You do not have to be an expert in marketing to recognize that social media is the key to successful Digital marketing. Through social networks like Facebook, Twitter, LinkedIn, and Instagram, companies can reach billions of consumers with the tap of a button. From viral growth of your brand to image-damaging scandals, the results can differ dramatically.

We know that Social media is more important than ever for businesses in every industry. Through #SalesforceMarketingCloud integration, social media management improves customer relationships with the tools and capabilities offered. By combining social media management and Salesforce, businesses can dramatically improve customer experience and public perception. It’s a win-win.

For most of us, it's impossible to imagine life without #socialmedia - especially for those of us in marketing. It is astounding to believe that just 18 years ago, microblogging services and social networking platforms such as Facebook, Twitter, and LinkedIn were simply ideas in the minds of techies. Today, there are 3.96 billion social media users worldwide, up 4.8 percent from a year ago and increasing every single day!

Many people are surprised to learn that social media accounts for a third of their online time, with social media being accessed seven times more frequently than email. Such a level of customer reachability is well worth the investment – if you ask me.

Maintaining your social media presence isn't enough: You have to engage consumers on multiple social platforms and build brand identity and stand out! By leveraging Salesforce #MarketingCloud, profitability goes through the roof. Based on Salesforce's "State of Marketing" report, 75% of marketing leaders see a direct return on investment for using social media, from creating content to interacting with an ever-present audience.

Salesforce Marketing Cloud
Among the capabilities of Marketing Cloud are email marketing, social media marketing, mobile marketing, online advertising, and marketing automation. Using Marketing Cloud, businesses can create personalised, omni-channel customer journeys. The Salesforce product offers SaaS (Software as a service), PaaS (Platform as a service), and IaaS (Infrastucture as a service) tools. Further, it provides cloud services for the running of applications with secure, upgradable, and scalable data.

This Salesforce product (formerly ExactTarget) isn't built on the core Salesforce platform, instead it uses connectors to sync data from your core Salesforce org to #SFMC.

Among its other attributes, #SalesforceCloud offers benefits such as adaptability and multitenancy to manage external and internal relationships. Additionally, it allows for the planning and monitoring of Sales and Marketing #Campaigns as well as the management of services based on insight and valuable data.

4 Benefits
1.     By aggregating information from all your social networks, you can stay on top of everything. With the social cloud, the social media team can respond directly to customers on different networks, update their profiles and pages, all from one place. It's easy to integrate - Salesforce Marketing Cloud has many collaboration features and pulls data from a bunch of different places.
2.     With Data Enhancements, Marketing Cloud puts all your company's information at your fingertips and uses it to jumpstart your consumer journeys. Understanding consumer psychology is one of the biggest benefits of Salesforce marketing cloud.
3.     From psychology to Easy prediction with Einstein Interaction Frequency and Einstein Interaction Scoring, Salesforce Marketing Cloud now has Einstein Artificial Intelligence. By using AI to predict your client's actions, you can decide when to send your direct mail so you can maximize the likelihood they'll be opened and generate interaction.
4.     Increases engagement - Successful marketing promotes sales and keeps you competitive. Profitable businesses must build long-term relationships with their customers. Building long-term relationships with customers is easy with Salesforce Marketing Cloud. When it comes to delivering content, companies have to keep consumers in mind. Therefore, Salesforce Marketing Cloud builds critical messages based on customer satisfaction.

So… How can companies utilise Salesforce Marketing Cloud for digital marketing?

·       Email marketing.
·       Mobile push notifications, including in-app notifications.
·       Content creation
·       Real-time engagement & analytics.
·       Campaign automation
·       Audience segmentation
·       Data management

Salesforce Marketing Cloud consists of two types of modules: Studios to manage content and specific marketing channels, and Builders to manage data and campaign automation.

The difference between Salesforce #SalesCloud and Marketing Cloud?

The obvious difference... Sales Cloud is for sales teams, whereas Marketing Cloud is for marketers.

Leads, opportunities, orders and more are all managed by Sales Cloud. Because Marketing Cloud manages customer touchpoints across the whole customer lifecycle, it taps into other datasets more so than Sales Cloud.

What about #Pardot…

When there are long sales cycles and multiple decision-makers, Pardot is generally used. You should use Marketing Cloud in the event of a transactional purchase across multiple marketing channels.

Are you a Charity that uses Salesforce, that could do with some extra Salesforce support, for FREE?

Salesforce is used by so many charities, and helps many amazing organisations help so many people.  

