What is The Difference Between a Retained Search Instruction for Tech and Other Recruiting Services?

The most common recruiting options in the current permanent recruiting market are retained search and contingency-based recruitment with or without exclusivity.

Let’s share more detail about each.

Contingency Recruitment

Contingency recruitment, sometimes called non-retained recruitment, is a common method companies use to hire employees across many different sectors and roles.

As the name implies, contingency is a possible future event or circumstance that cannot be predicted with certainty. 

In the context of recruitment, contingency recruitment refers to a situation where a recruitment agency only gets paid if they successfully fill a position. 

The payment (fee) is contingent, or dependent, upon the successful placement of a candidate. This could be a set fee though more usually a percentage of the role’s salary.

The fee varies depending on the individual recruiter and sector and can be anywhere from 10-30% of the salary of the role in question.

Contingency recruiters typically work on multiple job vacancies at a time. It is logical when you consider that a recruiter puts in time and effort to source candidates who may or may not be hired; consequently, they may not be paid for the work involved in sourcing candidates.

In addition, recruiters often compete with other recruitment agencies to find the right candidate for the role. 

While contingency recruitment can be more cost-effective and quicker than other methods, it may not always deliver the highest quality candidates since the process might prioritise speed and competition between agencies, which in the case of recruiting rarely ends well.

Contingency With Exclusivity

Contingent recruitment can also be delivered on an exclusive basis. This refers to the fact that the recruiting process is still contingent on paying the fee; however, the recruitment agency will work the role exclusively, not competing with other recruitment agencies.

Many recruitment agencies with experience and expertise in a market will only work a role contingent if they have exclusivity on working the role.

Retained Search

A retained search, also known as executive search or headhunting, relates to the fact that the Search Firm works exclusively with your company and has much more involvement and responsibility throughout the recruiting process. 

I’ll share more detail about the fee structure later in the report, and as the name retained implies, the Search Firm is always paid a percentage of the fee on engagement.

In a retained search, the Search Firm is exclusively contracted to complete the recruitment process from start to finish. This typically includes defining and consulting around the job role, market mapping, and sourcing, with exclusive access to candidates, the recruiter has access to that others don’t.

A retained search involves a different level of ongoing marketing of the role; video interviewing and behavioural profiling will occur.

This method is typically used for senior, high-level or confidential and focuses on delivering highly qualified candidates. A retained search is a high touch point, high-level service, and an exclusive partnership between the hiring company and its Search partner.

This is a strategic partnership about the desire to increase the probability of finding the right person who stays with the company and continually contributes to the bottom line.

In the current skill-short market, where business-critical roles must be filled promptly, this recruiting process is becoming the preferred option for many companies.

Contact Paul Hudson, Managing Consultant at Opus Resourcing, for a discovery session to discuss your hiring needs and fuel your growth.

Book a call with Paul Hudson

Using Go-to-Market to drive your SaaS Recruitment Strategy

In today’s candidate-driven SaaS job market, attracting and retaining the right talent is more challenging than ever. Candidates have more options when selecting the ideal role for their specific needs, and their priorities are changing.

This means business leaders and recruiters need to take a new approach to connect with potential employees if they want to overcome the challenges of a major talent shortage.

Recruitment now has a lot in common with effective marketing. Just as companies need to establish an effective “go to market” strategy to engage buyers and demonstrate value to customers, they also need a similar approach to intrigue top talent.

A strong go-to-market (G.T.M.) strategy framework paves the foundation for a powerful product launch, gaining customer trust and differentiating a brand from its competitors. A similar “G.T.M.” approach to recruitment can help companies target the right talent, strengthen their employer brand, and build deeper connections with employees.

Here’s how to embed a go-to-market strategy into your SaaS recruitment process.

What is a Go-to-Market Strategy? The Basics

A go-to-market strategy is a tactical plan companies use to determine how to bring a new product or service to their target audience.

It’s an exercise that outlines the steps a business should take to engage a potential customer, differentiate themselves from the competition and increase sales.

With a strong go-to-market strategy, business leaders determine why they’re launching a product, their target market, and how they will convince consumers to buy what they’re selling.

