup study found the importance of a higher salary had risen in priority from no four to no one since 2015.

Ensuring your remuneration packages align with or exceed the industry standard will help you attract more loyal, engaged employees.

However, it’s crucial to look beyond direct remuneration, too. Gen Z and X members say they would quit their jobs tomorrow for one with benefits supporting their wellbeing. Consider which benefits are most likely to appeal to your target candidates.

Many standard drivers for many employees are flexible, remote, and hybrid work. However, access to other benefits, such as mental and physical health support or the ability to spend time volunteering for causes they care about, will be valuable to some tech candidates.

3.    Invest in Employee Development and Growth

A strong employee development program has always been a priority for the best tech candidates. Every employee wants to expand their skill set and become more valuable to their employer. More importantly, they want to see a future with your company.

This is particularly true in recent years, as employees continue to worry about the growing issue of job insecurity. With this in mind, invest in your employees’ development and look at opportunities to help them enhance critical hard skills (digital literacy) and soft skills, such as communication, collaboration, and resiliency.

Explore options such as:

  • Online learning and courses: Online learning initiatives can give tech employees more freedom to choose and manage their development paths. They can explore a range of courses related to their role in their own time.
  • In-person training: Empower employees to attend in-person classes or workshops. Allow them to visit events and conferences where they can expand their network.
  • Mentorship: Consider creating a mentorship program where your high-level employees can provide consistent guidance to newer staff members.
  • On-the-job development: Create opportunities for team members to participate in additional projects or lead a project. Delegate tasks to them that will stretch or develop
    new skills, or build their competency.

4.    Embed Inclusivity and Diversity

Tech candidates, particularly in the Gen Z and millennial landscape, believe inclusivity and diversity is critical to building an enduring company culture. They’re looking for employers who deliver supportive, equitable environments to team members from all backgrounds.

Reports from analysts like McKinsey also show that companies that are diverse, equitable, and inclusive are better able to respond to challenges, find top talent, and address the needs of an evolving customer base.

Communicate clearly with your employees about your diversity and inclusion efforts and how they relate to your organisation’s core values. Introduce training initiatives focused on diversity and inclusion. Explore cross-team collaboration exercises that encourage people from different backgrounds to collaborate and share perspectives.

You can also demonstrate your commitment by ensuring you’re taking an unbiased approach to hiring. If this is an area you can develop further, working with a specialist recruitment company like Opus Resourcing can help.

5.    Embrace Transparency and Open Communication

Today’s world is plagued by confusion and uncertainty, making it more critical than ever for tech employers to demonstrate transparency with their staff members. Employees want clarity, not just when it comes to identifying their roles and responsibilities, but also regarding understanding their purpose and impact on the company.

Open communication is crucial, which means sharing updates (both positive and negative) with your employees about the direction your business is moving in and what it means for them.

Remember, open communication is also about listening.

Gathering feedback from team members about what you can do to give them a better work-life balance or experience will improve your prospects of retaining staff and enhancing your employer brand.

Becoming an Employer of Choice

The shift to a candidate-driven, skills-short market means tech companies need to work harder than ever to attract and retain the top talent. Developing a strategy to improve your employer brand and value proposition through flexibility, diversity, inclusion, and empathy is crucial.

Perhaps the easiest way to start this transformative journey is to work with a tech recruitment company that can guide your business.

The right recruitment company will help diversify your talent pool, guide you through creating an exceptional company culture, and offer insights into the priorities of your candidates.

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.

Book a call with James Shenton

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.


Book a call with James Shenton

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.


Book A Call With James Shenton

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.

Maximising Success with Talent Pipeline in SaaS Recruitment

Talent pipelines aren’t new in the SaaS recruitment landscape. For years, they’ve offered employers an opportunity to streamline and enhance the hiring process, fill talent gaps, and minimise business disruptions.

In 2024, however, the demand for effective talent pipelines is greater than ever.

Cultivating and building a strong talent pipeline allows SaaS-focused businesses to access talented candidates faster while strengthening your employer brand and improving the quality of the professionals you drive to your business.

Here’s what you need to know about the evolution of talent pipelines in 2024.

What Are Talent Pipelines?

Broadly, a talent pipeline is a pool of candidates ready to fill existing or future positions in your SaaS organisation.