However we know that hiring Salesforce support services can be expensive. At Steadman Brown we’re on a drive to change that!

We want to give back! 

We are offering 30 hours of FREE Salesforce support, fully paid for by Steadman Brown. The chosen charity will be provided with a highly experienced Salesforce consultant with 10+ years of experience based in the UK who holds multiple Salesforce certifications. 

This Salesforce consultant has worked with Steadman Brown for many years, and delivered multiple Salesforce projects for us, so you’re in very safe hands!

There are a few terms and conditions, including the charity must be in the United Kingdom, Salesforce services are to be used within three months of winner confirmation. In addition, the 30 hours of work are spread over a period of time, on an ad hoc basis. 

Apply for a chance to win!

If you wish to receive 30 hours of free Salesforce support, please click the link below, and complete a short survey. How would you use Steadman Brown's Salesforce support? 

CLICK HERE

We will be announcing the winner Monday 7th November

Salesforce plays a crucial role in the success of your organisation. The Salesforce for Non-profits platform continues to help non-profit organisations grow donor relationships - quickly becoming a leading platform for managing the donor lifecycle - from the initial pledge to the payment phase.

The statistics speak for themselves
A survey conducted by Salesforce revealed that thousands of non-profit organisations are already using Salesforce as their CRM, achieving positive results:

• 22% increase in funds raised.

• 17% increase in retention of donors.

• 23% increase in engagement.

• 52% improvement in operational effectiveness.

• 70% improvement in data quality.

•  

Here are some ways you can utilise Salesforce within your organisation!

1. Fundraising. Your donation cycle can be easily managed. As each non-profit is unique, the donor cycle may vary based on the type of donation. Integrate donation forms on your website directly into Salesforce, customise your processes, utilise workflows to automate email alerts, and monitor your fundraising efforts using reports and dashboards.

1. Donor Management.As you already know if you are applying, donor management allows you to keep track of all interactions you have had with donors. Salesforce allows you to record calls, emails, social media interactions, and any other custom information that may assist you in nurturing donor relationships.

1. Volunteer Management.You can schedule volunteer-led events and shifts. Get detailed insights into your most loyal volunteers with powerful reports.

1. Grants Management. Track grant release dates, incorporate grant budgets into grant reports, and demonstrate greater accountability and stewardship.

1. Campaigns & Event Management. Organising events for the purpose of raising awareness and funds is an integral part of the campaigning process. With Salesforce, you can monitor the success of your efforts. RSVPs can be tracked; donations can be linked to specific events for easy reporting of ROI for each and every event.

Why not put our fully paid for Salesforce professional to work, utilising one of the above solutions!

Why we do this!

At Steadman Brown, we place a great deal of emphasis on corporate responsibility, and giving back where possible. 

We’re a pledge 1% member, pledging 1% of our profits, time and resources to charity every year. 
We have also planted 50+ trees in the UK, helping to fight climate change.

As Salesforce recruitment experts, we are working with some of the best Salesforce talent in the UK, and we want to offer charities the opportunity to benefit from this, for free!

Trailblazers now have a way to highlight their commitment to learning in-demand digital skills through Trailhead Ranger Ranks! Trailblazer Ranks are one of the most engaging features of Trailblazer.me profiles.

Up until now, Trailhead Ranger was the highest rank given to Trailblazers dedicated to learning and innovation. Nevertheless, many go above and beyond what Rangers already achieve.

With new Trailhead Ranger Ranks, Trailblazers can showcase their knowledge and expertise in more ways, such as:

• Double Star Ranger (200 badges, 100,000 points)
• Triple Star Ranger (300 badges, 150,000 points)
• Four Star Ranger (400 badges, 200,000 points)
• Five Star Ranger (500 badges, 250,000 points)
• All Star Ranger (600 badges, 300,000 points)
•  

Trailblazers can showcase their in-demand skills, extended expertise, and passion for continuing education with Ranger Ranks. As trailblazers showcase their pride in being a learner in the Salesforce ecosystem, they also inspire new and fellow Trailblazers.
 
Want to know more about Trail Head?
Launched in 2014, it provides an opportunity for everyone to learn new skills and become certified, whether they are architects, administrators, consultants, analysts, or developers. It's an awesome way to learn in-demand skills. You can learn Salesforce, digital, and soft skills for free from anywhere.

Trailhead takes you through the basic building blocks of Salesforce1. You'll earn points and badges as you test your knowledge on the platform. Additionally, you can earn globally recognised, resume-worthy credentials that demonstrate your expertise to prospective employers. Salesforce credentials enhance your resume and highlight your skills giving you a competitive edge over other potential candidates. 

