Displaying items by tag: salesforce developers

 
5 Traits/Skills That Every Salesforce Recruiter Is Looking For
When speaking to an abundance of Salesforce candidates on a daily basis, you often find candidates asking you the same question on a regular basis:

• How is the market at the moment?
• What products would you say are most in demand?
• How did you get my number?

But one of the most important questions that I rarely hear candidates ask is: what are the company are looking for? Not in terms of experience, or technical skills, but in terms of personal attributes. Whilst a technical skillset and experience can establish a candidate as a good fit for a role on surface level, every company has a different culture internally and certain attributes are favoured consistently throughout the Salesforce ecosystem, and so I thought it would be a good idea to run over 9 different traits that you will find (almost) every Salesforce practice want:

1.  

Personable
Whether you are working for a consultancy, an end-user, or an innovative ISV, every single company is going to be looking for a candidate that is friendly, personable and easy to get along with. With culture (in my opinion) being the most important factor in employee satisfaction and retention, the last thing any practice is going to want to do is bring in a new starter that could negatively impact the team dynamic. So, being a friendly, approachable and personable individual is going to be the foundations upon which you will build your personal profile.

Ambitious
As you can imagine, every company when bringing on a new hire is going to want someone that wants to go far and really succeed in their career. Ambition doesn’t just mean an administrator wanting to go down the architect route in the long term – if you’re a consultant, do you want to become the go-to for a specific product like CPQ or Marketing Cloud? Do you want to become the go-to administrator within your organisation for any technical issues? Clients love to hear about any short-term ambitions that you might have, as they’re a good indicator not only about your career plans, but your mindset around the role as a whole.

1.  

Passion
Salesforce is one of the fastest changing technologies in the world, with constant innovations being introduced to the ecosystem. That might be a new product entirely, or simply a new feature within a certain product. Regardless, if a candidate is passionate about the technology, you are much more likely to immerse yourself fully in the ecosystem and keep up to date with new developments, in turn making you a much more impactful employee.

1.  

Consultative
Regardless of what your role is in the Salesforce ecosystem, the number one role of any Salesforce employee is to solve an issue. Whether that be implementing a simple FLOW as an administrator or developing pages upon pages of code as a developer, your primary role is to solve a problem that an organisation is facing. A naturally consultative person will make identifying any outlying issues much easier, and will often dig deeper into these problems, which makes identifying the best solution straightforward for them.

1.  

Adaptable
With the ever-changing landscape in Salesforce, that brings about new challenges for candidates of all levels. Being able to adapt to situations as they arise makes problem-solving a much less stressful process and helps put the wider team at ease. Furthermore, having a wider team affords you the opportunity to learn and develop, whether that be from a technical perspective or in terms of the processes you follow.
 
 

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!

At Steadman Brown, we do things very different.

We are the only Salesforce agency in Europe, to have recruitment teams dedicated in to recruiting specific areas of Salesforce professionals. We have 3 core teams, focused on Salesforce Developers and Architects , Salesforce Consultants and Project Managers, and Salesforce Administrators and Managers.

Our team are the only team in Europe who focus 100% of our time recruiting Salesforce talent like YOU!

Our team understand Salesforce technically. We work with the finest SF businesses, to help them build and scale their teams, and in-doing so have a client portfolio that works exclusively with Steadman Brown. - WE GET YOU!

We understand your role deeply, and this allows us to really challenge our clients on their needs and wants, ensuring you don't have your time wasted, interviewing at irrelevant Salesforce positions, because the recruiter didn't ask the right technical questions.

How it works…
1.     We will have an open, exploratory conversation with you regarding your skills, experience, future plans etc, and really get to know you, not the CV!
2.     We will provide feedback on your CV, and present you with opportunities that match your experience, skills, values and future plans. We don't work on a number basis but favour a suitability basis instead.
3.     We will share your CV with our client, and endeavour to provide feedback on your CV in less than 72 hours.
4.     We will prepare and coach you through the interview process. This is where jobs are won and lost, so we take a lot of pride in our ability to coach and prepare you for interview.
5.     We will represent you throughout the negotiation stages. By being honest with each other throughout the process, makes this bit simple, and stress free. We've done this bit hundreds of times, you're in safe, experienced and honest hands.