Similarly, in the tech recruitment world, a go-to-market strategy outlines the key information businesses need to capture, engage, and retain the right talent.

Business leaders answer questions such as: “Why are we hiring this professional?” and “What value can we bring to employees?” This gives them the guidance they need to position their roles more effectively in the competitive talent market.

Moreover, a go-to-market strategy can help companies consider any issues candidates might experience with a role, such as a lack of clarity around responsibilities or a complex interview process.

Here’s how companies can improve their SaaS recruitment strategy with a “go-to-market” mindset.

Step 1: Align your SaaS Recruitment Goals to Business Goals

As mentioned above, when organisations establish a go-to-market strategy for a product, one of the first questions they ask is why they’re launching this new solution or offer. Similarly, when you use a go-to-market strategy for tech recruitment, you’ll need to define why you’re looking for a specific employee to fill a gap in your team.

The first step is developing a clear understanding of the current business goals. For instance, you might want to expand your tech company into new markets in the years ahead and need new talent to help you identify and serve the right customers.

Alternatively, your goal may be to innovate and evolve, using new tools and strategies to improve team productivity and efficiency. Defining your goals will help you understand what key attributes and skills your new SaaS employee will need. It should also ensure you can provide your candidate’s clear insight into their roles.

Crucially, aligning business and recruitment goals also means you’ll be able to identify how you will evaluate your candidate’s success after they join your team.

Step 2: Identify your Employee Personas

Once you’ve established your goals for your go-to-market recruitment plan, the next step is deciding what kind of SaaS employees you want to attract.

A key component of creating a go-to-market strategy for a product is defining who the ideal buyer will be.

In the recruitment world, you’ll need to understand the key attributes and characteristics of the candidates you want to attract. Think about the essential soft and tech skills your new team member will need to have and what their educational background should look like.

Think about what kind of people are most likely to thrive in your existing company culture, what their personality will be like, and what values they might have. You could even create a candidate persona, which you can use to inspire and guide your team when creating job descriptions, interview questions, and onboarding strategies.

Step 3: Building Your Employer Brand

When bringing a new product or service into the market, companies must determine what benefits and values they can offer above and beyond their competitors. In today’s competitive SaaS recruitment space, you must also take the same approach to engaging candidates.

Ask yourself and your team what sets your company apart from other organisations with similar roles available to candidates. If your company is relatively small, you might not be able to compete in salary, but you could offer other benefits by providing flexible working opportunities or access to more training and development options.

Look at your “employee personas” values and ask yourself how you can build a brand that appeals to your target candidates. This might include focusing on things like:

• Unique opportunities: Do you allow employees to work remotely, choose their hours, or get involved with training initiatives and mentorship programs?
• Corporate Social Responsibility: How can you appeal to your candidate’s ethical values? Do you have a strong focus on diversity, inclusion, and equity? Do you take a sustainable business operations approach or give back to charitable organisations?
• Company culture: What are the core components of your company culture? How do you ensure your team members feel supported in your team?

Step 4: Creating Your Outreach Strategy

In a typical go-to-market strategy, companies need to build a “market strategy”, which involves thinking about how they’ll position their product and connect with consumers. You can take a similar approach in a SaaS recruitment-focused G.T.M.

Start by thinking about the messaging you will use and how you will highlight the unique components of your employer brand in your job descriptions and social posts.

For instance, alongside listing job descriptions on your website, work with a SaaS recruitment company to create a job description and leverage their ability to promote your vacancy into the market and within their database and connections.

Step 5: Prepare for the Interview Process

Finally, you’ll need to think about how to connect with candidates once you are in an interview situation. As companies use offers, discounts, demos, and promotions to increase conversions, business leaders use interviews to assess candidates and provide talent with an opportunity to evaluate their company.

Constructing an effective interview process is essential to boosting the power of your tech employer brand. Ensure you have a plan to eliminate common issues like bias. This could mean training your interviewers and providing them with scorecards to help them focus on specific attributes. Your recruitment partner can facilitate all of these processes.