These candidates can include existing employees, who may be able to move into more demanding positions with the right training and succession plans.

It can also include individuals who have shown interest in working with your business in the past, as well as “passive” candidates who are not currently searching for a new role but are open to exploring opportunities in the future.

Building a talent pipeline can be more complex than it seems and involves more than just collecting C.V.s from potential candidates.

Business leaders must also proactively search for and source new talent consistently and engage with potential hires.

The talent pipelining process includes the following:

  • Sourcing: Proactively seeking candidates through various environments and channels, from social media platforms like LinkedIn to job fairs, using search and recruitment companies and events.
  • Attracting: Drawing candidates to your business with effective employer branding, compelling job descriptions, and an engaging employee value proposition.
  • Engaging: Nurturing relationships with candidates through consistent communication, support, and insights into emerging opportunities.
  • Evaluating: Examining each candidate’s potential to fill both current roles and potential positions that may emerge in the future.
  • Hiring: Inspiring candidates with compelling job offers when opportunities become available, often with the help of a recruitment team.

The Role of Recruiters in Building Talent Pipelines

Building and maintaining comprehensive talent pipelines is often a time-consuming process. The right strategy requires finding diverse talent opportunities, demonstrating an exceptional employer brand, and nurturing long-lasting relationships.

In today’s skills-short landscape, where competition for professionals in the SaaS industry is fierce and employee priorities are evolving, building a talent pipeline is harder than ever.

62% of H.R. professionals say their organisation’s talent pipeline isn’t robust enough.

Fortunately, recruiters can offer employers a crucial competitive edge. The right recruitment and staffing company can open the door to a wider talent pool, leveraging pre-existing relationships with talent in your industry and implementing innovative sourcing techniques.

Recruiters can help enhance your employer brand and proactively attract new candidates.

They can assist with crafting engaging employee value propositions and writing compelling job descriptions.

Plus, recruiters’ executives can be essential in enhancing the candidate experience and nurturing potential talent with frequent communication and updates.

How To Build Your Talent Pipeline in 2024

Working with a tech recruitment team is the best way to develop and optimise a robust talent pipeline in 2024.

However, ensuring you have a strategy that delivers results and addresses the challenges and roadblocks today’s employers face is vital.

1.    Identify Current and Potential Skill Gaps

The first step in developing a stronger SaaS talent pipeline for 2024 is identifying your recruitment needs.

Crucially, it’s not enough to focus on the skills and talents crucial to your business today but also the gaps you may need to fill in the future.

Make a list of essential staff members in your organisation and their characteristics.

Ask yourself how you’ll deal with these team members leaving your company. Do you already have succession plans in place? If so, how will they impact your future recruitment strategy?

Next, consider the trends and innovations affecting your business and how they might affect the candidates you need to source. For instance, in 2024, many employers will search for candidates well-versed in generative A.I. and automation tools.

2.    Recognise Current Recruitment Challenges

Recruitment in 2024 is growing more complex. Skill shortages remain a significant issue in every industry, creating high levels of competition for top talent.

As of 2024, companies of all sizes continue to struggle to fill skill gaps. At the same time, increasing demand for things like flexible work and empathy in the workplace are leading to more discerning candidates with higher expectations.

These factors, combined with an increasing need for digital literacy in every role, wage demands, and more, have a major impact on recruitment strategies.

Understanding the challenges, you may face in 2024 should help you craft a hiring plan that boosts your chances of reaching the right talent this year.

It could also be crucial to ensure you can source the right level of support from the recruitment partner you choose to work with.

3.    Explore New Talent Sourcing Methods

Once you’ve identified the skills you need from your SaaS talent and the challenges you’re likely to face, the next step is to explore various talent-sourcing methods available to you, including employee referrals.

Recruitment agencies will also be able to help you with this by offering access to in-depth market knowledge, market mapping services, and a professional network of passive candidates that are not active on job boards and social media.

Often these types of candidates can be missed by internal talent teams.

4.    Invest in Attracting and Engaging Candidates

Since finding candidates for your talent pipeline can be one of the biggest recruitment challenges you’ll face this year, finding ways to attract professionals to you is extremely important.

This starts with creating an employer brand that drives awareness of your business’s unique benefits, from a focus on diversity and inclusion to development opportunities.