What you can expect from us:

Our motto at Steadman Brown is "Salesforce recruitment experts, driven by service".

We work to this motto, everyday, priding ourselves on knowing the ins and outs of our clients, their business, their hiring plans, and of course you! We will want to know everything about you. Not to be nosey, but to make sure we represent you to the best of our ability, and ensure an successful process for you.

·       We're honest - we wont pull any punches with feedback, good or bad. Our job is to relay that message, and then work with you to improve where needed.
·       We will keep you updated - Even if we don't have the answer you need yet, we will notify you of that, rather than keep you guessing.
·       We value relationships, not quick deals!
This is why over 80% of clients only use SB, and the vast majority of our hiring managers, were once you, our candidates!

What we expect from you:

We know you are busy, but please make yourself available for us to contact you, or let us know the best times to reach you.

·       Be honest with us about your interest and expectations of the roles we discuss. We know that not every role may interest you for a variety of reasons. Don't feel like you can't say no. We'd rather an honest no.
·       No surprises. Please keep us updated with any other applications you have ongoing, and the progression of these. We don't want to be arranging 1st stage interviews for you, if you're already waiting for an offer for example. Equally, by knowing this info, we can notify our clients for you, and attempt to speed up the process

Do your research - We ask all our candidates to thoroughly research the company and role, we are putting you forward for. This shows both us and the client your commitment to the process and your career.

Financial Expectations
Remember we're here to get you the BEST SALARY possible, our fee is directly related to this, so we're all working together. However, this is only possible, when both parties are transparent about the salary/benefits available, and your current salary and package breakdown, so we can represent you in the best way.

WE TOGETHER, LAND YOU YOUR NEXT SALESFORCE POSITION!
Get in touch today!

Taking place in San Francisco, Dreamforce is back, making it the biggest conference since the pandemic started with an expected economic impact of $40 million. This year marks Dreamforce's 20th anniversary, making it extra special.

This year's theme is: Calling all Trailblazers! Within the next 3 days, Salesforce community members from all over the world will gather for learning, fun, community building, and philanthropy. Trailblazers gather to share their insights, successes, and learn the latest in industry innovations.

Over the next few days, we at Steadman Brown will highlight the key aspects to keep an eye out for!
 
Here’s what you can expect:

• Main keynote: This is the place to hear all about the latest and greatest Salesforce announcements. 
• Dreamfest: Time to let off some steam and party at the baseball stadium with the Red Hot Chilli Peppers!
• True to the Core: This is your chance to ask senior Salesforce execs your burning questions. Previous Q&As have asked when Workflow Rules and Salesforce Classic will be retired. Juicy!
• High-profile interviews: You can also expect to see some legendary speakers at Dreamforce. A star-studded lineup of political, cultural, and philanthropic luminaries will be in attendance this year, including Matthew McConaughey, Bono, Jane Goodall, Jennifer Hudson, and Al Gore. Previous speakers include Barack and Michelle Obama, David Beckham, and Stephen Curry.
• Prizes:A variety of Salesforce-branded prizes and certification vouchers will be available to event attendees, including Trailblazer hoodies and Astro plushies.

 

 
Over 1,100 sessions will be presented over the 3-day Dreamforce event, according to the full agenda. There will be keynotes for all your favourite products, as well as smaller, more intimate sessions on pretty much anything you can imagine! 

Can't attend Dreamforce 2022 in person?  You're invited to a virtual watch party where you can tune in to the keynote! Adapting to a virtual audience, Dreamforce now offers live-streamed and on-demand events with Salesforce+ (Salesforce's streaming service). Featuring a multitude of free original series and special episodes, Salesforce+ offers hassle-free access to great content.
 