Provide interviewers with step-by-step guidance on evaluating each candidate, and consider the questions your would-be employees might ask you in return. At the same time, remember to think beyond the interview to the full onboarding process.

How can you give your candidates a good first impression of your company?

Commit to constant, transparent communication, and look for ways to empower your staff members with the right training and support from day one.

Need help with your Go-To-Market SaaS Recruitment Strategy

A go-to-market strategy is a powerful tool for businesses bringing new products and services to their customers. However, many of the components of these strategies can also be applied to the recruitment world. Taking a go-to-market approach to hiring can help you target the right candidates, differentiate your company from competitors, and engage the best talent.

With the help of recruitment, you can build a full go-to-market SaaS recruitment strategy designed to fill the gaps in your team, improve your employer brand, and strengthen your connections with existing and future employees.

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

How technology companies can support Anxious Employees in the Workplace

Stress and anxiety in the tech workplace are more common than you might think.

Every workplace has challenges that can impact our mental health, from tight deadlines to internal conflicts. These issues can be extremely difficult to handle for employees already suffering from anxiety.

1 in 6.8 people now experience mental health problems in the workplace, and anxiety levels have increased in recent years following the disruption of the pandemic. Business leaders and managers need to know how to support employees suffering from anxiety to ensure they can achieve their full potential, both in and outside the office.

Here’s everything you need to know about creating a workplace that supports, empowers, and motivates anxious staff.

Understanding Anxiety in a Technological Workplace

According to Anxiety Disorders of America, more than 18% of the adult population currently suffers from some form of anxiety disorder. What’s more, most of these professionals say their anxiety issues lead to a host of difficulties in the workplace.

An anxiety disorder can be extremely debilitating for staff, making it difficult for team members to focus on tasks, retain productivity, and interact with others. Anxiety can also affect health, leading to higher absence and turnover rates.

The first step in overcoming anxiety in the tech space is knowing how to spot the signs. Many employees still aren’t comfortable speaking about mental health issues. However, managers and supervisors can see symptoms of growing anxiety in:

• A drop in overall performance and productivity
• Difficulty making decisions in the workplace
• Changes in eating habits
• Excessive smoking and drinking
• Fatigue or exhaustion
• Increased sick leave or absences
• Problems maintaining work relationships

If you see these signs in your employees, it could be a sign that issues with anxiety and stress are gradually contributing to burnout in your team. The faster you act, the easier it will be to preserve productivity and avoid losing critical team members.

Creating a Supportive Work Environment

Managing and supporting employees with anxiety requires a multi-faceted strategy. It begins with creating an environment where all employees can thrive, connect with others, and feel respected by their peers. Some of the best ways to create a supportive work environment include:

Promoting open communication

Consistent communication is essential to building trust and community in a SaaS workplace. Developing an open-door policy that allows any staff member to ask questions, request help, or share their concerns at any moment helps create a friendly and welcoming atmosphere.

Open-door policies are particularly beneficial for people with anxiety, as it helps them to recognise that support is there whenever they need it. If your managers can’t handle an open-door policy, assign team members buddies they can turn to for help.

Encourage work-life balance

It’s easy to get caught up in the constant quest for productivity in the SaaS industry. However, a good work-life balance is crucial to retaining and improving employees’ well-being. 3 in 10 workers say they’re less productive because of poor work-life balance.

With this in mind, encourage your employees to take breaks, move to different parts of the office when they need space, or even take mental health days when necessary. Ensure every staff member has a realistic, achievable workload, and avoid overwhelming employees with too many tasks.

Set clear expectations

When managing an employee with anxiety, setting clear expectations and realistic goals can be helpful. The idea isn’t to force challenging expectations on your team members but to let them know what you need from them, even when they’re experiencing periods of anxiety.

At the same time, allow your staff members to share their expectations and needs with you. Ask them what they need to accomplish specific tasks when struggling. This will create an open dialogue and pave the way for business-wide growth.

Be Flexible

When your employee’s mental or physical health affects their day-to-day work, it’s your responsibility as a leader to make accommodations. Even the smallest adjustments can greatly affect an employee’s well-being.

For instance, you could consider changing their hours temporarily or letting them work from home for a while. You might also allow them to adjust their schedule occasionally when they need to seek external support, like therapy or counselling.