A Google search on “how important is employer branding to candidates” generates 76 million results, so a company’s reputation is certainly at the front of a candidate’s mind.

For employers, this means it’s important to keep a close eye on the message you’re sending about your company culture and the work experience you can offer.

It’s also worth taking a closer look at your job descriptions. Make sure they’re compelling, inclusive, and informative. Avoid any language that might show unconscious bias and draw attention to the reasons candidates should want to work with your business.

5.    Commit to Building Stronger Relationships

A significant part of building strong talent pipelines in 2024 is building and maintaining relationships with the right candidates. You’ll need to ensure you have a strong connection with the talent you source to convince them to join your team at the right moment.

According to some reports, it can take up to 8 connections with a company for a person to form an opinion about them. This means you’ll need to regularly connect with your talent pipeline and share insights into your company culture and evolving organisation.

Technology can help with this. For instance, you can use A.I. and automation to craft personalised messages to send to your candidates weekly or monthly.

Sharing value-added content that supports their role and future career development will be received while your tech recruitment team can reach out proactively to help nurture relationships.

6.    Leverage Technology with Care

Speaking of technology, artificial intelligence is beginning to play a more significant role in developing talent pipelines and the SaaS recruitment strategy. Around 66% of recruiters use some form of A.I. technology to help enhance hiring processes.

However, while these tools can speed up processes, simplify tasks like writing job descriptions, and even assist with candidate screening, they have limitations. Bias and inaccuracies can emerge from an over-reliance on automated tools.

Business leaders must keep people in the loop within the recruitment process and watch for potential issues to avoid reputational damage. Don’t expect to transform recruitment into a fully automated strategy.

The Benefits of Building Stronger Talent Pipelines

Effective talent pipelines are more important than ever to today’s tech employers. The right strategy can significantly improve the efficiency of your recruitment process, reducing the time it takes to fill positions and attract new candidates.

Having systems in place that allow you to hire the “ideal” candidate the first time increases retention rates and reduces the cost of poor hires.

A good talent pipeline improves the quality of your hires, enhances long-term workforce planning, and minimises possible risks.

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.


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Why Poor Job Descriptions Hurt Recruitment Efforts

The recruitment landscape constantly evolves, influenced by changing candidate and employer priorities, introducing new tech roles, and adopting new technologies.

Yet even in this fast-moving landscape, one thing remains consistent: the importance of job descriptions.

More than just a laundry list of the essential skills candidates need to thrive in a role, job descriptions are critical to attracting top talent, setting expectations, and elevating your employer brand. In a world where employers are struggling to fill the talent gaps in their teams, ensuring your job descriptions are making the right impression is essential.

Unfortunately, countless tech employers miss out on top talent because their job descriptions aren’t engaging, informative, or inclusive enough to resonate with modern candidates. Here’s how you can overcome the issue of sub-par job descriptions once and for all in 2024.

The Essential Components of a Successful Job Description

On a broad level, job descriptions provide candidates with all the information they need about the responsibilities of a role, the skills, experiences and qualifications they need to thrive, and the benefits an employer can offer. However, they can also accomplish so much more.

For many job seekers, the job description will be one of the first things they evaluate when deciding whether to apply for a role. Having a job description that contains relevant information that appeals to today’s candidates will boost your chances of attracting suitable candidates and convincing them to accept your job offers.

While the exact language and information used in your  job description can vary, an effective document should always include:

  • A job title and summary: A clear and jargon-free description of the role and associated responsibilities. Make sure this section is clear, straightforward, and descriptive.
  • Detailed duties and responsibilities: A list of key responsibilities and tasks successful candidates will need to complete to thrive in the role.
  • Necessary qualifications and skills: Any specific hard and soft skills required for the role, such as excellent communication skills or proficiency with certain tools.
  • Compensation and benefits: An overview of the remuneration and wider benefits that may be available, such as flexible working options.
  • Company culture: Insights into the core values and priorities in your business, as well as your approach to diversity, equity, and inclusion.
  • Development opportunities: An insight into the potential for growth within the role and future career progression.

Why Inclusivity is Crucial to Job Descriptions in 2024

Many factors can influence the success of a job description in 2024. For instance, studies show that candidates regularly assess attractive benefits, high salaries, and company culture before deciding whether to apply for a role. However, in 2024, one of the most significant factors that will impact the appeal of your job descriptions is their level of inclusivity.