 
Five exciting things to look out for at Dreamforce:
New Product or Acquisition Announcements
The anticipation surrounding this event is what makes it so exciting.
In the past, Dreamforce has served as a launch pad for new products as well as an announcement platform for acquisitions. Acquiring brand-new products always promises enhanced platform capabilities.
Slack Product Strategy
Slack was acquired by Salesforce in July 2021. Teams can connect in a collaborative workspace, increasing productivity and sales. Teams realize not only internal benefits, but also valuable connections with external partners, thus helping their companies grow.
This brings curiosity as to how Slack will be further integrated into the core Salesforce products given the power of the platform. How will it replace Chatter as the primary method of collaboration across all Salesforce applications? We at Steadman Brown are hoping that Slack CEO Stewart Butterfield can provide some valuable insight into these questions and many others.  
Industry Cloud Updates
Salesforce's verticalized solutions are built by industry experts for industry experts. Among the sectors served are financial services, health, consumer goods, manufacturing, public sector, communication, media, and energy and utilities.
Dreamforce will be an interesting place to see if new capabilities and features will be added to the existing suite of industry cloud products. If so, what are they? Are there any new industry clouds on the horizon? Is Salesforce planning to integrate Velocity utilities into its core platform? We'll have to wait and see!
Employee Experience Solutions
The Work.com product has evolved from a contact tracing and COVID management tool into an employee portal solution post pandemic. Technology and its impact on the workforce are evident in this product. Using solutions that bridge gaps in one location, it boosts employee and management productivity.
It will be interesting to follow the development of this product, which has the potential to become a full-fledged HR system in the future.
 Remote Selling
Does Salesforce plan to update its original product, Sales Cloud, given the shift to more remote selling during the pandemic? It is questionable whether they will develop new features, such as the ability to launch and manage digital sales rooms.
Digital sales rooms are online spaces where B2B companies can share information and resources with their buyers to simplify the buying process. With enhanced collaboration features within the Salesforce platform, a secure buyer-seller space could revolutionize the buyer-seller experience. A centralized space allows all parties to share documents and other information throughout the entire deal process.
How will Salesforce respond to the trend of digital sales rooms?


 
Dreaming of Dreamforce
For Salesforce users and enthusiasts, as well as forward thinkers and innovators, Dreamforce is an exciting event. Exhilarating speakers inspire guests and provide a chance to connect with people from all walks of life.
Although Dreamforce has an agenda, it always manages to surprise attendees. Our team at Steadman Brown is eager to learn more about the Slack product strategy, updates to Industry Cloud, employee experience solutions and any new acquisitions. 

Follow the #DF22 online discussion and check out our blogs and posts to stay up to date on the conversation. For all things Salesforce Dreamforce 2022, we've got all the details you need. 
 

Taking place in San Francisco, Dreamforce is back, making it the biggest conference since the pandemic started with an expected economic impact of $40 million. This year marks Dreamforce's 20th anniversary, making it extra special.

This year's theme is: Calling all Trailblazers! Within the next 3 days, Salesforce community members from all over the world will gather for learning, fun, community building, and philanthropy. Trailblazers gather to share their insights, successes, and learn the latest in industry innovations.

Over the next few days, we at Steadman Brown will highlight the key aspects to keep an eye out for!
 
Here’s what you can expect:

• Main keynote: This is the place to hear all about the latest and greatest Salesforce announcements. 
• Dreamfest: Time to let off some steam and party at the baseball stadium with the Red Hot Chilli Peppers!
• True to the Core: This is your chance to ask senior Salesforce execs your burning questions. Previous Q&As have asked when Workflow Rules and Salesforce Classic will be retired. Juicy!
• High-profile interviews: You can also expect to see some legendary speakers at Dreamforce. A star-studded lineup of political, cultural, and philanthropic luminaries will be in attendance this year, including Matthew McConaughey, Bono, Jane Goodall, Jennifer Hudson, and Al Gore. Previous speakers include Barack and Michelle Obama, David Beckham, and Stephen Curry.
• Prizes:A variety of Salesforce-branded prizes and certification vouchers will be available to event attendees, including Trailblazer hoodies and Astro plushies.

 

 
Over 1,100 sessions will be presented over the 3-day Dreamforce event, according to the full agenda. There will be keynotes for all your favourite products, as well as smaller, more intimate sessions on pretty much anything you can imagine! 

Can't attend Dreamforce 2022 in person?  You're invited to a virtual watch party where you can tune in to the keynote! Adapting to a virtual audience, Dreamforce now offers live-streamed and on-demand events with Salesforce+ (Salesforce's streaming service). Featuring a multitude of free original series and special episodes, Salesforce+ offers hassle-free access to great content.
 