Implement Stress-Reducing Initiatives

Initiatives that guide employees through managing their anxiety can be extremely useful for maintaining engagement and productivity. You could consider implementing a wellness program that encourages physical activity and exercise to reduce feelings of stress.

Some SaaS companies offer training resources, such as workshops and seminars on stress reduction, time management, and organisation. You could even encourage mindfulness and relaxation exercises, giving your team members a quiet space, they can retreat to when they need space or time to unwind.

Providing Resources for Anxiety Management

While anxiety is extremely common in the modern world, it’s also widely misunderstood. Managers and supervisors who don’t suffer from anxiety disorders don’t always know how to provide the best support to their teams.

Colleagues can struggle to understand the behaviour of a person with anxiety, leading to more workplace conflicts. One of the best ways to address this issue is with education. Invest in strategies such as:

• Managerial training: Provide mental health training to managers and supervisors to help them recognise the signs of anxiety and understand how to address difficult situations.
• Employee assistance programs: Offer anxious employees access to tools and resources that can help minimise their stress and improve the working environment.
• Mental health resources: Consider partnering with mental health professionals such as counsellors and therapists to support your team.
• Wellness programs: Invest in wellness programs that promote physical and mental health, with guidance on meditation, relaxation, and stress management.

Fostering a Culture of Support and Empathy

Your company culture will play an important role in determining how supportive and empowering your workplace is for anxious employees. The key to success is ensuring everyone in your team feels respected and included, regardless of their mental health issues.

Start by educating your employees about mental health and anxiety disorders. Access resources and documents that help team members manage their anxiety and support other staff members.

Promote inclusion and diversity by setting expectations for how team members should treat each other. Teach team members how to overcome bias and drive the development of employee relationships with peer support and mentoring programs.

Consistent recognition can be helpful for people with anxiety, too. Ensure your SaaS staff members are rewarded for their accomplishments and achievements. Celebrate little wins, like coming to the office all week or hitting deadlines for a month.

Remember, anxiety can vary from person to person, so it’s worth speaking directly with your team members to help identify specific triggers and stressors and create personalised support plans for each team member.

Overcoming Anxiety in the Workplace

Anxiety and stress can be common in any work environment. When allowed to fester, these issues can impact your team’s productivity and your ability to retain and engage crucial staff members.

Implementing a strategy to build an empathetic and supportive workplace ensures every team member can thrive. When you prioritise wellbeing in the workplace, focusing on mental and physical health, your team members are more likely to achieve their goals.

Start taking proactive steps to support your employee’s well-being, and you’ll benefit from a stronger employer brand, better retention rates, and more efficient employees.

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 US.

Streamlining Tech Team Meetings: 6 Simple Strategies for Productivity

Knowing how to run an effective and productive meeting is crucial in any business. After all, meetings are essential to keeping your employees aligned, engaged, and motivated. They’re also vital to planning projects and preserving your company’s momentum.

Unfortunately, hosting valuable meetings isn’t always easy. Teams can get distracted, conversations stray off-topic, and productivity dwindles. Several studies suggest only around 50% of meeting time is productive.

Current workplace changes also exacerbate the complexities of hosting an effective meeting. Aligning hybrid, remote, and in-office employees requires managers to utilise the right strategies, processes, and technologies together.

Fortunately, you can boost your chances of running effective meetings in multiple ways.

Step 1: Determine Meeting Objectives

Every meeting should have a clearly defined purpose. According to various studies, employees have been involved in more meetings since the pandemic than ever before. One-on-one conversations have increased by 1,230%, and group meetings have increased by 613%.

However, many of these meetings may be unnecessary in a world where chat and email can be used for rapid communication. Additionally, it’s worth remembering that not every meeting will require the attendance of every employee. Understanding the purpose of your meeting will ensure you can choose the right meeting method, length, and attendees.

Before inviting anyone to a conversation, ask yourself what the outcomes of the meeting should be. Do you want to prepare employees for a new project, share company news, or gather feedback from your team members?

