How to Overcome Overwhelm as a High-Performing SaaS Employee

We all feel a little overwhelmed at times. Life, work, relationships, and countless other factors can make even the most organised person feel as though they’re drowning in their to-do list.

Unfortunately, overwhelm is particularly common in the workplace, and in recent years, factors like the pandemic, changing work styles, and higher employer expectations are exacerbating the issue.

According to a recent Workplace Health Report, 76% of employees report feeling moderate or high levels of stress, and 33% say this stress has an impact on their productivity.

As a high performer in the tech space, feelings of stress and overwhelm can make it difficult to maintain peak performance consistently. Fortunately, there are things you can do to bring balance and tranquillity back to your life.

Understanding Overwhelm in Technological Work Environments

Feeling “overwhelmed” at work doesn’t just mean you’re stressed about an upcoming meeting or project. Employees suffering from overwhelm in the tech space can experience consistent stress and anxiety, which can eventually lead to burnout.

You may feel you’re unable to keep up with the demands of your workload, particularly in an environment where high performers are often assigned more tasks. In some cases, you might feel you don’t have the skills or support you need to do a good job.

Workplace overwhelm is extremely common, with around 80% of global knowledge workers saying they may be on the brink of burnout. Unfortunately, being overwhelmed can have several negative repercussions for employees, and businesses alike, including:

• Diminished performance: Overwhelmed employees are more likely to struggle with reduced cognitive functioning, creativity, and decision-making skills. You may even find yourself frequently multi-tasking to keep up, which could lead to more errors in your work.
• Health implications: Constant exposure to stress and anxiety leads to both physical and mental health issues for high performers in the technological space. This can also prompt prolonged absenteeism, as well as more illnesses and ailments.
• Interpersonal challenges: It’s hard to maintain positive working relationships and deal with chronic stress at the same time. You may find you struggle to connect with your colleagues or become more combative, and less collaborative in the workplace.

Identifying the Sources of Workplace Overwhelm

The first step to overcoming the workplace is understanding what’s causing the issue. When you feel excessively stressed and anxious at work, there’s usually an underlying reason.

You may think you don’t have the right skills to succeed in your role, or you may be struggling to adhere to unrealistic expectations from your boss. Some of the most common causes of workplace overwhelm include:

• An unrealistic workload
• Too many deadlines converging at once
• Being unable to say “no” to requests
• Feeling increased pressure to perform exceptionally
• Not having the tools or skills you need to thrive in your role
• Lack of support from your manager or coworkers
• Inability to prioritise essential tasks
• Unclear processes and roles
• Problems with time management and scheduling

Strategies Tech Employees Use to Overturn Overwhelm

The good news is that while overwhelm is common in the workplace, it’s not something you have to live with. There are various ways you can regain control over your professional life and schedule. Some of the best strategies include:

1.   Mastering Time Management

One of the biggest causes of workplace overwhelm is having too many tasks to complete, and not enough time to do them in. Knowing how to manage your time effectively, prioritise the most valuable jobs, and minimise “unproductive” time is crucial.

Using time management techniques, such as the Pomodoro method or Eisenhower Matrix can help you to identify the most crucial tasks on your to-do list and arrange your schedule accordingly. However, it’s also helpful to take a little time to simply plan your day.

Before you dive into your tasks for the day, write down a list of everything you need to do, and determine which order you’re going to complete your tasks in. This will help to minimise the time you spend between tasks, figuring out what to do next.

2.   Take Regular Breaks

Although taking breaks may seem counterproductive when you’re overwhelmed by a high workload, it’s beneficial to your overall productivity. Studies show that we can only concentrate for specific periods before our attention begins to waver.

The more pressure you put on yourself to tackle one complex task after another, without a breath, the more overwhelmed you’re likely to feel. When you’re starting to feel overly stressed, or your brain is swimming with too much information, take a break.

Look away from your screen, go for a walk around your office, or just grab a drink of water. You could even consider adding mindfulness practices, such as deep breathing exercises and meditation into your workplace routine.

3.   Set Boundaries

Even as a high performer in the tech industry, you still need a degree of work-life balance. No one can thrive if they commit all their time and cognitive function to nothing but work. Setting boundaries will help to reduce your risk of taking on more than you can handle.

As tempting as it might be to say “yes” to every request from your boss and coworker, be mindful of your limitations. Know when to say “no” to additional tasks. Turn off your phone and chat notifications when you’re away from work so you can “unplug” and commit to plenty of rest.

Make sure you share your boundaries clearly with your coworkers and your managers. Be polite, but firm, explaining exactly how much time and effort you can dedicate to your role each day, based on your job description.

4.   Seek Support

Asking for help isn’t a sign of weakness, particularly in today’s fast-paced and chaotic world. Sometimes, the best thing you can do when struggling with being overwhelmed is ask for assistance. Speak to your manager about the problems you’re facing and collaborate with them on strategies to mitigate burnout. You might be able to ask for longer deadlines or reduced workloads.

Alongside talking to your boss, you can also speak to mentors and other leaders in your business, to ask for their guidance and support. They might be able to provide extra tips on how you can reduce stress and preserve your performance standards.

If you’re feeling truly overwhelmed, don’t be afraid to seek help from specialists, such as therapists or doctors, who might be able to offer more coping mechanisms.

5.   Invest in Optimising Your Performance

Finally, one particularly good way to reduce overwhelm at work is to focus on overcoming the challenges and weaknesses you face every day. For instance, if you think you struggle with a specific SaaS task, seeking out extra training can help to give you new skills to master the process.

If you spend a lot of time on specific parts of your workday, such as responding to emails, or managing your calendar, accessing project management tools, AI solutions, and automation tools can help you take some of the extra work on your plate.

You could even ask your employer for additional tools and software that might make your job easier or help your team become more efficient.

Don’t Live With Constant Overwhelm

Just because overwhelm is common among high performing members of the space, doesn’t mean it’s sustainable. Ultimately, you can only handle overwhelm for so long before your physical and mental health suffers.

If you implement all the strategies above and you still find it hard to cope in your workplace, this could be a sign that you need to consider a new role in a different company.

A recruitment partner like us can help you with this and can help you to track down a more manageable position, based on your skills and needs.

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.

 

The 3 Recruitment Issues Hindering Your Success Hiring Software Engineers

• Recruiting top talent in software engineering is challenging. Skill shortages are rampant throughout the industry, and employee expectations are evolving. Without the right hiring and recruitment practices, business leaders can struggle with gaps in their software development teams for months.
• Not only does this hamper the progress of your tech business, but poor hiring practices hiring software engineers can also lead to a loss of productivity and engagement in your current team.
• While some of the challenges in the recruitment/staffing landscape may be beyond your company’s control, there are certain issues business leaders can identify, and overcome with the right strategies.
• Addressing common roadblocks in the hiring process, such as problematic job descriptions, inconsistent employer branding, and poor candidate treatment, could help you to fill your talent pipeline faster, and achieve your business goals.
• Today, we’re going to look at the 3 most problematic hiring practices hindering your recruitment success, and what you can do to overcome them.