76% of candidates in today’s tech recruitment landscape say diversity and inclusivity are central to deciding which company to work for. Evidence of unconscious bias in your job descriptions can significantly reduce your chances of attracting the right talent to your team.

Additionally, on a broader level, taking a proactive approach to D.E.I. in the workplace delivers many other benefits, from increased productivity and engagement to reduced staff turnover. McKinsey found the most diverse workforces were also the most successful financially.

Here are some ways to optimise your job descriptions for inclusivity.

1.    Avoid Gender-Coded Language

Gender bias in job descriptions is more common than you think. Even if you don’t specify a preferred gender for your employee in the description itself, the language you use can influence who responds to your job listings. According to one study, words like “dominant” or “competitive” can be perceived as more “masculine” in job descriptions.

Alternatively, terms like “collaborative” and “nurturing” are more likely to resonate with female applicants. A.I. tools can help you evaluate your job descriptions and pinpoint potentially “gender-coded language”. Alternatively, you can ask your tech recruitment agency to highlight any terms that may dissuade certain candidates from interacting with you.

2.    Look for Evidence of Other Biased Language

Unconscious bias in job descriptions doesn’t just show through in potentially “gender-coded” terminology. Some various other words and descriptors can also subtly demonstrate bias. For instance, your language could show a preference towards:

  • People of a certain ethnicity: Asking for “local” employees or referencing a specific ideal origin for your candidates can demonstrate racial bias.
  • Candidates of a certain age: Describing your ideal candidate as a “fresh young go-getter” or an “industry veteran” may restrict the age range of your job applicants.
  • People without disabilities: Asking for people with specific physical attributes or skills without referencing your ability to make accommodations for those with disabilities makes it harder to attract employees with a range of abilities.

3.    Minimise Corporate Jargon

Many tech companies use jargon and technical terms in their job descriptions and other documentation. While these terms may make sense to existing members of staff and stakeholders, they can be confusing for new employees to understand.

Listings that rely heavily on technical terms may be unable to capture the attention of highly skilled employees who have yet to learn the language of the industry. With this in mind, deliberately choose words and phrases that aren’t overly “industry-specific” when crafting job descriptions.

If you need to use a specific technical term, consider using a descriptor alongside it to help applicants understand exactly what you’re looking for.

4.    Highlight your D.E.I. Commitment

One easy way to demonstrate diversity and inclusion in your job descriptions is to include specific information about your D.E.I. initiatives in the document. In the section where you discuss your company’s culture, talk about your commitment to providing equal opportunities to everyone.

Mentioning that you’re an equal opportunity employer gives insights into ensuring you don’t discriminate against employees or candidates based on irrelevant characteristics. You could even reference your strategy for training your employees and managers on D.E.I. practices.

Alternatively, you might highlight awards you’ve won based on your diversity and inclusion strategies or positive feedback you’ve earned from previous employees. If you’re listing your job description online, include a link to a website page with more information.

5.    Work With a Tech Recruitment Company

Collaborating with a recruitment company can benefit tech employers, particularly in today’s skill-short landscape. A recruiter executive who shares your focus on diversity, equity, and inclusion can help you tailor your job descriptions for the current market.

They can help you to recognise evidence of bias or discrimination in your language that you might otherwise miss. They can also advise you on finding training resources and support that will help you optimise diversity and inclusion in your hiring journey.

Some leading tech recruitment companies can leverage innovative strategies to help reduce unconscious bias. For instance, they might use blind screening techniques, removing personally identifiable characteristics from the applications they pass onto your teams. This can help you focus on a person’s skills and abilities when short-listing your options.

Quick Tips for More Effective Job Descriptions

Ensuring your job descriptions are inclusive is an excellent way to boost your chances of attracting top talent in the tech space. However, there are other steps you can take to optimise and enhance your job descriptions, too.