Based on your desired outcomes, ask what sort of meeting (if any) will be most effective. If you’re asking for feedback, an all-hands virtual meeting may be a good option. If you’re sharing tech news, you may be able to send a broadcast to employees over email.

Step 2: Setting a Clear Agenda

Once you’ve determined the core objectives for your SaaS meeting, the next step is developing your agenda. An agenda is essentially the roadmap to an effective session, outlining the topics to be discussed, the purpose of the conversation, and who will lead the discussion.

Your agenda will help to ensure your meeting facilitators can keep the conversation on track. Plus, it gives you an insight into the resources you might need to prepare before the meeting. When creating your agenda:

• Assign people roles: Determine who will be responsible for taking notes, contributing to the meeting, hosting presentations, or simply facilitating the conversation in advance.
• Reframe agenda items: Consider what you want from the meeting and turn topics into questions, such as: “How can we get started on this project?”
• Prioritise agenda items: Decide which topics should be covered first and how much time you will dedicate to covering each agenda item.

Share your agenda with your team in advance so they know what to expect, as well as what their purpose will be in the conversation.

Step 3: Master Timing and Duration

Time is a precious resource in the tech industry. The longer your employees spend in meetings, the less time they’ll have to focus on valuable tasks. Start by thinking about the ideal time to schedule your meeting. Many collaboration tools come with calendaring features which help you to determine “free gaps” in your employees’ schedules.

Be mindful of time zone differences if you’re working with remote and global employees, and make sure you understand the schedule of each of your team members. It’s also worth considering the meeting type when choosing a time. Some studies suggest strategic thinking, creative meetings, and brainstorming sessions are more effective during mornings.

Next, think about the ideal duration of your meetings. Different conversations may require longer or shorter interactions. A regular team meeting may only take between 15 and 30 minutes, whereas a meeting for strategic decision-making could take a few hours.

Step 4: Facilitate an Inclusive Experience

Meetings need to be engaging and inclusive to be effective. Every employee invited to your conversation should be able to provide input and take something valuable away from the meeting.

Assigning a meeting facilitator or “host” to the conversation can be useful. These employees are tasked with keeping the meeting on track, ensuring everyone’s voices are heard, and that any conflicts are managed effectively.

You can also create more inclusive and engaging meetings by:

• Using breakout groups: Allow people to break into groups to accomplish smaller tasks, make decisions together, or collaborate on projects within the wider meeting.
• Take notes or record the meeting: Collect as much information from the meeting as possible, so you can go back and check facts and action items at a later date.
• Include time for questions: Rather than allowing employees to ask questions consistently, consider dedicating a certain portion of the meeting to a Q&A session.
• Ask for feedback: Check in with your meeting attendees to find out whether they believe the conversation was a valuable use of their time.
• Support remote and hybrid workers: Ensure remote and hybrid employees are also included in the conversation, and feel seen and heard by the team.

Step 5: Make the Most of Technology

Leveraging the right technology is an excellent way to boost the productivity of SaaS meetings. This is particularly true in today’s world of hybrid work. Even if most of your meeting attendees are scheduled to be in the office on the day of the conversation, make sure a virtual meeting link is available. This ensures remote attendees can dial in from anywhere.

Give your employees access to video and audio conferencing tools, so they can always take part in meetings regardless of where they are, and make sure they know how to use them effectively. It’s also worth looking into other tools that can help streamline the meeting process.

For instance, some meeting tools include virtual whiteboards for brainstorming, poll features for collecting feedback, and presentation tools. You can also use synchronized digital calendars to help align teams from different time zones.

Step 6: End Each Meeting with Clear Next Steps

No employee should leave a meeting wondering what they should be doing next. Every meeting has a purpose and should facilitate the continued productivity and performance of your team. This makes ending the meeting on the right note essential.

Throughout the meeting, document key takeaways and action items, based on the agenda topics you set, and the objectives of the conversations. Share recordings with your employees at the end of the conversation, along with notes and tasks they need to complete.

Assign specific action items to each member of your team based on what was covered in the meeting, and follow up when necessary to ensure they have the right information to proceed. If any discussions were tabled during the meeting, consider arranging another conversation or a discussion over a chat tool or email to re-surface these topics.