Problem 1: Poor Job Descriptions for Hiring Software Engineers

• There is one crucial resource a candidate will use to determine whether a role is suitable for their needs: your job description. A job description is often the first insight your ideal candidate will get into not just the responsibilities of the position you’re offering, but your company culture and employee value proposition. As such, you can’t afford to make any mistakes.
• A job description needs to highlight the tasks and projects performed by the person in a specific position, expected performance metrics, key characteristics of your ideal hire, and the benefits you can offer as an employer.
• However, it also needs to show candidates why they would want to work with your company.
• Unfortunately, many tech businesses struggle to write effective job descriptions.
• Many posts listed on company websites, forums, and job boards feature vague language, making it difficult for candidates to visualise themselves in a specific position. They may also highlight unrealistic expectations, or in some cases, use biased language.
• One study found 60% of businesses unintentionally show significant bias in the wording of their job adverts, using masculine terms, or phrases that show a preference for candidates of a certain age or background. A poor job description can immediately deter top candidates from applying for your role, giving you fewer candidates to choose from.
• Fortunately, working with a recruitment partner can improve your job descriptions, using strategies like:
• Clarity: Ensuring your job descriptions clearly outline the responsibilities of a role, and your expectations of new employees is crucial. Avoid using vague language, and be realistic when it comes to showing candidates what you expect from them.
• Inclusivity: Eliminating any examples of bias from your job descriptions is essential to ensuring you can attract a diverse selection of potential applicants. Avoid any language that shows a preference towards a specific race, gender, or age group.
• Enticing benefits: Use your job descriptions to demonstrate your employee value proposition. Show your potential software engineer hires what specifically they can get from working with your company, such as great development opportunities, or access to flexible working.

Problem 2: Ineffective Employer Branding

• Now that tech employees have more options when it comes to choosing where they want to work, and which businesses they want to associate themselves with, employer branding is more important than ever. LinkedIn shows 72% of recruitment leaders worldwide say employer branding has a direct impact on hiring success.
• As your company brand serves to differentiate your company from competitors to consumers, your employer brand aims to engage the right talent and convince potential candidates that they want to work with your organisation.
• With the right employer branding, you can ensure you’re targeting the right audience of candidates and boost your chances of earning interest from talented applicants. Unfortunately, developing and showcasing a strong employer brand can be difficult.
• Some companies fail to clarify their unique value proposition on their websites, job descriptions, and social media posts. Others don’t fully understand what SaaS candidates are looking for in the current workplace.
• Here are some suggestions to ensure your employer branding supports your company to stand out:
• Define Your Employee Value Proposition Aligned with Your Employer Brand
• Start by defining your employee value proposition. In other words, what can you offer to candidates in terms of not just remuneration, but unique benefits and experiences? Do you offer flexible working opportunities, access to development and training experiences, or a supportive company culture?

Showcase Your Company Culture

Find ways to draw attention to the unique aspects of your company culture. You can highlight your flexible working options in your job descriptions or show employee stories on your websites. You could also ask employees to write reviews for websites, like Glassdoor.

Activate Your Advocates

Ask your team members to work with you to demonstrate the unique aspects of your employer brand. You could ask employees to post about training days and team accomplishments on social media or create videos for YouTube.

Problem 3: Poor Candidate Treatment

Finally, one of the biggest issues companies face in the tech recruitment landscape stems from a lack of focus on candidate experience. While it’s important to ensure your employees feel supported and respected when they join your team, it’s also crucial to demonstrate your commitment to staff care during the hiring and recruitment process.

If a candidate feels the hiring process was negative or unprofessional, they’ll be more likely to reject your job offer and look for an opportunity elsewhere. Up to 64% of candidates would even share their negative experiences with their contacts, advising them not to apply for the same roles.

The complexity of the hiring process for software engineers means it’s easy for candidate experience to be negatively affected by a range of different issues. When sorting through a range of applicants, businesses can take too long to respond to their existing candidates, leading to frustration.

Similarly, when rushing through interviews and onboarding steps, companies can often lose the respect of the candidates they may want to hire.

The easiest way to improve the candidate experience is to work with a tech recruitment agency on a strategy to improve the hiring process for everyone. Think about:

• Consistent communication: A good candidate experience relies heavily on consistent and clear communication. Candidates expect rapid response times, and feedback from hiring managers, to keep them in the loop through the recruitment process.
• Interview strategies: Disorganised interview processes hurt your employer’s brand and limit your ability to attract new candidates. Ensure you have strategies in place to create a comfortable, effective interview process for everyone involved. Use scorecards to reduce bias, and train your hiring managers on how to use body language.
• Onboarding: An excellent onboarding process is crucial to improving the relationship new candidates have with your company. Make sure you welcome your team members into your business with the right training, guidance, and consistent communication.

Upgrade Your Hiring Strategy For The Long Term

Companies have long struggled to implement the most effective recruitment strategies for hiring software engineers. However, as the talent market grows more complex, it’s becoming increasingly important for business leaders to address the major challenges in their hiring strategy.

Addressing common problems like poor job descriptions, inconsistent employer branding and problematic candidate treatment can have a significant impact on your recruitment efforts. Now could be the perfect time to reflect on your current practices, and make some essential changes, so you can attract and retain the best talent that the tech environment has to offer.

Remember, a recruitment agency specialising in hiring software engineering can also help you upgrade your hiring processes, assisting with everything from writing job descriptions to screening candidates.

If you’re looking to overcome these recruitment issues, get in touch with James Shenton by calling us on 01580 857179 or send us an email here.

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5 Strategies for Enhancing Employee Experience For Software Engineering Companies

In recent years, the workplace has changed on a comprehensive level. According to McKinsey’s study of over 1,000 individuals, today’s employees are eager to find trust, purpose, and social cohesion. Staff want to feel their contributions are recognised, and are keen to access comfort and opportunities in the workplace.

Developing an exceptional employee experience is now crucial for businesses to attract and retain valuable software engineering talent in a skills-short landscape. Companies face an “exodus” of overwhelmed, exhausted, and burned-out employees looking for better opportunities.

Failure to adapt to the evolving needs of the modern workforce places businesses at risk of lost productivity, damage to their employer brands, and rapid turnover.

Fortunately, business leaders can invest in more robust employee experiences in various ways.

The Benefits of Improving Employee Experience

Developing incredible employee experiences is essential for a variety of reasons. First, it ensures tech companies can nurture the well-being of their teams, reducing absenteeism and burnout and contributing to better workplace performance.

Several studies from Gartner indicate that employers who support the well-being of their team members see a 21% increase in their number of high performers. This directly influences the overall productivity and growth of the business, additionally improving employee experience:

• Reduces turnover: Companies struggle to retain the needed talent in a skills-short marketplace. Around 79% of employees who quit their roles cite a lack of recognition and positive experiences as a critical reason for leaving.
• Improved engagement: Employees who are happy in their workplace are more engaged and more committed to facilitating business growth. One study found that organisations in the top quartile for employee engagement achieve up to 21% higher levels of profitability.
• Greater access to talent: A positive employee experience shines through in a company’s employer brand, helping to attract talent. This makes recruiting the essential team members you need to facilitate growth and new opportunities easier.
• Enhanced productivity: Engaged, happy employees put up to 57% more effort into their work than their counterparts. Greater productivity leads to enhanced performance in the workplace, accelerating the completion of critical tasks.
• Improved company culture: A better company culture, built on satisfied and engaged employees, not only strengthens your employer brand but also leads to more collaborative, cooperative teams who can work together to innovate and unlock new opportunities.