Naturally, Trailhead offers robust Salesforce training among its many other offerings. Since more companies use Salesforce to manage their customer relationships, the demand for Salesforce skills has skyrocketed.

Candidate trials in Trial Head are guided learning paths through modules and projects that cover the most ground in the shortest amount of time. Learn complex topics with bite-sized, conversational content that's tailored to your role and level.
 
Why use Trial Head?
College degree requirements are being replaced with skills-based, competency-based hiring. As a result, it becomes crucial for job seekers to showcase their skills and demonstrate their commitment to professional development. The best thing about Trial Head is that anyone with an internet connection who’s ready to take their skills to the next level, regardless of background, age, gender, or belief can simply sign up for a free Trailhead account.
 
-----
We are recruiting. There are many Salesforce career opportunities available for dedicated salesforce professionals. There are several clients looking for skilled and certified Salesforce candidates to join their teams. Secure your dream job today!
 

With more than 500 million professional profiles, LinkedIn offers Salesforce candidates an unlimited supply of network connections and Salesforce job opportunities. It's like Facebook for your career. Whether you're looking for a new job in Salesforce or maintaining your personal brand, LinkedIn is an integral part of being a fully-fledged Salesforce professional in any industry.

We at Steadman Brown have used LinkedIn since its launch on May 5, 2003 to help build a professional social media platform for Salesforce Candidate Recruiting and Client Retention. The reasons why our consultants use LinkedIn vary, and these reasons are what make LinkedIn a valuable tool for SF job seekers.

We asked our connections last week which LinkedIn feature they value most as SF candidates. In addition to professional networking, a majority utilized the platform's job board, career development information, and industry news. 

However, linkedIn is still unfamiliar to many people, despite being one of the most popular social networks today. Get the most out of LinkedIn with these tips:

1.    LinkedIn is a great resource for finding new Salesforce talent. As a SF candidate, you should showcase your skills and abilities on LinkedIn and utilize the platform effectively. This allows us to identify your strengths and contact you. LinkedIn is used by 94% of Salesforce recruiters to find candidates, according to research.

2.    There is a decline in the old-fashioned method of securing a job. A major change brought about by new technology is the reduction of the old-fashioned way of finding a job because more people are online. If you are looking for a new Salesforce job, LinkedIn is a great platform to get discovered.

3.    Helps to collect endorsements and recommendations. As a Salesforce job seeker, endorsements and recommendations on LinkedIn can help boost your profile.
 

4.   NETWORK! NETWORK! NETWORK! LinkedIn helps Establish a good network of professionals.

5.   Potential employers will Definitely search your LinkedIn Profile. Show what you're all about! After applying for a job, 80% of potential employers will Google your name and your LinkedIn profile will most likely appear first. Therefore, you must build your SF LinkedIn profile to take advantage of this opportunity.

It doesn't matter if you're a marketing executive for a major company, a business owner who runs a small local store or a college student seeking their first job after graduation, LinkedIn is for you. Anyone and everyone who wants to grow their careers and connect with others needs to take LinkedIn seriously.

LinkedIn is like one big virtual networking event.

New to LinkedIn? Here are some tips for beginners

• Reconnect with former colleagues. Don't be afraid to reach out to anyone and everyone in your professional network. 

• Use your profile as your resume. You can think of your LinkedIn profile as a more comprehensive (and interactive) version of your resume. 

• Find and apply for jobs. 

• Participate in relevant groups. A simple way to meet new professionals to connect with is to join groups based on your interests or current profession and start participating. 

• Blog about what you know. Through LinkedIn's own publishing platform, users can publish blog posts and have their content read by thousands of people. In addition, published posts will appear on your profile, which increases your credibility in related fields.

An effective LinkedIn profile is essential for landing your dream Salesforce job. The sooner you get it, the better off you'll be.

Guess what? There's more to us than being on LinkedIn.
Check out the other Steadman Brown social media pages below
https://linktr.ee/steadmanbrown

 

Salesforce salaries are a hot topic. Salesforce professionals are in high demand in a variety of fields thanks to the growing Salesforce eco-system. 



How much does a Salesforce professional make? Find out how to improve your salary, how to increase your earning potential, and what factors will affect it.  Salary differences between professionals can be attributed to a variety of factors.