Make the Most of Your SaaS Meetings

Meetings are a common and often crucial part of any tech business landscape. However, not every meeting hosted in today’s world is efficient, effective, and productive. As companies continue to rely on meetings to align team members in the age of remote and hybrid work, it’s important to ensure you have the right strategies in place to ensure success.

Setting clear objectives, creating a comprehensive agenda, getting the timing of your meeting right and ensuring inclusivity will help you to boost the quality of your meetings. Leveraging technology effectively, and ending each meeting with action items will help you to get the best outcomes from every team conversation.

Implement the practices above, and remember to collect regular feedback from your employees to learn more about how you can optimize and improve the meeting experience.

I hope you found our blog Streamlining Tech Team Meetings: 6 Simple Strategies for Productivity a useful resource.

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.

 

11 Reasons Employees Might Abandon Your SaaS Business

Despite an uncertain economy, employees are happy to abandon their roles if it means embracing a better work experience. According to a Gallop workplace survey presented in mid-2023 over 96% of workers are looking for a new job.

In the UK the CIPD confirmed that over 6.5 million workers plan to leave their current roles in search of better jobs.

In a skill-short landscape, where it’s becoming increasingly difficult to find talent for your team, knowing how to boost your chances of retaining staff is crucial.

The first step to fixing high levels of talent turnover is understanding why employees choose to leave their roles in the first place. Today, we’re going to look at the 11 most common reasons SaaS employees search for a new role – and what you can do about it.

1. Lack of Career Growth Opportunities

Every employee, no matter their industry, wants to see opportunities for growth in their career. This could mean everything from chances to move into higher-paying roles, to opportunities to take on more responsibilities at work. Unfortunately, only 48% of employees in 2023 said they felt a path for advancement was available with their current employer.

Creating clear and realistic succession plans to show employees there’s room to develop in your organisation is the best way to help them visualize/visualise a future with your company.

2. Inadequate Compensation and Benefits

Today’s SaaS employees want and expect to be paid what they’re worth. Many employees know they can increase their income even higher than the rate of inflation.

This means if you’re not paying team members what they’re worth, or enhancing the deal with the right benefits, such as remote or flexible working and paid time off, they’re likely to look elsewhere. Make sure you regularly assess the hiring landscape to determine a fair compensation package for your teams.

3. Unhealthy Work-Life Balance

Poor work-life balance has grown increasingly common in the tech industry since the pandemic. Remote and hybrid work is making it harder for employees to see the gap between their professional and personal worlds. However, team members are also less willing than ever to deal with a consistently poor work-life balance for long.

To minimise turnover and prevent burnout, employers and business leaders need to encourage team members to care for themselves, take time off, and disconnect from the workplace whenever necessary.

4. Toxic Workplace Culture

A problematic workplace culture doesn’t only dissuade employees from joining your team, it can also prompt existing team members to search for new roles or even disengage from their work. One study found that employees who feel excluded at work are at a 50% higher risk of turnover.

Focus on building an inclusive, respectful, and collaborative culture, where harassment, discrimination, and unfair treatment are effectively addressed and eliminated.

5. Limited Learning and Development

As SaaS employees want to progress in their roles, they also want to ensure they have chances to develop new skills and abilities. Around 94% of team members say they would stay with a business for longer if it offered the opportunity to develop.

Investing in learning and development programs for your employees is an excellent way to increase engagement and reduce turnover. What’s more, it ensures you can upskill staff members with the skills they need to thrive in the changing tech industry.

6. Poor Management and Leadership

Excellent leadership has long played a key role in employee retention. Employees often seek out new positions when they feel they aren’t getting the right managerial support. One Gallup study found 75% of workers who voluntarily leave their roles do so because of a poor manager.

Learning which leadership and management styles work for your employees, and teaching your leaders how to implement them can help to minimise turnover.

7. Better Work-Life Fit

Employees in the space have frequently struggled to fit their careers around busy personal lives and commitments. However, since the pandemic, and the rise of remote and hybrid work, many team members have learned that they can always leave their jobs to find a better fit.