Key Ideas and Strategies for Employers

According to McKinsey, improving employee experiences in the modern world requires a systematic approach that considers the workforce’s various “employee personas” and their unique needs throughout their lifecycle in a technological environment.

1. Identify and Transform Employee Journeys

The first step in developing an incredible employee experience is identifying the key elements of the “employee journey” and how staff members interact with your business. Leaders in the tech industry should have a clear and aligned view of the key elements of a great experience, based on their knowledge of their team members and priorities.

It makes sense for most organisations to start with the onboarding experience. An excellent onboarding journey can improve new hire retention by up to 82% and increase productivity by more than 70%.

Create a comprehensive plan for the employee’s first few weeks within the company, focusing on making them feel connected to the company culture and supported by the business. Look at cultivating relationships between teams, making them feel at home in the office environment, and answering any questions they may have about the business.

2. Create a Positive Work Environment

94% of business leaders and 88% of job seekers say a healthy culture is crucial for success in the workplace. Creating a positive work environment goes beyond simply designing contemporary offices.

Businesses today need to focus on nurturing inclusivity, diversity, and psychological safety. Excellent DEI initiatives are critical to creating innovative, forward-thinking organisations, where team members thrive. Train your managers and other team members to demonstrate inclusivity in everything they do, and watch for instances of unintentional bias.

Other factors that can improve a work environment include:

• Transparent leadership: Ensure leaders in the tech space consistently share insights and knowledge with team members. Focus on ensuring staff members are informed and have a clear view of the vision and mission of the business.
• Constant communication: Commit to facilitating open and consistent communication between teams. Invest in tools that allow remote and virtual employees to connect with in-person employees on a deeper level.
• Collaboration: Facilitate the development of cross-departmental relationships by encouraging collaboration between teams. Introduce regular team-building exercises that bring people with different perspectives together.

3. Commit to Employee Development and Growth

In all environments, including the tech landscape, employees value access to resources, training initiatives, and experiences that facilitate growth. Up to 69% of employees say they’ll stay with a company longer if that business invests in their professional development.

Investing in mentorship opportunities, career development plans, and training strategies helps to empower every employee to achieve their full potential in any role. These initiatives help deepen relationships between team members and increase “buy-in” for the business.

Plus, developing and training your team members ensures your organisation can stay competitive as the marketplace continues to evolve. Even giving team members access to short courses and classes online can make a huge difference.

4. Recognise and Reward Team Members

Currently, 92% of millennials say recognition of their hard work and accomplishments is either important or very important to their satisfaction. Regularly recognising team members for their work is crucial to cultivating long-term engagement and a positive culture.

There are various ways to show employee recognition, from creating bonus (monetary) schemes for team members who achieve specific goals to simply thanking staff members for their work.

The key to success with employee recognition is adapting to the expectations and priorities of your individual team members. Find out what motivates and engages each team member in your workplace. For some, the ability to work more flexibly will be a significant incentive.

For others, public praise will drive engagement, and positively reinforce valuable behaviours.

4. Invest in Work-Life Balance

Research shows people who believe they have a good work/life balance work up to 21% harder than those who don’t. This increased effort comes from increased feelings of engagement with both the company they work with and their role.

Investing in work-life balance can include everything from implementing remote work policies for team members who can operate outside of the office, to offering flexible schedules to those who can’t. Encourage team members to take regular breaks and take advantage of paid time off.

Additionally, consider implementing wellness programs into your technological service, delivering resources that help to support good mental and physical health. This will reduce absenteeism and enhance workplace morale.

5. Introduce the Right Technology and Tools

The right technology can make a massive difference to an employee’s experience, eliminating frustrating and time-consuming tasks, and improving productivity. For instance, updating critical tools in the SaaS spaces with more user-friendly solutions reduces the risk of bottlenecks in crucial processes.

Collaborative tools and solutions for communication, such as video conferencing and file-sharing software, can also help to facilitate business-wide innovation and feelings of inclusion.

The right tools and technologies for your business will vary depending on the workflows of your team members. Asking for their feedback on the solutions that will benefit them can help you to make intelligent investments that drive business success.

Unlocking the Value of Employee Experience

Investing in excellent employee experiences isn’t just crucial to enhancing your employer brand and attracting critical talent. It’s vital to ensuring high levels of engagement, increased innovation, and reduced turnover.

With the help of a tech recruitment team, you can bring a focus on employee experience into every aspect of your recruitment and retention journey, paving the way for business growth.

When your employees are happy and engaged, your business thrives. Implement the strategies above, and remember to collect regular feedback from staff to take a data-driven approach to constantly optimising the employee experience.

If you’re looking to enhance your employee experiences for software engineering, 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.

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Talent Planning for SaaS Tech companies in 2024: Top Tips for Success

Your employees are your most valuable asset as a SaaS company. They’re the key to growing your tech business and maintaining and improving profitability. Today’s companies need access to talented, engaged, and dedicated individuals to succeed.

Unfortunately, accessing and retaining talent is becoming increasingly difficult. Skill shortages in every industry and changing employee preferences and priorities present significant challenges to today’s organisations.

To overcome these issues, you need a comprehensive strategy. Talent planning gives you the resources to consistently attract, identify, develop, engage, and retain staff.

Here’s how to develop an effective talent plan for your tech company.

Defining a Talent Plan: What is Talent Planning?

You must first understand what it involves to implement an effective technology-based talent plan. Talent planning is a comprehensive approach to attracting, hiring, developing, and retaining critical employees for your organisation/organization.

It involves taking a strategic approach to determining which professionals to attract to your team, how to source new candidates, and how to engage your current team members.

In today’s skills-short environment, talent planning is crucial to accessing the skills you need to grow your business and reduce turnover. Research studies from Deloitte show companies with a comprehensive talent management plan are 6 times more likely to overcome performance issues and four to select the most suitable candidates for their team.

Additionally, with around 30% of employers only looking about 6 months into the future with their recruitment strategies, talent planning can give you a significant edge over the competition. It helps you identify the staff you need faster and take steps to attract and engage more candidates.

The Importance of SaaS Talent Planning

Talent planning and management are crucial to ensuring your tech business can maximise its human resources. A McKinsey survey found companies with structured plans for attracting and managing candidates were far more likely to be successful than their competitors.

Effective talent planning is also crucial in today’s uncertain hiring environment. With the right strategy, you can:

• Overcome skill shortages: Skill shortages are increasing in every industry, with more than 77% of businesses struggling to find the candidates they need. An effective talent plan can help you find ways to source talent and help attract crucial candidates.
• Navigate economic uncertainty: Companies of all sizes struggle with economic issues in today’s uncertain landscape. An effective talent plan can help to ensure skill shortages and turnover don’t damage your chances of success.
• Improve company culture: A good talent plan looks at more than just attracting candidates. It also helps you to retain and engage existing staff members. This leads to better company culture, improved productivity, and reduced turnover.

Creating a Comprehensive Talent Plan

Creating a comprehensive talent plan is a multi-step process for any tech organisation. Though the approach can be complex, it’s essential to your company’s success. Over 60% of executives say talent planning is one of their top priorities.

Here’s how you can get started:

Step 1: Strategic Workforce Planning

The first step to successful talent planning is understanding what your business needs to thrive in the marketplace. Start by taking a closer look at your company’s strategic goals and future vision. What do you want to accomplish in the years ahead, and which skills will you need to source to achieve your goals?