• Experience
• Certifications
• Generalists vs. Specialists
• Location

The following factors will be discussed in this guide:

1. Experience. You should expect a higher salary as your experience and responsibilities increase. It is your experience with projects that will take precedence over any other factor, particularly if your experience extends across multiple Salesforce products.
2. Certifications. Certifications prove to your employers that you know what you are talking about – they are a milestone in your career. It is possible to use certifications as leverage if you desire a senior role within your company, or if you are seeking employment elsewhere.
3. Generalists vs. Specialists. Make sure you choose the right specialization, and you could find yourself in high demand.  
4. Location. As a result of the differences in living costs between countries and within countries, salaries are affected by location. 
5.  

What is the average role specific salary in my area?
Want to know the average salary range for a specific Salesforce role. Contact us today and speak to one of our Steadman brown consultants. We are happy to guide you on potential salaries and key variables impacting how much money you could earn!

 
Asking for a raise?
The company needs to understand the value you bring to the organization when you're asking for a higher salary. Speaking about your accomplishments can be difficult, especially if you're not used to doing so. 

Preparing an elevator pitch is a great way to practice. To persuade your boss to raise your pay, you can use this short, concise summary of your skills and experience.

In preparing your elevator pitch, remember to provide examples of how your contribution has benefited the company. You will be able to demonstrate to your boss how valuable you are to the company.
It is important to know how much you make now and what other people in your position make. You will be able to get a better idea of how much you should ask for.

You may need to negotiate with your boss if he or she is not immediately receptive to the idea of a raise. You should discuss how much you would like to receive and be willing to compromise.

Looking for the next step in your career
Whether you’re desperate to leave your current job, or you’re just itching to try something new – a new step in your Salesforce career can sometimes be exactly what you need. We have many clients hiring salesforce professionals. And the good news is, we can get the ball rolling! 

Steadman Brown recruits Salesforce professionals throughout Europe for some of the biggest names in modern business and consulting. Founded in 2017, we have quickly established ourselves as the exclusive recruitment supplier to many Salesforce end-customers and implementation partners, with over 75% of our customers exclusively using Steadman Brown for all their Salesforce recruitment needs.

We have specific teams, covering core Salesforce positions, ensuring that we truly are niche Salesforce Recruitment experts. This approach allows our individual teams the time and resources to effectively understand both our candidates and clients' requirements, including the technical elements of the Salesforce role.

Our Teams:

• Salesforce Administrators and Managers
• Salesforce Developers and Architects
• Salesforce Consultants and Project Managers
• Salesforce Marketing Automation professionals
• Salesforce Sales Professionals

Get in touch today to secure your next Salesforce position!
 
 
 

Back to work on everyone’s favourite day of the week! With Monday’s often being the most pivotal day of the week, let’s have a look at how most of my Monday’s look as a Steadman Brown recruiter within the Salesforce Career sector!

First thing on a Monday is always to check my emails and InMail to catch up on anything that took place over the weekend. That could be a client sending their feedback over on Salesforce candidates, a new candidate sending me their CV for a upcoming Salesforce Job opening, or even a brand-new role from one of our Salesforce clients! Once I’ve settled the score from the weekend, it’s time to have a look at the week ahead. This is normally where my team will take a look at the roles we have at the time. We will determine how we are intending to approach each, ensuring we understand the requirements for each role. This will enable us to quickly identify the right Salesforce talent for each role.

Once we’ve set the roadmap for the week ahead, it’s time to get to work! I’ll spend the bulk of my week sourcing new candidates. I'll ensure that I fully understand what it is they’re looking for in that next role. I'll also make sure that this aligns with the Salesforce opportunities I have in mind for them. This early part of the process is often one of the most critical parts of the process. This is because this is where I fully understand what it is the candidate is looking for. I use this information to find them the Perfect Salesforce Position, not just their next role.

Recent times, one of my greatest strengths has definitely been my ability to understand client and candidate requirements. Using this skill allows me to make sure that every candidate I put forward for a role is speaking to a company that will really value their skillset and give them the opportunity to grow and develop within a SF Career, rather than firing their CV out left, right and centre, which is often an issue many candidates face in the Salesforce ecosystem. I like to think we stand out from the crowd in this regard.

With that being said, taking that time to really understand both the client and candidate led to a new placement this week. The candidate was looking to find a role that would offer them the opportunity to build upon the foundations they had built in their previous roles. In addition, they wanted a real roadmap for progression and development, which they felt was missing in their previous role. We found exactly that in one of our opportunities. Therefore, we have allowed them to move into a very exciting position that will give them a platform to really drive their Salesforce career forward!