 
Five exciting things to look out for at Dreamforce:
New Product or Acquisition Announcements
The anticipation surrounding this event is what makes it so exciting.
In the past, Dreamforce has served as a launch pad for new products as well as an announcement platform for acquisitions. Acquiring brand-new products always promises enhanced platform capabilities.
Slack Product Strategy
Slack was acquired by Salesforce in July 2021. Teams can connect in a collaborative workspace, increasing productivity and sales. Teams realize not only internal benefits, but also valuable connections with external partners, thus helping their companies grow.
This brings curiosity as to how Slack will be further integrated into the core Salesforce products given the power of the platform. How will it replace Chatter as the primary method of collaboration across all Salesforce applications? We at Steadman Brown are hoping that Slack CEO Stewart Butterfield can provide some valuable insight into these questions and many others.  
Industry Cloud Updates
Salesforce's verticalized solutions are built by industry experts for industry experts. Among the sectors served are financial services, health, consumer goods, manufacturing, public sector, communication, media, and energy and utilities.
Dreamforce will be an interesting place to see if new capabilities and features will be added to the existing suite of industry cloud products. If so, what are they? Are there any new industry clouds on the horizon? Is Salesforce planning to integrate Velocity utilities into its core platform? We'll have to wait and see!
Employee Experience Solutions
The Work.com product has evolved from a contact tracing and COVID management tool into an employee portal solution post pandemic. Technology and its impact on the workforce are evident in this product. Using solutions that bridge gaps in one location, it boosts employee and management productivity.
It will be interesting to follow the development of this product, which has the potential to become a full-fledged HR system in the future.
 Remote Selling
Does Salesforce plan to update its original product, Sales Cloud, given the shift to more remote selling during the pandemic? It is questionable whether they will develop new features, such as the ability to launch and manage digital sales rooms.
Digital sales rooms are online spaces where B2B companies can share information and resources with their buyers to simplify the buying process. With enhanced collaboration features within the Salesforce platform, a secure buyer-seller space could revolutionize the buyer-seller experience. A centralized space allows all parties to share documents and other information throughout the entire deal process.
How will Salesforce respond to the trend of digital sales rooms?


 
Dreaming of Dreamforce
For Salesforce users and enthusiasts, as well as forward thinkers and innovators, Dreamforce is an exciting event. Exhilarating speakers inspire guests and provide a chance to connect with people from all walks of life.
Although Dreamforce has an agenda, it always manages to surprise attendees. Our team at Steadman Brown is eager to learn more about the Slack product strategy, updates to Industry Cloud, employee experience solutions and any new acquisitions. 

Follow the #DF22 online discussion and check out our blogs and posts to stay up to date on the conversation. For all things Salesforce Dreamforce 2022, we've got all the details you need. 
 

Salesforce has been named one of the Best Workplaces in Technology for the 6th consecutive year!

So what can your organization do to truly improve the employee experience and retain top Salesforce talent? Learn how to plan for the future and encourage employee well-being with insights on topics including:

• Leading with empathy
• Adapting approaches based on individual employee needs and experiences
• Empowering staff to set their own unique goals and supplying the tools to attain them
• Embracing bottom-up ideas

The Fortune Best Workplaces in Technology survey surveyed almost 300,000 tech employees anonymously. The employees answered over 60 questions about how they feel about working for their organisation. 

85% of the evaluation depends on what Salesforce employees say about their experiences of trust and reaching their full human potential at work, no matter who they are.

For the remaining 15%, all employees are evaluated on their daily experiences of innovation, the company's values, and their leaders' effectiveness, so it's consistent.

'Employee experience' is Salesforce's number one priority.  




Why is employee experience so critical? 

A positive employee experience leads to higher employee engagement and employee productivity. Employees are more devoted to work and the company. It results in better business outcomes and an improved sense of individual well-being.

Creating a healthy work environment and helping people be their best is what employee experience is all about. This is about understanding the role that line management and trust play in the employment relationship, and designing employee engagement approaches that allow people to speak up. As well as wellbeing, employer brand, and communication channels, other factors can impact the worker experience.  

By focusing on employee experience properly - recruiting the right team, acquiring the right resources, developing the right capabilities, investing the right funds and resources - organizations can achieve 50% more revenue growth. 