Here are a few additional quick tips for success:

  • Be clear and concise: Use straightforward language to outline all the information your candidates need. Avoid including too much unnecessary information, such as long-winded descriptions of roles and responsibilities.
  • Leverage keywords: Incorporating keywords into your job descriptions that match the responsibilities and requirements of your role can make them easier to find in today’s digital world. Avoid confusing buzzwords like “superstar” or “ninja” when choosing role titles.
  • Highlight your E.V.P.: Draw attention to your unique employee value proposition in your job description. Ensure your candidates can see all the benefits of working with your company, going beyond remuneration to cover development opportunities and an inclusive and supportive company culture.
  • Be flexible: Know how to separate your ideal candidates’ “nice to have” attributes from their needed skills and experience. Be open to exploring applications from various people, including new graduates.
  • Avoid common mistakes: Work with a recruitment and staffing agency to proofread your job descriptions for errors or inconsistencies. Ensure you’re listing your descriptions on the right platforms and that applying for your role is as simple as possible.

A tech recruitment company will be able to help you implement all of these tips and strategies to give you the best possible chance of attracting the right talent in 2024.

Write the Best Job Descriptions in 2024

The right job descriptions are crucial to attracting and retaining top talent in 2024. More than just simple documents, good job descriptions boost your chances of improving candidate quality and fit, reducing the time it takes to fill positions, and optimising your employer brand.

They also ensure you can start your relationship with your new employee based on mutual understanding, clarity, and clear expectations.

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.

How To Plan Your Next Career Step for DevOps Engineers

How to Plan for Your Next Career Move for DevOps Engineers

Career moves are more common than you might think. A quick search on Google shows that the average DevOps Engineer changes roles every 2-3 years.

Sometimes, you’ll make a career move to take advantage of better opportunities or a more progressive company culture. Other times, your career moves will be strategic and move you toward your long-term professional goals.

Proper planning is the key to success when making career moves.

While planning for a career move might sound daunting, there are ways to make the process easier.

Here’s a step-by-step guide you can use.

Step 1: Self-Assessment and Goal Setting

The first step in planning a career move is knowing yourself, your priorities, and what you want to achieve in your tech career. Before you make any decisions, take the time to conduct a thorough self-assessment, looking at your:

  • Strengths: The skills, knowledge, professional qualifications, and abilities contributing to your career success.
  • Development Areas: You may need to overcome knowledge gaps and issues to thrive in a new role or become more effective in your current position.
  • Values: What do you prioritise as a tech employee, such as flexibility or a focus on diversity, equity, and inclusion in the workplace?
  • Interests: What do you enjoy about your current role, and what particular interests do you want to pursue in your career?

Having completed your self-assessment, you can begin to set SMART (specific, measurable, achievable, relevant, and time-bound goals) for your career. Think about what you need to accomplish in the short term, such as acquiring new skills, and what you want to aim for in the long term, such as moving into an executive-level position.

Step 2: Industry Trends and Future Outlook

With your goals in mind, you can begin exploring opportunities in the DevOps tech landscape. Paying attention to the trends in your market makes sense for a few reasons.

First, it allows you to explore potential roles and opportunities you might not know about or have previously considered. Technological advancements and evolving market demands in many industries create new and exciting positions that may align with your skills.

Secondly, evaluating the market can give you an insight into what potential employers are looking for in your sector. For instance, in various industries, there’s an increasing demand for professionals with technical skills to address the growing “digital skills gap“.

You can stay up-to-date with current trends by reading industry journals and joining forums or professional associations.

Step 3: Skill Development and Continuous Learning

For many tech professionals, a career move won’t just be an opportunity to move into a new business or earn a higher wage. It’s also about the possibility of taking on new responsibilities and positions that push you towards your long-term career goals.

To boost your chances of successfully applying for a new role and attracting the attention of employers, you may need to consider building your skillset and looking for new ways to demonstrate your value with courses and certifications. Critically, on-the-job opportunities to demonstrate and apply the enhanced skills that can give you a competitive edge.

Identify your current skill gaps, look at the “development areas” you noticed during your self-assessment, and then look for ways to improve.

Remember, once you’ve bridged your skill gaps, it’s worth investing in continuous education and improvement. Constant learning will pave the way for new opportunities and ensure you remain competitive in the tech field.

Step 4: Networking and Professional Relationships

Networking is one of the most important things all professionals should be investing in throughout their careers. Networking can be extremely valuable for career planning, helping you discover new industry trends and learn from innovative peers.