However, like my colleague Josh, I've noticed seasonal trends in recruitment, with many candidates and clients on annual leave, often abroad, taking a well-deserved break. In the summer, when many people are looking for vacations, many aren't actively seeking new jobs. However, as you can imagine, with the ever-growing size of the Salesforce ecosystem, new relationships can be built every single day, putting candidates one step closer to finding the right role, and means clients are able to secure the best talent on the market when hiring Salesforce candidates. 

Over the weekend, I didn't do too much! (Boring I know!). I fly to Ibiza in a couple weeks’ time, so I’m trying to be sensible in the build-up and saving myself for that!

This week – the goal is very much the same: find the best talent possible! With an abundance of Salesforce consultant and Salesforce project manager roles in my team at the moment, there’s plenty of exciting opportunities for any curious or active Salesforce jobseekers. Please don't hesitate to contact us if that's you!

 

Remeber our poll last week... We conducted a poll to find out whether our connections preferred WFH or in-office working - the results are HERE! It turns out that 87% of our LinkedIn connections prefer WFH/remote working over 13% of people who prefer being in the office.

As a result of the COVID-19 pandemic, billions of people around the world were forced to work from home. In comparison to socially-distant work environments, remote working was seen as a safer alternative.

The advent of new technology and a global pandemic have made working from home more appealing than ever. Several Salesforce companies offered their workers options of working from home, returning to the office, or combining both (Hybrid). Based on data, the hybrid option, which combines remote work and in-office work, has the most popularity among employees. There is no doubt that working from home is a favorite among Salesforce professionals.

It's important to consider what's most important to you as a worker when deciding whether to work from home or in an office. Your productivity or quality of life may be clearly impacted in one way or another.  

Ask you self these questions..

• How happy are you either at home or at work?
• How much does a commute take out of you each day?
• Do you miss the networking opportunities you had in the office?

Do you feel distracted at home?

•  

Compared to working in an office, what are the PRO's of working from home?

• Commuting. Commuting to work is not only time-consuming, but also costly. Working from home eliminates the need to travel, saving money, time and effort in preparing for your work day.
• Save on Time. Losing the commute has literally restored 2-3 hours to some people's day, which they can use however they wish. It is possible to prioritise spending more time with family or taking part in activities that support your mental health and wellbeing.
• Independence. In this way, you can regain some control over your day, enabling you to organize it more independently.
• ·Flexibility. When working from an office, it’s likely you have a set schedule. Home-based work is a touch different. As a result, you can get up whenever is convenient for you and customize your day, tasks, priorities as you see fit. 
• ·Financial Costs.In terms of finances, working from home differs from being in an office - and we're not talking about your pay check.  Commuting costs, such as public transit, gas, or maintenance expenses, are incurred when you work at an office. Don't forget paying for parking and what about those lunchtime snacks and coffee breaks... it all adds up! This is when you see the perks of working from home. There will be no traffic, no commuting expenses, and no temptation to go out after work for happy hours and dinner.

 
Con’s for working at home

• No Structure. Routines are utterly absent in work from home environments, which can cause a little chaos. Virtual work lacks the structure provided by an office. For example, get up at 06:00, leave the house at 07:30, grab a cup of coffee at 07:45, commute for 1hour15 minutes, get to work at 09:00, lunch break, etc.
• Feeling Disconnected. Felling disconnected when working from home isn’t farfetched. Minimized networking between colleagues and clients, poor communication and loneliness contribute to this.
• Overworking. Having trouble ‘logging off’ is common when working from home, with employees feeling there workday doesn’t just finish when they turn of their laptop. Without enforced office hours, the line between work and home can be difficult to establish.
• Mental Health. Work from home arrangements are not also best for employee mental health. Employers should consider employee mental health and implement practises to support this when offering Long-term work from Home.
•  

At the end of the day, it comes down to YOU! What do you prioritise and how do you work best? At Steadman Brown we recommend Salesforce Professionals investing some time researching WFH in the sector you work in, speak to other employees and see how they manage their working day. Assess whether you would prefer to be in office or if at home is perfect for you!

We are regularly looking for candidates to fill WFH/In positions. 
Get in touch today!
 
 
 
 
 
 

Job interviews can be tricky, especially when you have to show off your Salesforce knowledge. Here we have covered some likely Salesforce Admin Interview Questions you should be prepared to answer from some of the most popular topics we see at Steadman Brown for day-to-day Salesforce Lightning administration. We’ve also chucked in some simple do's and dont's that if followed will help you ace your interview with ease!