What's different about Salesforce's approach to employee experience?
What has got organizations here today is not going to be what gets them where they want to go in the future. And so, employee experience requires an entirely new mindset — a new, innovative way of thinking.

An Employee Experience (EX)  team was created by Salesforce when it realized it had to evolve and find a new, innovative way of thinking.  The team uses quantitative data, like retention and attrition trends and employee surveys, to understand what's happening within the company. Once they understand the "why," they drill down into qualitative data like interviews, ethnographies, diary studies, etc. By getting those insights, Salesforce can clarify exactly what they need to change tomake a significant difference to their employees.



Using Salesforce as an example, is there anything organizations can do now to improve employee experience?

You need to treat your employees well to get good results. Increasing employee engagement means improving employee experience. Employee experience is bottom-up, whereas employee engagement is top-down.

Just giving employees regular one-on-one time to ask questions, discuss their development, and gauge their progress can go a long way.

It's important for companies to design solutions that are efficient, effective, and usable for staff by shifting to a human-centred approach.  

Last but not least, you've got to make sure the right listening mechanisms are in place. Slack channels, surveys, interviews, and focus groups are some of the ways that Salesforce listen to their employees. 

Looking to hire prime Salesforce Talent? Steadman Brown can bridge the gap and find you top talent. Get in touch with us today! 
 

Salesforce has been named one of the Best Workplaces in Technology for the 6th consecutive year!

So what can your organization do to truly improve the employee experience and retain top Salesforce talent? Learn how to plan for the future and encourage employee well-being with insights on topics including:

• Leading with empathy
• Adapting approaches based on individual employee needs and experiences
• Empowering staff to set their own unique goals and supplying the tools to attain them
• Embracing bottom-up ideas

The Fortune Best Workplaces in Technology survey surveyed almost 300,000 tech employees anonymously. The employees answered over 60 questions about how they feel about working for their organisation. 

85% of the evaluation depends on what Salesforce employees say about their experiences of trust and reaching their full human potential at work, no matter who they are.

For the remaining 15%, all employees are evaluated on their daily experiences of innovation, the company's values, and their leaders' effectiveness, so it's consistent.

'Employee experience' is Salesforce's number one priority.  




Why is employee experience so critical? 

A positive employee experience leads to higher employee engagement and employee productivity. Employees are more devoted to work and the company. It results in better business outcomes and an improved sense of individual well-being.

Creating a healthy work environment and helping people be their best is what employee experience is all about. This is about understanding the role that line management and trust play in the employment relationship, and designing employee engagement approaches that allow people to speak up. As well as wellbeing, employer brand, and communication channels, other factors can impact the worker experience.  

By focusing on employee experience properly - recruiting the right team, acquiring the right resources, developing the right capabilities, investing the right funds and resources - organizations can achieve 50% more revenue growth. 

What's different about Salesforce's approach to employee experience?
What has got organizations here today is not going to be what gets them where they want to go in the future. And so, employee experience requires an entirely new mindset — a new, innovative way of thinking.

An Employee Experience (EX)  team was created by Salesforce when it realized it had to evolve and find a new, innovative way of thinking.  The team uses quantitative data, like retention and attrition trends and employee surveys, to understand what's happening within the company. Once they understand the "why," they drill down into qualitative data like interviews, ethnographies, diary studies, etc. By getting those insights, Salesforce can clarify exactly what they need to change tomake a significant difference to their employees.



Using Salesforce as an example, is there anything organizations can do now to improve employee experience?

You need to treat your employees well to get good results. Increasing employee engagement means improving employee experience. Employee experience is bottom-up, whereas employee engagement is top-down.

Just giving employees regular one-on-one time to ask questions, discuss their development, and gauge their progress can go a long way.

It's important for companies to design solutions that are efficient, effective, and usable for staff by shifting to a human-centred approach.  

Last but not least, you've got to make sure the right listening mechanisms are in place. Slack channels, surveys, interviews, and focus groups are some of the ways that Salesforce listen to their employees. 

Looking to hire prime Salesforce Talent? Steadman Brown can bridge the gap and find you top talent. Get in touch with us today! 
 