The right networking strategy will also help you build a broad support circle of mentors, industry contacts, and peers who can give you an edge when applying for new positions. In today’s world, there are countless ways to explore networking, from participating in professional organisation events to joining groups on LinkedIn.

Focus on building connections with people in your industry who can help you understand your industry and make progress towards your goals. Mentors can assist you in finding and applying for roles you might not be able to discover on your own.

Step 5: Gaining Experience and Building a Portfolio

Often, before you can take the next crucial step towards your career goals, you’ll need to gain experience. Many employers today, value a candidate’s experience as much or more than their educational accomplishments.

In some cases, you may be able to gain more experience in your existing tech role. You could take on additional projects and responsibilities or shadow other team members. Alternatively, you may look for external ways to build experience, from participating in internships to volunteer work.

Strategically select opportunities that align with your career goals, help you fill your experience gaps, and develop a portfolio outlining your experiences.

Your portfolio can help showcase your achievements to potential employers alongside your CV or social media profiles.

Step 6: Personal Branding and Online Presence

Finally, a strong personal brand is essential whether you’re planning on moving to a new company or hoping for a promotion from your current tech employer. Your brand is a culmination of all the various assets and resources you use to showcase your value to potential employers and clients.

This includes your portfolio, CV, the cover letters you use in job applications, and even your social media presence.

Assess your online presence if you haven’t worked on your brand before. Ask yourself what employers will see when they search for you on LinkedIn or type your name into Google.

Think about how you can enhance your LinkedIn profile with evidence of your experience, or consider building a website to showcase your skills. It’s also worth updating your CV with the help of a professional recruitment team in the tech space.

A recruitment team can give you insights into what employers are looking for and how you can enhance and improve your personal brand.

How to Plan Your Next Career Move for DevOps Engineers the Right Way

While career moves are common in any industry, it’s easy to make the wrong decisions for your professional life without the right approach to planning. Taking a proactive approach and developing a strategy for success with the above steps is crucial.

Every time you choose to take another step in your career, use this guide as a reference to ensure you’re setting the right goals and taking valuable steps towards unlocking new opportunities in DevOps engineering. Remember, a dedicated recruitment agency can also provide additional help and guidance specific to your career needs.

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 Tech Product Managers Now Need a Strong Personal Brand

Why Tech Product Managers Now Need a Strong Personal Brand

In today’s competitive tech job market as a Product Manager, a strong personal brand is more valuable than you’d think. Employers searching for top talent no longer consider only a person’s CV, cover letter, and credentials. They examine your entire personal brand, looking at the characteristics and attributes that set you apart from competing candidates.

While demand for candidates is increasing this year, the market is still extremely competitive, particularly as business leaders navigate difficult economic environments and budget shortages.

Whether you’re re-entering the job market or looking for new opportunities, developing a strong personal brand could boost your chances of success.

In fact, according to LinkedIn, 71% of professionals believe a good personal brand opens the door to new career opportunities.

Here’s why personal branding is important and how to build a brand with the right impact.

The Importance of Personal Branding in 2024

Your personal brand is a culmination of all your skills, values, experiences, and personality traits. It shapes how employers and peers view you in the technological landscape, what value they assign you as an employee, and even how you view yourself in your career.

A positive personal brand has always been a valuable resource for tech candidates and employees. The right brand helps you gain credibility as an industry professional, draw attention to your unique values, and capture the attention of employers.

However, the demand for personal branding is set to be even higher this year. Although there are significant skill shortages, finding the right role can be extremely difficult. Some studies suggest candidates can spend up to 6 months finding a new position.

Today, the tech market is characterised by rapid changes as workplaces evolve, leading to demand for new skills and abilities. Competition will increase, particularly for roles with the best benefits and salaries in a difficult economic landscape.

Additionally, business leaders will become more discerning when choosing which candidates to add to their team as hiring budgets diminish. A personal brand will ensure you can access the right roles and demonstrate your value to your employer. It could even be the key to opening the door for promotion opportunities in the future.