With each job interview, you are meeting new people, essentially selling yourself and your skills, getting quizzed about your previous roles and relevant experience. Being upbeat and enthusiastic through it all and ignoring your nervous butterflies can be a stretch for some. Ultimately, these are the keys to effective interviewing: subject confidence, staying positive and Being able to share examples of your workplace skills, experience and certifications for the job.

When answering interview questions, the goal is to give concise yet comprehensive responses that demonstrate your knowledge without waffling. It’s worth mentioning that not all the interviewers you encounter are necessarily qualified experts in the salesforce tech they are asking about. They might not be admins themselves; they could be managers, human resource representatives, or application stakeholders. That’s why your confidence, professionalism, and demeanour are crucial areas to highlight. 

Questions are usually grouped into the following topics:

• Data Security and Record Sharing
• Data Relationships and Field Types
• Process Automation
• Communities
• AppExchange
• Change Management
• User Interface & Reporting
• Data Management

Check out some of the Common Questions below:

• What is a Permission Set?
•  
• What is a master-detail relationship?
• What is happening with Workflow Rules and Process Builder?
• What are Lightning Components?
• What is Apex?
• What are Guest Users?
• What are Record Types?

Be prepared to give examples of times you have gained experience using the feature if you can. Steadman Brown advise emphasizing the skills that are most important to the employer and relevant to the position.

 Ask your own questions!
In almost every interview, you’ll be asked if you have any questions for the interviewer. It is important to have at least one or two questions prepared to demonstrate your interest in the organization.

You could ask:

• What will my typical day look like?
• How many members does your Salesforce team comprise of?
• How confident are users in using Salesforce currently? 
• How do you all work? Is it via an office, virtually, do they work via mobiles/tablets/laptops?
• What’s the user to admin ratio? 
• What tools/infrastructure do you use to manage Salesforce changes?
• What’s the employee performance /appraisal cycle ?
• What are the top projects/priorities are you looking for this position to tackle in the next year?
• Being an experienced salesforce professional, is there any advice you can offer me going forward in my career path? (If they are a salesforce professional)

 

Questions Aside…
Remember it’s not all about the questions. Talk about the time you invest in your own personal development. You can discus trailhead, certifications, and other training you might have completed. Interviewers will love hearing about self-motivation and interest in the sector.
Why not mentioned your involvement in the Salesforce community. You can bring up any peer groups you are part of, and how you interact with these groups and draw on them for help when you need it. This shows real dedication to and passion to your career!

Talk about your Salesforce project experience and explain your own customer success stories. You can discuss the problems your clients were experiencing before they implemented Salesforce and what technical solutions you implemented. This could cover benefits that were experienced thanks to your contribution.

Be sure to tell the interviewer what you enjoy about working in Salesforce. Draw on your past and recent experiences with Salesforce and let them know what why you’d love to work for the company and what the role means to your future career development.

Make sure you show genuine interest! Ask about the company’s vision, strategy, culture, employees, flexible working practices… see if you can meet any of your potential work colleagues. Find out about the company’s experience and uptake of Salesforce so far so you know what you are getting in to and seem eager and ready to be part of their growing team!

Most common job interview mistakes
On another hand we thought it best to share the most common job interview mistakes – just to be sure that you have all the info you need to get your dream salesforce role!

• Dressing inappropriately. It important to look professional although attire can differ between organizations and industry sectors. We recommend opting for business wear or business casual.

• Arriving late. First impressions are important in landing a job. Don’t make a bad first impression before you even arrive at your interview! Running late showcases poor time management skills

• Not Knowing Anything About the Company. This can be an embarrassing mistake.Background information including company history, locations, divisions, and a mission statement are available in an "About Us" section on most company websites. Review it ahead of time.

• Don’t: offer unnecessary details. The interviewer wants to get to know you but sharing long stories or irrelevant information can distract from your qualifications.
   

  NOW... Go smash that interview! 

Being diverse as an employer or business owner can contribute to better decision-making, increased productivity, and hiring better Salesforce candidates. Nevertheless, there's a lot of confusion about what workplace diversity is and whether it's even relevant.

the Salesforce Eco-system as an example, this article explores workplace diversity and how it can benefit both the company and the employees.



So, what is workplace diversity?

Salesforce's workplace culture is based on diversity and inclusion. Diversity at work is the presence of people from different ethnicities, races, genders, ages, sexual orientations, and religions in an organization. As a result, all employees in the organization have equal opportunities, regardless of their race, gender, religion, or political affiliation. Making sure you include people of different educational levels, abilities, socioeconomic status, etc., is an essential aspect of workplace diversity. Research shows that diversity at work spurs innovation, increases productivity, and improves financial performance.