With Salesforce being ranked as the number 1 Customer Experience and CRM market share leader both globally and in the United Kingdom based on 2017 total software revenue... Salesforce has experienced exponential growth over the past five years, with more than 150,000 customers expected by 2021. The demand for an all-in-one ERP has led Salesforce to hold just shy of 20% of the overall CRM market due to this growth and demand.

While larger companies often have enterprise-level, multicloud instances, at Steadman Brown we have seen a significant increase in smaller companies upgrading their archaic systems or upgrading their Excel spreadsheets to a more streamlined system.

It is necessary to hire someone to make the smaller changes to Salesforce and maintain it, but what happens when the business's needs exceed the administrator's capabilities? Conversely, what if the business itself outgrows its technical capabilities? What do you do next? Maybe it's time to hire a Salesforce CRM manager!
 
How do Salesforce Administrators and Salesforce CRM Managers differ?

Many companies (especially those with smaller user bases using the ‘out of the box’ functionality) have Salesforce administrators in post or someone in the business serving as a Salesforce administrator. This person is often responsible for supporting users, making changes to the Salesforce platform, and creating reports and dashboards.

Salesforce CRM Managers often bring a different set of skills to the table in addition to administration skills. The skills include but are not limited to: being able to consult the business and stakeholders, identifying how Salesforce can be better used and ROI increased, and being able to create and/or improve a clear and strategic roadmap (plan) for Salesforce.

Before going to the recruitment market, what else should be considered?

The interview process:

You should look at how you will assess the skill set of any candidate first... If you have a Salesforce administrator in place, they will understand what exactly is needed... If you are working with a Salesforce Consultancy, they will be a powerful asset in helping to structure the higher level/ more technical elements of an interview (consultants are not uncommon during the interview process).

Creating a technical assessment or case study on resolving an issue with a Salesforce solution for them to present can be useful in a multitude of ways. This can start with a quick assessment of their ability to do ‘what it says on the tin’, but also assessing their ability to effectively communicate with the company. (a vital skill that can slip through the interview process screening)

Working with a Salesforce recruitment agency, like Steadman Brown, can add even more value since they will be able to screen candidates technically and even hold the first round to save you time interviewing candidates who aren't qualified. Additionally, they can identify the reasons and motivations for why prospective candidates are looking for a job, what they are looking for, reducing drop-out rates and issues further down the line (at the offer stage). 

At Steadman Brown, we do everything we can to help our Candidates and Clients alike.

Are you ready to hire?
You may wish to contact us if you have spoken with your current Salesforce person and/or Salesforce partner to discuss how we can help.

Steadman Brown specializes exclusively in Salesforce recruitment. I personally lead the team here, which works exclusively with Salesforce Administrators and CRM Managers in order to build stronger relationships with the candidates.

Technically screening each candidate and sharing our findings with you is something we take great pride in. We are committed to working as an extension of your business and recruitment team to understand your needs.

If you would like to learn more about us, see how we can add value to your recruitment process, or are interested in a market insight, please do not hesitate to contact us.

With Salesforce being ranked as the number 1 Customer Experience and CRM market share leader both globally and in the United Kingdom based on 2017 total software revenue... Salesforce has experienced exponential growth over the past five years, with more than 150,000 customers expected by 2021. The demand for an all-in-one ERP has led Salesforce to hold just shy of 20% of the overall CRM market due to this growth and demand.

While larger companies often have enterprise-level, multicloud instances, at Steadman Brown we have seen a significant increase in smaller companies upgrading their archaic systems or upgrading their Excel spreadsheets to a more streamlined system.

It is necessary to hire someone to make the smaller changes to Salesforce and maintain it, but what happens when the business's needs exceed the administrator's capabilities? Conversely, what if the business itself outgrows its technical capabilities? What do you do next? Maybe it's time to hire a Salesforce CRM manager!
 
How do Salesforce Administrators and Salesforce CRM Managers differ?

Many companies (especially those with smaller user bases using the ‘out of the box’ functionality) have Salesforce administrators in post or someone in the business serving as a Salesforce administrator. This person is often responsible for supporting users, making changes to the Salesforce platform, and creating reports and dashboards.