The Benefits of Personal Branding Today

With 95% of recruiters now predicting the job market will become more competitive in the years ahead, personal branding has never been more valuable for tech candidates. A well-crafted personal brand can deliver a host of benefits, including:

  • Improved differentiation: A strong personal brand highlights your unique values and attributes, positioning you as the ideal person for a role. With your personal brand, you can separate yourself from the competition and increase your ability to access new roles.
  • Better online visibility: Working on your personal brand on social media platforms like LinkedIn can make you more visible to potential employers. Around 85% of recruiters and H.R. professionals say an employee’s online reputation influences hiring decisions.
  • Greater trust and credibility: A consistent and authentic personal brand builds credibility for you as a tech employee. Hiring managers and business leaders are likelier to hire and promote team members with a clear track record of expertise and shared values.
  • New career opportunities: Enhancing your personal brand and demonstrating thought leadership online and offline opens the door to new opportunities. It can help you expand your network and form relationships with people who guide you towards new positions.
  • Adaptability: As industries evolve and job opportunities change, your personal brand can act as a testament to your adaptability, continuous focus on growth, and willingness to learn. This can ensure you can apply for new roles in a difficult market.

How to Start Developing Your Personal Brand

The good news for candidates in the tech product world is that developing a strong personal brand doesn’t have to be as complex as it seems. You can even consider working with specialist recruiters in your industry for guidance, building your online presence, and showcasing the right attributes in CVs, cover letters, and online profiles.

Here are some of the key steps involved in building a personal brand:

1.    Conduct a Self-Assessment

First, you need a clear understanding of your strengths, positive attributes, and abilities as a professional in your niche within the tech industry, whether this be SaaS, eCommerce or others.

Take a closer look at your skills and accomplishments in previous years.

Think about the key attributes that set you apart from other competing candidates in your industry, such as a focus on adaptability or a willingness to learn. What do you want to be known for in your sector, and what do you need to work on to improve your value to employers?

2.    Define Your Audience

Once you clearly understand your strengths and weaknesses, think about the target audience you’re trying to impress. If you’re hoping to access new promotions within your current tech role, it’s important to know which values and skills your employer values. If you’re trying to secure a new position, consider what matters most to new employers.

For instance, in 2024, 68% of employers prioritise digital skills, 82% focus on analytical skills, and 57% pay more attention to employee resilience.

Looking at the job descriptions posted by the companies you want to work for or speaking to a recruitment company can help you identify which key attributes to highlight in your personal brand.

3.    Optimise Your Online Presence

90% of recruiters conduct online research to learn more about potential candidates. Another 70% say they’ve rejected candidates based on the information they found online. Search for your name and examine what information appears.

Is your LinkedIn profile complete and up to date? Does it accurately highlight your tech experience, skills, and credentials? If you have other social media profiles, what do they say about who you are as a person and employee? You might even consider developing a portfolio or website where you can tell people more about your skills and achievements.

4.    Invest in Networking

Developing your network is one of the best ways to enhance your personal tech brand and ensure its visibility to the right people. Join industry-specific groups on LinkedIn and Facebook, visit forums related to your industry, or work with a recruitment agency to strengthen your connections with new groups and potential employers.

Invest in both online and offline networking whenever possible. This means attending industry events and online webinars, joining professional organisations, and even searching for mentors or peers in your niche.

5.    Demonstrate Expertise Consistently

To further draw attention to your personal brand in the tech space, commit some time to creating and distributing thought leadership content. You can create blogs and articles you share through your website or social media pages. You could publish videos on YouTube or even create your podcast.

Whatever content you invest in, ensure you consistently send the same message about your values, abilities, and strengths. Using a consistent style, tone of voice, and messaging across all platforms will enhance your credibility.

6.    Be Ready to Evolve and Adapt

While consistency is important for a personal brand, it’s important to understand that your brand and the needs of employers will change over time.

Stay up to date with industry trends so you can draw more focus on the skills and characteristics that will help you appeal to future employers. Ensure you update your online profiles and social media accounts whenever you accomplish something new, highlighting your commitment to constant growth. This will make you more appealing to today’s dynamic tech employers.

Building a Strong Personal Brand

Effective personal branding has always been crucial to success in the tech job market. However, as recruitment processes change and employer priorities evolve, ensuring you’re effectively building and showcasing your personal brand is becoming increasingly crucial.

Follow the steps above to create a brand with impact in 2024, and work with your specialist recruitment company agency to position that brand in front of the right employers.

If you’re looking for help with your recruitment strategy, get in touch by calling Paul Hudson Managing Partner 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.