It is important for everyone to feel included and important at work. Every employee should be able to bring their whole selves to work, which means being yourself and working with co-workers and managers who accept you for who you are. Ultimately, the workplace should be free of discrimination, accepting, and equitable. 



Our approach to diversity in Salesforce recruitment
Steadman Brown fully supports and promotes this concept. To ensure a diverse talent pool of Salesforce candidates, we actively promote diversity in all recruitment efforts. Recently, we started supporting Salesforce companies expanding their diversification efforts with our new initiative. We ensure that every candidate has an equal chance of getting their ideal career opportunity by eliminating identifying qualities from their resumes. This ensured that candidates were judged solely on their experience, skills, and qualifications. We removed various identifying attributes, such as gender, age, social background, educational background, and the candidate’s first name (as this can infer gender, race & ethnicity). Our client was able to select the perfect Salesforce candidate through this process with no disputes or concerns regarding diversity. At Steadman Brown we are exceedingly proud to have fabricated this process and will continue to do so with select clients.

Do you want to adapt your recruitment process using this method? Get in touch today!


 
Benefits of diversity in the Salesforce workplace.

• A diverse workforce drives economic growth.
• A diverse workforce can capture a broader share of the consumer market.
• A more qualified workforce can be achieved by recruiting from our diverse pool of Salesforce candidates.
• Diversity fosters a more creative and innovative workforce.
• Diverse and inclusive workforce reduces employee turnover
• To be competitive in the economic market, employers but adapt to our changing world!
• Diversity in the workplace is necessary to create a competitive economy in a globalized world.
• Diversity in the boardroom is needed to leverage a company’s full potential.

Understanding your customers' needs requires empathy. To grow a business, it is essential to cultivate a diverse team of salesforce employees. Here is a statement from Salesforce. They believe ‘the business of business is to make the world a better place and that companies can be powerful platforms for social change. We also believe that it is our higher purpose to create a world where everyone has equal rights, equal pay, equal access to education, and equal opportunities to succeed.’

Using the following tactics, we can improve and manage diversity in the salesforce workplace making the above statement, reality!

• Create and define inclusive policies and practices. You could conduct diversity training.
• Review and revise you the hiring policy – Use Steadman Brown!
• Deal with unconscious bias by improving communication
• Introducing mentoring schemes
• Monitor and address staff retention
• Consider flexible working arrangements
• Develop room for individual expression within the workplace

If you own a business, chances are you want to grow it. A diverse, inclusive, and engaged culture isn't something you check off your to-do list; it is something you work toward every day. 

• Create a team core value that celebrates authenticity. Develop a Salesforce team that values and celebrates differences. At Steadman Brown we offer a diverse talent pool of Salesforce candidates who are technically screened by our 3 core teams, focused on Salesforce Developers and Architects, Salesforce Consultants and Project Managers, and Salesforce Administrators and Managers.

• Build collaborative spaces. Is there a way to transform your physical office into a place that facilitates brainstorming and team collaboration? At Steadman Brown we prioritise workplace culture. Why not look at our website and social media and take a leaf out of our book! https://linktr.ee/steadmanbrown

• As we've adapted to remote and hybrid teams, more and more people go from Zoom to Zoom. Even though teams are geographically dispersed, video calls bring them together easily, but then we spend all day staring at screens. There are a lot of unexpected opportunities for relationship-building that we are missing out on. Once a month, why not plan a team lunch/activity day where you can all meet up and engage in person?

If you would like to find out more about how we can help you address diversity within your candidate hiring process, contact us today.


 

This series provides a quick snapshot in preparing to hire Salesforce professionals. We’ll cover everything you need to know, things to be on the lookout for, key questions, and most importantly how to retain SF talent!
 
With more than 19% of the CRM market, Salesforce is used by over 150,000 companies worldwide. The demand for Salesforce talent has been increasing and it is predicted that by 2024, there will be 4.2 million jobs globally. It should come as no surprise that companies are looking for Salesforce developers, and with the high demand in the market, finding the right candidate takes some effort. The purpose of this guide is to help you select the perfect salesforce talent for your business. 