Salesforce CRM Managers often bring a different set of skills to the table in addition to administration skills. The skills include but are not limited to: being able to consult the business and stakeholders, identifying how Salesforce can be better used and ROI increased, and being able to create and/or improve a clear and strategic roadmap (plan) for Salesforce.

Before going to the recruitment market, what else should be considered?

The interview process:

You should look at how you will assess the skill set of any candidate first... If you have a Salesforce administrator in place, they will understand what exactly is needed... If you are working with a Salesforce Consultancy, they will be a powerful asset in helping to structure the higher level/ more technical elements of an interview (consultants are not uncommon during the interview process).

Creating a technical assessment or case study on resolving an issue with a Salesforce solution for them to present can be useful in a multitude of ways. This can start with a quick assessment of their ability to do ‘what it says on the tin’, but also assessing their ability to effectively communicate with the company. (a vital skill that can slip through the interview process screening)

Working with a Salesforce recruitment agency, like Steadman Brown, can add even more value since they will be able to screen candidates technically and even hold the first round to save you time interviewing candidates who aren't qualified. Additionally, they can identify the reasons and motivations for why prospective candidates are looking for a job, what they are looking for, reducing drop-out rates and issues further down the line (at the offer stage). 

At Steadman Brown, we do everything we can to help our Candidates and Clients alike.

Are you ready to hire?
You may wish to contact us if you have spoken with your current Salesforce person and/or Salesforce partner to discuss how we can help.

Steadman Brown specializes exclusively in Salesforce recruitment. I personally lead the team here, which works exclusively with Salesforce Administrators and CRM Managers in order to build stronger relationships with the candidates.

Technically screening each candidate and sharing our findings with you is something we take great pride in. We are committed to working as an extension of your business and recruitment team to understand your needs.

If you would like to learn more about us, see how we can add value to your recruitment process, or are interested in a market insight, please do not hesitate to contact us.

The new age of digital focus has resulted in many companies investing in CRM and implementing Salesforce as their primary system for internal operations. After implementation, consulting will only get you so far in your goal of making it a one-stop shop for all things operations.

I believe that making that dream a reality requires an awesome Salesforce team to work with you, and that means dividing the workstream between specialists.

Here we'll explore why you need a Salesforce Business Analyst as part of your Salesforce Team!

Salesforce SME roles tend to be filled by an administrator. Administrators perform a variety of different roles and tasks and are often the backbone of the organization. This can, however, prevent further development depending on the size and complexity of the environment as well as individual strengths as an administrator.

At Steadman Brown we've noted that the most popular Salesforce hire is an administrator, while the least popular is a Salesforce business analyst. 
Often, a business believes a general system Business Analyst will have the right process knowledge to map and identify the gaps within the system, but the Administrator is capable of hosting a requirement gathering workshop, leading to dismissal of the fact that they have no prior experience with analysis.

In the Salesforce Recruitment space, Steadman Brown brought a new concept that had never been done before, the concept of having specific teams for each specific role. This includes recruiting Business Analysts. Personally, I often speak with companies who have realised that a Salesforce Business Analyst is the missing component in their Salesforce team.
 
Here's a few points to see if you could benefit from hiring a business analyst!
Businesses that have rolled out Salesforce, built the system to house their various departments, but are still struggling to see the ROI from their C-level stakeholders, might want to review their roadmaps and plans. It is a Business Analyst's job to discover what is wrong with the current set-up and remap it in a streamlined way that the technical team can work from.

Hiring a BA is in fact a long-term hire and hiring a BA should not be stigmatized as a project-specific hire that will be redundant after the project is complete. By constantly feeding your technical team with information, a BA ensures that your system can continuously be developed to meet everchanging demands.

Finally, I want to emphasize that this isn't their first rodeo. Having seen a lot of companies in your shoes, they can use this experience to understand the challenge and collaborate with the right team - no system is worth over coding when a simple set of flows would have achieved the same result.

Have we raised some questions?
When you're wondering what's wrong with your current team or why you aren't getting the most from your investment, it might be time to consider external help.

We at Steadman Brown have had the opportunity to get an inside look at Salesforce setups for companies in every industry. Our team has spoken to companies in your situation, and we know there is a gap somewhere in the Salesforce team.

Contact us if you are ready to hire. Who knows, you might end up hiring a Salesforce Business Analyst after all.