Speaking to the managers of different tech business departments and asking them about their potential skill gaps can help you define which critical candidates to hire or develop. Succession planning can also be helpful here, ensuring you source talent that will help you to fill any gaps key staff might leave when moving on from your business.

From here, you can create a hiring plan, breaking down the number of new hires you’ll need to fill current and future skills gaps and the support you’ll need to achieve your goals.

Step 2: Talent Acquisition

Next, you’ll need to consider attracting and hiring the right talent for your team. Think about how you currently connect with job seekers in the tech industry. It’s worth taking a comprehensive, creative approach in a skills-short landscape.

Don’t just focus on interacting with “active candidates” by listing job descriptions on recruitment sites. Remember, 70% of the global workforce comprises “passive” candidates. Working with a boutique recruitment partner will help you appeal to employees willing to switch positions in exchange for better benefits and opportunities.

Speak to your recruitment partner about opportunities to find talent in different areas, such as at recruitment events or social media channels.

Step 3: Employee Development

An effective talent plan looks beyond attracting new candidates to your hiring pipeline. It also ensures you can make the most of the employees you already have. This is particularly crucial today, where around 46% of leaders say the skills gap is increasing in their organisation/organization.

Ongoing digital transformation in the tech landscape is promoting a need for rapid and consistent employee development. Ensure you have the right resources to educate and empower your team members, giving them the new skills and abilities they need to thrive.

Speak to your team and ask them where they could benefit from additional training and what kind of support they want. Experiment with mentorship solutions, comprehensive training programs, and career advancement opportunities.

Step 4: Enhance Your Employee Value Proposition (EVP)

To both attract and retain talent in today’s technological landscape, you need something that sets you apart from the other employers in your space. Your “Employee Value Proposition” is crucial to capturing candidates’ attention and increasing engagement among existing staff.

Think carefully about the core elements of your EVP. Are you offering excellent development and training initiatives to help prepare staff members for progression? Are your benefits packages robust, providing everything from flexible work to wellness initiatives?

How do your remuneration packages compare with the salaries/wages offered by other businesses in your industry? You can discover more opportunities to improve your EVP by reviewing feedback from your current employees and testimonials on job sites like Glassdoor.

Step 5: Working with Recruiting Partners

Perhaps the best way to improve your chances of a successful talent plan is to work with recruitment partners with experience in your industry. These companies can use their expertise and experience in recruitment to give you an edge over the competition.

The right recruitment partner will help you to access a broader talent pool, thanks to their relationships with leaders in the industry. They can help you streamline your hiring process, improve the candidate experience, and choose the right talent for your team.

An effective tech recruitment partner can even help position your EVP more effectively to the talented professionals you want to recruit.

Crafting the Ultimate Talent Plan

A reactive approach to hiring is no longer practical in today’s complex and talent-short market. You need a comprehensive strategy to stay ahead in the recruitment world and attract, retain, and engage your desired talent.

An effective tech-focused talent plan will ensure you can proactively address skill shortages and prepare your business for growth in an uncertain landscape.

To learn more about developing a talent plan that helps your SaaS organisation thrive in 2024, get in touch by calling us on 01580 857179 or send us an email here.

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6 Clever Interview Techniques for Screening and Hiring HCM Consultants

1.    Review Your Company Mission and Vision

​Companies with the strongest culture attract and hire the best HCM Consultants; it’s a fact.

Reviewing your company vision and mission might be a case of refreshing your memory of the values and attributes that your business aspires to, but it could also be a case of rewriting them entirely.

Since the pandemic and the shake-up to businesses that this caused, many companies are finding that their mission and vision has changed – is this true in your business?

For example, in some organisations, communication between employees in the form of weekly in-person meetings might have once been an essential part of their business strategy. But since the role of remote working, this is no longer the case.

The first thing to do before the interview process starts is to review your company vision and mission statement for our post-pandemic world.

2.    Get Familiar with the Job description

​In an ideal world, you will have written the job description yourself and inherently understand what you need from your new hire, but this is not always the case.

In larger companies, there can be several people involved in the recruitment process for hiring HCM Consultants, so it is essential that everyone involved is aware of what you are looking for in your new IT role and that this is communicated to candidates at every stage.

Especially now in our ever-changing world, the position that you are hiring for might be an entirely new role for the company – do you know the exact skills and attributes that you are looking for?

3.    Work to a Method

​Interviewing candidates can be an emotionally-charged experience for both the employee and the employer.

Many interviewers by-pass red flags in the interview and go with their ‘gut feeling’ – but this is not the best way to hire the right talent for your business.

For every interview to have the best outcome, you must work to a method and stick to it. This means:​

• Choose your questions carefully and don’t deviate. You can ask extra questions that might crop up in your mind at the end of the planned questions – this gives all candidates a fair interview.
• Practice your note-taking – taking accurate notes is an essential quality for all interviewers to have.
• Use a scale to rate candidate answers – you can give a score out of 10, or use ‘excellent’ to ‘poor’ at the end of each answer to remind you when you are looking back over your notes.

4.    Be Compassionate

​Interviews can be daunting, and this is something that interviewers and hiring managers can become desensitised to, especially if they have a lot of experience conducting interviews.

Showing compassion and consideration instead of the stony managerial tone some interviewers adopt will benefit both the employee and yourself.

Candidates perform much better in interviews when they feel at ease, and so making sure they feel relaxed is a great way of seeing the real candidate and allowing their best self to shine through.

So, don’t be continually testing the candidate or focusing on negativity and flaws to try and catch them out. Keep it positive, even if you plan on asking the dreaded ‘what’s your greatest weakness?’ question (we will look at interview questions in the next section).

Take your time, and allow the candidate to take theirs – allow enough time for a good conversation, don’t aim to get them in and out in 20 minutes.

And finally – smile!

5.    Get Your Questions Right

​There are certain interview question stereotypes, which it is best to avoid if you want better interview outcomes.

There are standard questions that many interviewers ask, such as ‘what will you bring to the role’, ‘tell us what you know about our company’ and of course, ‘what is your greatest weakness’.

But for an outstanding interview, there are some questions to introduce, which can give impressive results.

Try asking the candidate to explain a passion of theirs to you – it can be work-related or not. As this will allow them to demonstrate their communication skills and their passion – it brings them out of their shell and shows you how effective they are at communicating ideas to a layperson.

Another great question right now is to ask how they coped with the Covid-19 crisis, either at home or at work. We all had to make changes to our lives and routines – did they take it in their stride or did they find it hard to adjust quickly to new ways of living and working?

Additionally, aim to curate an interview environment which feels like a conversation rather than an interrogation – this will put candidates at ease and makes the interview experience more pleasant and productive for everyone involved.

​

6.    Candidate Aftercare

Ensure that you treat each candidate, even unsuccessful ones, as you would treat a customer, even after the interview process is over.

This is a great way of looking after your talent pipeline – candidates who are suitable but unsuccessful on this occasion will be inclined to apply again if they come out of the experience with a positive view of your company.

Respond to candidates in a timely manner – this goes for successful and unsuccessful candidates both during and after the interview process.

Encourage unsuccessful candidates to apply again, and you can even keep in touch on LinkedIn, where you can share information and updates about your business.

As for the successful candidate – congratulations on your new hire; now it’s time to get them onboarded successfully.

Finally

​If you are looking to hire HCM Consultants with SAP SuccessFactors or Workday HCM Cloud skills into your organisation and you need help attracting the right talent – we can help.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with James Shenton on 01580 857179 or email us here.