Hiring candidates based on their competencies is one of the best ways to recruit salesforce talent. (Besides using Steadman Brown)
Employers who focus on competencies instead of personality traits will set themselves apart from competitors. The head of recruiting at Salesforce, Ana Recio, reveals why the company is so successful in its recruitment efforts and how their interviewing and hiring methods help build more loyal, engaged, and happy employees. It was found from Recio and her colleagues that 40% of Salesforce top performers were not enterprise software professionals. This discovery led to the emphasis on competencies which, according to Recio, “allowed [us] to broaden our pool pretty extensively, but more importantly, it’s allowed us to create a very standardized process globally. Whether you are in San Francisco or Sydney or Singapore, and you’re interviewing for an account executive role, you’re going to be evaluated on the success attributes of that role and not necessarily on personality trait(s).”

You can check out full the interview here: Salesforce's secrets to its recruiting success | TechRepublic

Secondly, you can source best Salesforce talent by looking for those who are actively learning with Trailhead!  

 

 By learning the most in-demand skills, Trailhead helps candidates land top jobs within the Salesforce ecosystem. A candidate who spends their off-time learning and earning badges on Trailhead, Salesforce's free online learning platform, shows that they are motivated and driven.

Thirdly, ensure that technical skills are measured during the recruitment process.

It is important to ensure candidates possess all the necessary skills.  Look for platform-specific skills, analytical skills, communication skills, project management skills, problem solving, & creativity. 

Some key Questions you should be asking:

• Ask candidates how they maintain their Salesforce knowledge by asking them what they do to develop their skills and knowledge. They may collaborate with experts in the Ohana community or take Trailhead courses regularly.

• Why are you right for this job? By asking this question, you can determine whether your candidate has read the job description and learned as much as possible about your company. Applicants who can demonstrate genuine enthusiasm for the role and connect Salesforce skills to the company's goals will be the most successful.

• Would you mind sharing a time when you were tempted to leave a job? By asking this question, you'll ensure that you're looking for Salesforce candidates who will fit with your company culture. If the candidate hated things about their old job that are crucial to your Salesforce position, then they may not be a good fit.

• Could you please let us know if you have any questions? By addressing any concerns your candidate might have about the Salesforce job offer, you can improve your chances of getting their 'yes'.

When it comes to offering a Salesforce job it isn't always easy, especially when it comes to convincing people to accept.

In today's world, candidates don't just want excellent salaries, they also want control over their opportunities.  It is vital for modern employees to feel as though they are a good fit for the company they are applying to. In order to attract top talent to your organization and streamline Salesforce selection processes, you need to have a strong employer brand.

It is important to decide how you want your organization to be perceived by others in order to create successful employer branding. For example, are your Salesforce consultants trained and equipped with the most advanced tools? Consider showing potential candidates that your Salesforce careers offer development opportunities, access to new technology, and a growth-oriented company culture.

After following our guide, you have hired the perfect sales force candidate. Congratulations!  What are the best ways to retain your talent?

Keep your top talent and invest in their continuous development. Make sure you provide new responsibilities and more challenging tasks as time goes on. Assign them bigger territories or your biggest accounts. Move them into more complex sales situations.

Get to know them as individuals and figure out what motivates them. Learn why they work so hard. Identify their motivations for success. Is it money? Is it praise? Is it a chance to move up the corporate ladder? Motivate your top sales staff by effectively helping them achieve their goals by discovering what they are striving for. Give them the opportunity to work with a mentor or executive coach to help hone their specific skills, and you'll keep them on board for the long haul. Be sure to Let your candidates know that you want them to succeed.

You can share information online about your company culture, your company benefits, your work environment, and your open positions to attract qualified candidates. It is also important to demonstrate that you can compensate candidates for their talents, skills, and hard work financially. You get what you pay for, after all. Top salespeople tend to be more attracted to incentive-based compensation plans than higher fixed salaries, since they are confident in their ability to sell.
 

 

 If you are looking to hire a Salesforce professional, you've came to right company. Take the hassle out of your recruitment process.

Steadman Brown focus solely on recruiting Salesforce professionals for our clients globally. With 20+ years combined experience of head-hunting Salesforce talent, Steadman Brown work with some of the finest names in modern-day business to attract, secure and retain the best Salesforce talent internationally.
At Steadman Brown we support a varied range of clients, from start-ups and established Salesforce implementation partners, Salesforce application venders and Salesforce end customers looking to hire into their CRM teams and embark on companywide transformations.

We focus on working with companies to define a plan to help them attract, select and retain the best Salesforce talent in the market.

Submit a job today. Complete the below form and one of the team will be in touch. If you don't fancy completing the below, just call us.

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