Working with your employees to adapt to their needs can help to reduce turnover. For instance, you could offer employees four-day work weeks, flexible schedules, or even opportunities to work from home when necessary.

8. Lack of Appreciation and Recognition

Every employee wants to feel appreciated. If you’re not recognising/recognizing your team members for the work they do regularly, then they’re likely to search for a new role. One report found that employees who only receive recognition a few times a year are 39% more likely to leave within the next twelve months.

Implement a comprehensive recognition strategy that encourages business leaders to share feedback and insights with team members regularly. Even a simple “thank you” for a job well-done message from a team leader can work wonders.

9. Disconnection from Company Values

In today’s world, SaaS employees are looking for more meaning from their jobs. They want to feel as though they’re having a positive impact on the industry, and they’re keen to work with companies that share their values. 87% of millennials in 2023 said they would leave a job to look for an employer that has the same values.

Ensuring you understand the values your employees hold and making it easy for them to understand the mission and vision of your business is crucial to talent retention.

10. Limited Job Security

In several articles shared on Forbes, Studies show employees around the world are facing a job security crisis. Though the right talent remains crucial to the performance of any tech company, economic uncertainties are making job cuts more common. This leads to stress and burnout for staff.

While it might be impossible to guarantee long-term employment for your staff members, being transparent about layoffs, downsizing and continuity options is crucial.

11. Burnout

Burnout is still on the rise in 2023, with around 43% of the workforce now suffering from common symptoms. Not only does burnout harm productivity and performance in the workplace, but it also makes employees 3.4 times more likely to leave their roles.

Business leaders need to pay attention to the signs and symptoms of burnout and ensure they’re taking measures to overcome the problem whenever possible. This could mean offering therapy, guidance, and support for mental and physical well-being.

Talent turnover is still on the rise throughout the SaaS industry. Ever since the Great Resignation began, employees have become less concerned about holding onto the same job for long periods. This makes it harder for businesses to ensure high levels of employee retention.

While it’s impossible to guarantee your staff will never leave your business in search of better perks or benefits, understanding the reasons employees leave is a good first step. When you know what prompts turnover in your company, you can take measures to avoid it.

If you’re experiencing issues with tackling employee turnover and are looking for a hand, get in touch, 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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Book a Call with James Shenton

Banish the Bullies: Dealing with Workplace Bullying in Tech

Bullying is something no one should have to deal with. While we often associate bullying with childhood, the reality is that bullies can follow people throughout their entire lives, impacting the performance, and culture of tech workplaces.

While conflicts in the workplace are natural, there’s a difference between misunderstandings and clashes among teams and consistent abuse.

Although employees need to stand up for themselves and seek assistance when dealing with bullies, HR managers and business leaders also play a role.

Direct line managers, supervisors, and executives also need to implement strategies to ensure they’re creating a supportive, respectful company culture.

Here’s everything you need to know about overcoming bullying in tech.

Defining Workplace Bullying: Identifying the Signs

To overcome bullying in the workspace, business leaders and their employees first need to recognise the signs. Bullying can appear in a range of forms, from name-calling to the deliberate isolation of specific employees by other individuals or groups.

However, the Workplace Bullying Institute (WBI) gives the concept a clear definition. It says bullying is any repeated, harmful mistreatment of one or more people by one or more perpetrators.

Workplace bullying can happen both offline and online, particularly in today’s world of hybrid and remote work. It can also include:

• Name-calling or abusive language
• Ignoring, isolating, or excluding members of staff
• Belittling or making fun of an employee
• Scapegoating or blaming other employees for issues
• Manipulation or coercion
• Spreading rumours about an employee
• Aggressive or violent behaviour

Even business leaders can be perpetrators of bullying, when they set their employees up to fail, disregard them, or overwhelm them with menial tasks.

Workplace bullying is extremely common, with 30% of Americans saying they experience this issue in their profession. Unfortunately, the side effects can be disastrous for both businesses and individuals alike. Consistent bullying can cause stress, ill health, and burnout for employees.

It also harms team productivity, and increases a company’s chance of talent turnover, leading to significant skill gaps and problems with long-term performance.