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Breaking the Menopause Taboo: Creating a Supportive Environment for Your Tech Employees

Attracting, retaining, and empowering talented employees in today’s world requires business leaders to think about more than just buying the right technology or offering a competitive salary. There’s a growing focus on diversity, equity, and inclusion initiatives, designed to ensure every employee can thrive in any workplace.

In recent years, many companies have begun investing more heavily in DEI initiatives, working with specialist recruiters to connect with talent from a range of industries and environments.

However, there’s still a portion of the growing workforce that’s often overlooked.

Though the government is encouraging people over the age of 50 to transition back into the workplace, many Technology organisations still don’t accommodate the needs of older employees. With age comes new challenges, one of the most common of which for women is menopause.

Approximately 75 to 80% of all women at menopausal age are still at work according to one study. Yet few organisations have specific policies and strategies in place to assist menopausal individuals in managing their symptoms, both physical and mental.

In an age of significant skill shortages and workplace transformation, companies can’t afford to overlook the benefits of making their environment welcoming and accessible to all employees, including those of menopausal age.

​Menopause: What Every Manager Needs to Know

Menopause is a completely natural occurrence, which happens after a woman has her last period. Usually, it takes place between the ages of 45 and 55. However, some people will experience menopause earlier than most, as a result of surgery, medical conditions, and other factors.

Menopause and perimenopause symptoms can have a significant impact on a person’s life, influencing their mood, cognition, and overall wellness. Common issues like hot flashes, caused by a decrease in oestrogen levels, can prompt migraines, anxiety, irregular body temperature, and more. Around 75% of women experience physical issues during menopause.

Notably, while most studies and reports on menopause symptoms and experiences focus on women, it’s worth noting it can be a far more wide-ranging issue. Men can be affected by “male menopause”, known as andropause. Additionally, menopause can also influence the quality of life of non-binary, and trans, people.

​Menopause Symptoms

While Menopause is a common and natural occurrence in many people’s lives, it’s also something still not fully understood in the scientific world. Every individual can experience the process differently. Some may treat symptoms with hormone replacement therapy, while others rely largely on lifestyle changes to ease discomfort.

The symptoms of this transition can influence people on both a physical and psychological level and common issues include:

• Hot flashes or hot flushes
• Irregular periods
• Night sweats and insomnia
• Headaches or migraines
• Weight gain
• Mood changes (anger, depression, and anxiety)
• Joint stiffness and mobility issues
• Memory problems or loss of concentration

In women, the decrease of oestrogen associated with the menopause can also lead to a higher risk of other health issues, including heart attacks, stroke, and osteoporosis.

​How Can Menopause Impact an Employee’s Work?

Managers need to be aware of the issues linked to the menopause, because it can have a significant impact on a person’s performance in the workplace. Additionally, it’s worth noting the number of menopausal individuals in the workforce is growing. Currently, menopausal women are one of the fastest-growing workforce demographics in a recent UK government report.

Sometimes, menopause will have very little impact on a person, aside from the occasional hot flush or moment of “brain fog”. However, the transitional period can have a significant impact on a person’s productivity, concentration, and performance levels.

Employees experiencing menopause may be more withdrawn in the workplace or may feel embarrassed dealing with regular sweating and hot flushes around other staff members.

Studies have even found that one in 10 women have quit work completely because of menopause symptoms that became unbearable.

Side effects of menopause can also make it harder for employees to work safely in any environment. They may need more support than other employees from time to time, may struggle to focus during certain episodes, and could even need to make changes to their working environment.

​What Can a Manager do to Support Menopausal Employees?

As a manager, you can take steps to make the workplace a more welcoming and comfortable place for individuals experiencing menopause. Making changes to your company culture, policies, and approach to dealing with menopausal staff can mean they’ll be more likely to stick with your business for longer.

​1. Provide Guidance and Information

First, to truly support staff members going through the menopause, business leaders need to adjust their approach to discussing the topic. Many women don’t immediately recognise that they’re going through menopause, because it’s often something people don’t discuss.

Putting the information out there for employees to access, via a knowledgebase or intranet is an excellent way to educate and support your staff members. Ensuring employees know who they can talk to when they’re experiencing changes in their health can also make your workplace a more comfortable, and inclusive environment for every employee.

​2. Train Managers and Supervisors

Managers and supervisors should be able to offer support, empathy, and guidance to employees dealing with menopause symptoms. Business leaders can assist in making the workplace a more welcoming environment, by training managers to listen sensitively to employee issues and respond accordingly to requests.

Employers should train all team leaders to ensure they know how menopause can affect individuals in the workplace, and what support and guidance the organisation can offer. Managers and supervisors should also know how to deal with menopause issues sensitively and fairly. They should be able to work with each employee to customise their workflow to their needs.

​3. Conduct Health and Safety Checks

Many people are unaware Menopause can impact the safety of employees in the workplace. By law, employers are responsible for preserving the health and safety of all of their staff – including those working from home. As such, business leaders should be prepared to conduct risk assessments of their staff’s workplace and working processes.

For staff going through menopause, it’s important to ensure symptoms aren’t worsened by work practices or the workplace itself. Risk assessments could include examining the temperature and ventilation of the workplace, the material of the employee’s uniform, and their access to toilets and suitable rest locations.

Risk and safety assessments should be regularly reviewed to ensure the workplace remains healthy and supportive for all employees.

​4. Find Practical Solutions to Issues

Since all employees can experience menopause differently, the best way to address the issues each team member is facing is with a dedicated discussion. Managers and other business leaders should sit down with employees and discuss their most concerning symptoms. Together, they can come up with practical solutions to common problems.

For instance, it might be necessary to provide employees with new, more breathable uniforms to help with hot flushes or ensure they always have access to cold water and ventilation. For some staff members, it may be a good idea to consider more flexible working hours or remote and hybrid working strategies.

​5. Develop Policies

To ensure staff feels fully supported, managers and business leaders should ensure policies are in place related to menopause. These policies should be shared throughout the entire organisation and be regularly reviewed and updated.

The policies you develop may vary, but they should highlight insights into how managers should deal with employees experiencing menopausal symptoms, and how they can offer support. The policies could also outline who will be responsible for ensuring the safety of employees dealing with menopausal symptoms.

Crucially, managers should also plan how to handle time-off requests, and absences caused by menopause. For instance, employees may need to adjust their hours from time to time to ensure they can go to appointments and get the right treatment for their symptoms.

​6. Create Menopause and Wellbeing Champions

As demand for wellbeing in the workplace continues to grow, creating champions and individuals responsible for assisting others in protecting their physical and psychological health could be extremely helpful. Having a wellbeing champion at work, with in-depth knowledge of the menopause and its symptoms ensures staff has someone to reach out to when they’re encountering problems caused by menopause.

With support from these champions, employers, HR, and managers can run workshops to raise awareness, monitor health and safety risks, and even set up a support network for staff affected by the menopause transition.

​How Can You Attract and Retain Valuable Talent?

Research in the current employment landscape indicates that menopausal symptoms have forced countless employees out of the workforce. People suffering from the menopause have delayed applying for promotions, and even avoided going back to work later in life.

In a skills-short Technology environment, creating a workplace that’s supportive and comfortable for people experiencing menopause can be extremely beneficial. It ensures business leaders can access a wider range of talented professionals, and improve their reputation.

Attracting and retaining valuable talent in the aging workforce will require business leaders to:

• Rethink company policies: Allowing for flexible working, remote working, and other forms of employment will ensure menopausal individuals can manage their careers around their symptoms, without having to leave the workplace.
• Improve company culture: A company culture that’s supportive, open, and inclusive will ensure every member of staff feels respected and cared for, regardless of their physical or psychological symptoms.
• Listen to staff members: Employers and business leaders will need to listen more carefully to the issues staff members are facing during menopause, and look for new ways to improve their working experiences.

Working with a specialist Technology recruitment professional will also ensure business leaders can create job opportunities that are attractive to people from all backgrounds, and of all ages. A recruitment expert will ensure job descriptions and new opportunities are designed with the needs of menopausal employees in mind. They can also help to promote your company’s roles to a wider range of diverse individuals.

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.

To find out how we can help you find your next IT talent, get in touch with us on 01580 857179 or email us here.

The Truth About Bad References: What You Need to Know When You Are Search For a New Tech Role​

One of the most common ways an employer will assess a candidate’s character and learn more about their work ethic and suitability for the role is by examining references from previous employers. A glowing reference can improve your chances of standing out from the competition when applying for a competitive role, demonstrating your most valuable skills and attributes, while at the same time confirming you are an employee that is capable of performing the role.

A bad reference, on the other hand, can instantly destroy your chances of getting your dream job, and make it almost impossible to find a new employer.

Unfortunately, in most parts of the world, giving a bad reference (or no reference at all) isn’t illegal. Here’s everything you need to know about bad references in the Technology space.

Can an Employer Give You a Bad Reference?

Though a bad reference can severely harm your chances of being hired in the Technology industry, they’re not illegal. There are very few laws that prohibit an employer, co-worker, or anyone else you approach from sharing negative information about you. However, the exact rules and guidelines around references vary from one country to the next.

Legal Regulations in the UK

In the UK, an employer isn’t required to give a reference, unless they agree to do so in writing. If an employer chooses to share their thoughts on your attributes and work ethics, they are required to provide accurate insights, which are fair and legitimate.

While employers are allowed to share honest information about things like poor punctuality, whether you were fired, and whether you acted inappropriately, they are not permitted to add unfair or misleading information to a reference.

If you believe the statements made about you in a reference are false, you may be able to claim damages in court. Your employer will be required to back up the reference and show evidence of its accuracy.

Legal Regulations in the US

The legal regulations surrounding references in the USA are similar to those in the United Kingdom. However, it’s worth noting different states may impose their own rules on top of federal laws. On a federal level, all employers are required to give accurate, true, and fair insights into their employees when writing a reference. This means you can still challenge a reference if you believe it’s unfair or misleading.

Many states also regulate exactly what an employer can say about a previous employee. For instance, some states prohibit an employer from sharing personal information about a staff member without their consent. Some states have “service letter laws” which require employers to describe certain aspects of a team member’s employment, such as their work history, pay rates, or reasons for termination.

Legal Regulations in Australia and New Zealand

In Australia and New Zealand, employers will not breach any Commonwealth privacy laws by providing personal information in a reference that relates directly to an employee’s job. However, they are often required to ask for consent when sharing specific details.

Employers are required to carefully consider what information is appropriate to provide in a reference. Generally, employers aren’t permitted to disclose private information about their staff members, such as their medical history, due to Commonwealth privacy laws. However, the exact information an employee can share may vary based on state or region.

When Might An Technology Employer Give a Bad Reference?

In most parts of the world, employers are permitted to share negative comments about an employee if they’re relevant and fair. Most local and federal laws allow employers to comment on an employee’s conduct in the workplace, their performance, and other factors, such as poor attendance.

However, employers typically aren’t permitted to share defamatory comments based solely on their dislike of an employee, or another irrelevant factor.

Since employers have the freedom to discuss many factors relevant to a staff member’s employment during a reference, it’s crucial for employees to choose whom they ask for references from carefully. If you believe you didn’t perform according to the standards set by your employer during your time working for them, it might be best to forgo a reference.

Negative references not only damage your chances of getting the next role you apply for, but they can also have a long-standing impact on your professional brand. If word spreads about your negative attributes, you may struggle to take the next step in your career.

​What to Do if You Receive a Bad Reference

Receiving a bad reference can be extremely detrimental to your future as an employee in the Technology sector. That’s why it’s so important to hold yourself to high standards when working in any environment, regardless of whether you’re planning on seeking out a new job or not.

If you’re given a bad reference by your previous employer:

• Know your legal rights: While employers are permitted to share negative insights into an employee, they can only do so when their statement is fair and accurate. If you believe that whatever your employer has said about you in a reference is incorrect, obtain a copy of the reference, and consider seeking out legal advice.
• Speak to your new employer: Talk to your would-be employer about the reference and challenge any aspects you believe to be unfair or unreasonable. If the reference is accurate, tackle the negative feedback head-on, and let your new employer know what influenced your performance previously, and how you plan on addressing these issues.
• Talk to your former employer: Depending on your relationship with your current or former employer, it may be helpful to speak with them about the reference. Question the issues they raised and ask them whether there’s any chance they may be willing to change the reference. Apologising for any misconduct may help to resolve the issue amicably.
• Assess other references: It may be possible to mitigate the impact of a bad reference by providing other, complementary references to your new employer. Look at statements you’ve received from other colleagues, co-workers, and employers in the past, and draw attention to these when connecting with your new employer.

You can also consider speaking to your recruitment company for some extra advice. They may be able to offer insights on how you can reduce the impact of a bad reference or seek out better commentaries from other people in your history. They can also help you to develop your professional brand, so you still make a positive impact on new employers.

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.

The 5 Warning Signs your Tech Talent is Considering a New Role​

Finding the ideal talent for your Technology team is the first stage of building a successful business. Once you’ve attracted top-performing candidates to your workforce, you must also ensure you’re taking steps to keep them around.

In this blog, we examine how to retain tech talent and highlight the 5 Warning Signs that your Tech Talent is Considering a New Role.

In today’s skill-short landscape, employees have endless opportunities to switch employers and businesses whenever they’re unsatisfied with their current employment. That means learning how to retain your top talent is more important than ever.

Staff members can choose to leave a business for a variety of reasons. Sometimes, they feel they’re not getting enough satisfaction from their role, or they lose interest in the company’s vision for the future.

Other times, employees may feel they don’t thrive in their current position due to issues with colleagues or managers.

While the cost of replacing a lost employee can be significant, it’s worth remembering that anywhere up to 75% of turnover can be avoided.

That is why it is critical to recognise the signs that your employee might be looking elsewhere. So in this post, we are going to share several signs to consider.

1. They’re Avoiding Long-Term Projects and Growth

When an employee decides they no longer want to work with a company, they often begin to reduce their involvement in long-term projects and strategies for development or growth. They stop envisioning a “future” with the business, which means they generally spend more of their time on short-term tasks and simply “checking boxes” on their to-do list.

When an employee who previously volunteered for various challenging projects no longer raises their hand in meetings or delegates long-term work to other employees. In that case, this could signify they’re not planning on being around for long.

Pay close attention to whether your staff members still invest in their future with the company by agreeing to learning and development opportunities or discussing goals during one-on-one meetings. If your employees no longer see a future with you, change their perspective by offering them insights into progression opportunities, they might miss out on if they leave.