Handling Workplace Bullying: Global Factors

Workplace bullying in technology is an issue that arises all over the world. While the negative impact it has on businesses and employees is consistent wherever you are, the solutions companies and team members can use to deal with bullying vary depending on location.

For instance, the UK and Australian governments have both implemented anti-bullying legislation, such as the Equality Act in the UK, and the Fair Work Act in Australia. In these regions, organizations/organisations are encouraged to implement comprehensive anti-bullying policies, outlining unacceptable behaviours, reporting procedures, and consequences for perpetrators.

Employees are also encouraged to deliver training and awareness programs, to educate employees about the effects of workplace bullying and how to recognize it.

In the US, workplace bullying in the tech] industry is addressed through various channels, including legal recourse. While there are no specific federal laws against bullying, many US companies still adopt anti-bullying policies to create a safe and inclusive workspace.

Additionally, the US Equal Employment Opportunity Commission shares guidelines team leaders can use to address workplace harassment and bullying.

Effective Strategies for Handling Workplace Bullying

Though there are different regulations and legal solutions in place for workplace bullying depending on where you are in the world, business leaders can still experiment with a range of universally effective strategies for mitigation, no matter their location.

Some of the best ways to combat tech workplace bullying include:

1. Establish and Share Clear Policies

First, it’s important to develop and communicate clear anti-bullying policies for the entire SaaS workforce. These policies should outline examples of unacceptable behaviours, as well as the potential consequences for perpetrators.

Ensure team members understand which reporting mechanisms are in place to ensure they can seek out assistance if they feel harassed by another team member. All employees should have access to accessible, confidential reporting mechanisms, to help them seek out help without fear.

2. Promote a Respectful, Inclusive Culture

Today’s most innovative companies are already investing in Diversity, Equity, and Inclusion initiatives, designed to create equality and respect between team members. This is important at a time when 76% of job seekers and employees believe DEI initiatives are crucial.

Promoting a culture of respect and inclusion in the workplace helps to minimise the risk of bullying. Team members should be encouraged to embrace the diverse characteristics of their workmates and reminded that harassing behaviour will not be tolerated. Leaders should set examples, by consistently treating team members with dignity.

3. Invest in Training and Education

Investing in educational programs in the SaaS workspace isn’t just crucial to give employees access to new technical skills or improve workplace engagement. It can also be a valuable way to promote bonds between team members and hone soft skills.

Consider investing in educational resources that focus on teaching valuable communication, collaboration, and cooperation skills. Provide team members with educational resources to help them understand the effects of bullying, and what they can do to recognise, address, and even prevent the issue.

4. Respond to Reports Correctly

Simply ensuring employees in the workplace can report instances of bullying isn’t enough. Companies also need to be willing to act rapidly when an employee is facing harassment. All reports issued by team members should be investigated thoroughly, promptly, and impartially.

The consequences for perpetrators should be significant, but also consistent and fair, based on the nature of the situation. Additionally, business leaders in the tech industry should ensure support is available to victims following the event. This could include offering counselling, mediation, or coaching sessions.

5. Stay Vigilant

Unfortunately, even as business leaders continue to invest in initiatives to make their companies more welcoming and supportive to employees, bullying is still an issue. In today’s world of hybrid and remote work, it can be even harder to spot problems, particularly when harassment happens online, or through video meetings.

To stay on top of the problem, managers and business leaders need to be vigilant about monitoring the workplace environment. Pay attention to the behaviours of employees, investigate instances of severe stress and burnout, and constantly promote team bonding.

Workplace bullying in the tech industry is unfortunately a global, persistent issue, that requires attention from both employees and business leaders. Addressing instances of bullying effectively isn’t just the key to creating a more attractive company culture.

It’s also important to ensure employees can feel engaged and productive at work and helps to reduce the risk of talent turnover. The right initiatives can even help to make your business more appealing to talent in the tech space.

I hope you find our blog on Banish the Bullies: Dealing with Workplace Bullying in Tech insightful.

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 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.

Book a Call with James Shenton

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.

Book a Call with James Shenton

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.

Book a call with Paul Hudson