2. They Show Visible Signs of Stress

The World Health Organisation says “burnout” is a significant occupational phenomenon that has increased drastically in recent years. Burned-out and overwhelmed employees disengage from the workplace, show clear signs of exhaustion, and often look for alternative work opportunities. With this in mind, tracking your employee’s mental and physical health is important.

Pay attention to signs of exhaustion, like the heavy reliance on caffeine, yawning, or even a slower-than-usual pace in your team member’s workflow.

The attitude of your employee might begin to change too. They may appear to be overwhelmingly negative towards other colleagues or attempt to isolate themselves from their peers, taking part in meetings less than usual. In some cases, they could even become more argumentative or aggressive. If you notice signs of burnout, speak to your staff member about how you can help them manage their workload.

3. They’re Not as Creative or Intuitive as Usual

When employees decide to leave a business, they stop actively contributing to its growth. You may notice some of your top performers who used to share ideas for development in previous meetings are now quieter when you’re asking for suggestions or advice.

Rather than trying to solve problems with out-of-the-box ideas and collaboration, your team members may simply pass difficult tasks onto other employees. They could stop taking the initiative with their work and may focus on doing just the “bare minimum” to get by.

An employee who’s occasionally quiet during business meetings isn’t necessarily a cause for alarm. However, if your team member seems to have lost their passion for helping the company grow, they may no longer feel inspired by your company’s mission or values.

A good way to address this issue is to give your team members regular feedback and let them know how much you value their input. Employees are more likely to contribute when they feel recognised and rewarded for their hard work.

4. They Focus More on External Networking

Networking is important in building a thriving career as a Technology professional. It’s not unusual for dedicated employees to visit industry events and connect with other experts on social media. However, there may be a problem if your team members focus more on external networking than on building internal relationships.

If you notice your team members are disconnecting from their internal peers, failing to attend meetings, or spending less time chatting with colleagues, check out their external networking efforts. If they’re heavily invested in adding new connections on LinkedIn and improving their personal brand, this could be a sign they’re looking for a way to branch into new opportunities.

There are a few ways managers and supervisors can tackle this issue. Preventing staff from building external connections isn’t an option, but you can encourage your team to bond with their colleagues through team-building exercises and more consistent internal communication.

5. Their Performance Begins to Suffer

For an employee to thrive in their role, they need to do a lot more than just show up and follow the instructions given by a manager. The best staff members are constantly pushing themselves to be their best. However, if your employee is disengaged and disinterested in their work, you may begin to notice performance issues.

You might be able to notice more errors in their work, which they never used to make before. Or perhaps your customers are providing negative feedback concerning a specific employee’s behaviour. Other colleagues may even complain that one team member is no longer pulling their weight around the office.

If your staff member is no longer reaching their targets or making the right amount of effort, the first step shouldn’t always be to engage in disciplinary action. Speak to your team member and discover what’s happening behind the scenes.

​Don’t Lose Your Top Performing Tech Employees

In today’s changing Technology landscape, issues like disengagement, burnout, and even “quiet quitting” are becoming increasingly common. Fortunately, if you can recognise these signs ahead of time, there are still things you can do to re-ignite your staff’s passion for your company and prevent them from seeking other employment options.

Pay attention to your top performers, and make sure you’re not actively pushing them away.

We hope you found our blog insightful on The 5 Warning Signs your Tech Talent is Considering a New 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

Mastering the Onboarding Process for your Technology Talent

Designing the perfect workforce doesn’t start and end with choosing the right candidate for each role. Ensuring each employee can achieve their full potential means creating a long-term development plan which aligns your new staff with your company culture and goals and the results you want to achieve.

In this blog, we will examine Mastering the Onboarding Process for your Technology Talent to give you a long-term edge.

The correct development plan doesn’t just prepare your candidates for success when you first integrate them into your team. It also ensures they can continue to thrive for as long as they work at your organisation. With the right plan of action, employers and managers can use the process of “onboarding” to enhance their company culture, inspire teams, and boost staff retention.

So, what exactly should your development strategy entail? Here’s what you need to know about building the perfect development plan for your Technology staff members.

Employee Orientation vs. Employee Onboarding

First, it’s worth defining what onboarding actually is. Many people still use the terms “onboarding” and “employee orientation” interchangeably. However, orientation and onboarding are two very separate concepts.

Employee orientation is a one-time event, focused on embedding new hires into your company. During this process, human resources personnel and leadership professionals formerly introduce employees to the organisation. They may take them on a tour of a physical office, or deliver information virtually through videos and presentations.

The idea behind employee orientation is to get your staff members prepared for their new roles. Employee onboarding is a more long-term concept. Onboarding encompasses the entire employee journey, starting from the moment they meet their colleagues, all the way up to the point where they are fully performing.

Used correctly, this process not only strengthens your employer brand and employee engagement, but it also paves the way for a more successful, productive, and efficient team. It helps to acclimatise staff to the company culture, set expectations, and keep team members aligned with the vision, mission, and goals of the business.

How to Design an Onboarding Plan

Studies show an effective onboarding strategy and employee development plan have a significant impact on the success of any company’s team. Organisations with the right onboarding and induction programs achieve 50% higher new hire retention.

While there’s no one-size-fits-all strategy for onboarding, there are some steps you can use to improve your chances of the right results for your team.

1.   Choose a Strategy for Onboarding

First, it’s worth considering how you’re going to deliver your onboarding experience to candidates. Traditionally, onboarding took place within the office environment, consisting of regular face-to-face meetings, training opportunities, and induction processes. Since the shift to hybrid and remote work, around 1 in 7 working adults in the UK according to the ONS are currently working from home. In the US this figure is higher at 1 in 4 and in Australia, this figure hit 40% according to the ABS.Gov website.

As a result, more Technology companies are beginning to implement new virtual and hybrid onboarding efforts. While some meetings and interactions may continue to take place in-office, others may be delivered via video conferencing and online software. The key to success is figuring out which parts of your onboarding strategy require in-person interaction.

Consider asking your new hires which parts of the onboarding journey they may want to tackle in person, and which they’d prefer to do virtually, or in their own time.

2.   Assign Each Staff Member an Onboarding Buddy

Because onboarding is a long-term development strategy for each employee, it requires staff members to have someone they can turn to whenever they want to discuss their goals, explore training options, or ask questions.

An onboarding buddy is someone your employee can turn to whenever they need assistance getting the most out of their role. This could be a supervisor or manager, or simply someone with authority and history in the business. You could even consider using mentorship campaigns to connect new hires with senior staff members across the organisation.

Encourage regular communication between your new hire and their onboarding buddy, so they can develop a more transparent, authentic relationship. Some companies even use informal coffee chats and video calls between staff members and their “mentors” to help further integrate new hires into the company culture and track their progress.

3.   Prioritise Regular, Transparent Communication

For a Technology company development plan to be successful, every member of the team needs to feel as though they have a voice. Scheduling regular meetings between individual employees and managers where they can discuss progress, challenges, and opportunities is key.

Team members should be able to contribute to their own development, by suggesting areas where they feel like they need to improve, and requesting training opportunities where necessary. They should also feel comfortable reaching out to business leaders when they’re struggling with their workload, experiencing burnout, or feeling disconnected from the business vision.

Regular and transparent communication will also ensure business leaders can consistently set expectations for team members, based on the values and mission of the company. Make sure each employee knows how their performance will be evaluated, and what kind of qualities they need to demonstrate in their day-to-day work.

4.   Set and Regularly Update Goals

Up to 33% of employees quit within their first 6 months with a new company, and 86% of respondents in one survey said they would still switch jobs if it meant damaging their CV/Resume. Following the effects of the Great Resignation, business leaders need to be extra sensitive to the engagement and satisfaction levels of their staff members.

This means providing every team member with a clear vision of the future they have in the business and helping them to set and achieve their career goals. During regular meetings with each employee, business leaders should encourage staff to discuss their strengths and weaknesses, and share insights on how they can grow moving forward.

As an employee’s position within the business continues to evolve, the individual or team responsible for their onboarding process should work with them to expand and update their goals. This will ensure staff feels as though they’re consistently moving in the right direction.

Invest in Employee Development

While using a Technology recruitment company to find the ideal employee for your team is an excellent way to improve your chances of hiring success, it’s important to remember that developing and empowering your employees is a long-term process.

Creating a plan for consistent employee development through consistent and engaging onboarding will ensure you can retain your top talent for longer, and achieve the best results from every member of your team.

​We hope you found our guide on Mastering the Onboarding Process for your Technology Talent insightful.

If you’re looking to add Technology talent to your team or strategy, contact 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

How to Build an Effective Talent Pipeline for Your Product Management Organisation

In our post-Covid world, having a strong Product Management talent pipeline is more crucial than ever.

And the skills shortage that was present in tech sector pre-Covid is still threatening organisational growth.

When you’re recruiting, it’s not about the number of product management people you can attract to your organisation; it’s about the quality of these candidates.

Even with the perceived increase of candidates in the post-Covid tech job market, there are still skills shortages across the tech industry. In the U.K., the Prime Minister addressed how the pandemic has highlighted skills shortages in many sectors, emphasising an urgent need for a focus on improving skills to protect the economy.

Depending on the product role you are trying to fill, recruitment can be a lengthy and involved process.

One of the most effective ways to ensure you can quickly fill the critical gaps in your team is to have people ready to step into your organisation at the earliest available opportunity; in other words your talent pipeline.

This blog explains the whys and hows of building a robust talent pipeline for your product teams across your business.

​The Benefits of a Strong Talent Pipeline in Product Management. 

​Despite the pandemic, skills gaps are widening across all sectors; in fact, the pandemic has brought to light just how crucial the skills gaps are in many industries.

A 2020 LinkedIn Workplace Learning report found that globally, 51% of companies plan to implement an upskilling programme, with 47% focusing on re-skilling, highlighting the need for increased talent in a post-Covid world.

In developing a strong talent pipeline, the aim is to avoid the scenario where you have critical skills gaps and no-one lined up to fill them.

Many organisations think of recruiting only when they actively have a vacant product management position. A talent pipeline is a way of thinking about your team, and recruitment, in a more holistic way. You will always have an active, engaged audience and the idea of working for your company is something that is always on their radar.

Let’s look at some of the main positives of building your talent pipeline now.

​1.    Identify More Candidates ​

​When a vacancy arises in your team, wouldn’t it be ideal to already have someone in mind to take over the role?

This is where a talent pipeline comes in; it reduces the fear of having a critical vacancy open as you have a range of potential IT candidates set up to open a dialogue with.

Your talent pipeline will speak to the 70% of candidates who aren’t actively looking for a job, the ‘passive candidates’ market. Organisations without talent pipelines are missing out on this significant portion of the workforce.

You can start to bring candidates into your talent pipeline at different stages in their careers, starting with graduates up to exec level.

When you have a talent pipeline you can rely on, you have a range of candidates ready to be invited for an interview rather than starting the recruitment process from scratch.

2.    Reduce the Time to Hire

​I’m sure you’ll agree that in our post-Covid world, the thought of having critical vacancies in your team is an unpleasant one.

This year, teams have been stretched to breaking point, with many taking on extra roles, having to adapt to working from home and generally being busier than ever before.

To keep your entire team working cohesively, you need to know that any critical vacancies will be quickly filled, instead of being left unfilled, damaging team output and reducing morale.

3.    Increase Your Offer Acceptance Rates

​One of the most frustrating things that can happen in the recruitment process is when you think you’ve found the ideal IT candidates, but then they turn down your job offer.

The more people you have in your talent pipeline, the more they will get to know your organisation, and this relationship is what pushes great candidates over the line to say yes to your job offer.

As you can see, there are many benefits to creating a talent pipeline to make your recruiting process much easier.

Next, let’s look at how to build and develop your product talent pipeline.

​How to Build Your Product Talent Pipeline

​Creating a talent pipeline means proactively forming long-lasting relationships with candidates who would be the right ‘fit’ with your organisation – both in their skill set and their culture and values.

So, how do you do this?

​1.    Defining What Your Product Organisation Needs

​The following are questions to ask when thinking about what you want from your talent pipeline –

• Who are your key employees and in what roles?
• What skills are most critical to your organisation?
• Where do you want to take your business in the next 3-5 years?
• What type of people will you need in your business for it to grow?

Drawing on your experiences with Covid can help here too. When your business was in ‘critical survival mode’ like many were during the height of the pandemic, did this highlight any areas where you were missing in vital skills?

​2.    Attracting the ‘Right’  Product Talent

​Attracting the right candidates to your organisation is the critical part of building your talent pipeline.

Building a talent pipeline focuses on attracting both passive and active candidates, rather than a recruitment process which focuses solely on filling a current vacancy.

Having an excellent employer brand will be essential in attracting the type of talent you want. Any prospective talent that comes into contact with you will be forming an opinion as to whether they would like to join your company, whether they’re an active or a passive candidate.

The following are the most direct ways to build your IT talent pipeline –

• Networking events – getting your name out in your industry is crucial in building a following.
• Working with a IT recruitment specialist.
• Your social media channels – are you regularly posting engaging content for your IT candidates?
• Existing contacts and referrals – do you have a robust referral scheme in place? How often do you review and reconnect with former colleagues or managers?
• Graduate campaigns – getting to know the new generation of talent coming through the ranks is an excellent way to build your talent pipeline.

3.    Reviewing Your Application Process

​A poor recruitment process is enough to put even the most interested candidates off.

Making your recruitment as seamless, engaging and professional as possible will leave even candidates who are not successful in applying for your roles, want to do so again in future.

Make sure your recruitment process is mobile-friendly; 58% of active job seekers use their smart device to search for jobs. But with many sites still not being mobile-friendly, mobile seekers complete 53% fewer applications and take 80% longer to complete each application than applicants using desktops.

A mobile-friendly application process increases the number of applicants to each role by 11.6%.

Write easy to read job descriptions with clear information; stay away from jargon.

Make sure you have the recruitment process planned out step by step so that applicants can be informed of the exact date by when they will be progressed to the next stage or not.

Important: Always stay in touch with candidates via email or phone throughout the entire recruitment process.

​Start Building Your Product Talent Pipeline

​With a network of engaged potential candidates ready to join your business, you’ll ensure that you always have potential on-hand to fill essential roles.

So, now you have the premise of building your talent pipeline, it’s time to get started.

Remember that you don’t have to go it alone – working with a dedicated IT recruiter is a great way to work on building your talent pipeline.

If you’re looking for help with your product management 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