×

Interviewing Techniques for ServiceNow Hiring Managers

Interviewing Techniques for ServiceNow Hiring Managers Linking Humans

Here are some of the top strategies to follow as a ServiceNow hiring manager if you’re concerned you might not be getting the most out of your candidates in interviews.

When most ServiceNow professionals think about the complexity of interviewing, they focus on the challenges facing the person being interviewed. However, the hiring manager hosting the interview has hurdles to overcome too. 

From avoiding unconscious bias to selling your candidates on the idea of working with your ServiceNow company, there are several important points to keep in mind. 

1. Know Your Interview Options

The first step in ensuring you can master your interviews as a hiring manager is knowing what methods you can use to connect with candidates. 

Today, the face-to-face interview isn’t your only option. Video interviews have increased by 67% recently due to the pandemic and the rise of remote work. As hybrid employment options continue to thrive and companies look for ways to streamline the interviewing process, video conversations will likely grow more common. 

There’s also the option for simple phone interviews too. 

Each type of interview has its own challenges to consider. For instance:

  • In-person interviews: You’ll need to think about where you’re going to host your interview, whether it’s a welcoming space, who will attend, and whether the candidate will present or not. 
  • Video interviews: Consider what kind of video meeting service you’ll be using, the background you’ll have in your video, and how you can present yourself as professionally as possible over a webcam.
  • Phone interviews: Ask yourself whether you may need to record phone interviews to go back over them later and how you can ensure you get a good idea of what the candidate is like based on voice alone.

2. Avoid Inappropriate Questions

Inappropriate questions are more common than you would think in ServiceNow interviews. While certain topics of conversation can feel like polite small talk at first, they often cause more problems than you’d think. For instance, asking people about what they did on the weekend can create an unconscious bias if you also have a shared hobby. 

Unconscious bias could favour one candidate over another because you like certain things about their lifestyle or personality, which have nothing to do with the role.

3. Interview Style and Format

There are many different kinds of interviewing techniques today’s business leaders and hiring managers can use, including competency-based or collaborative interviews, presentations and group interactions. 

Interviews are always best performed with two people from the hiring company, which can help avoid bias.

Consider using a first and second stage format before the final decision. In today’s environment, many first and second stage interviews can take place over Zoom or MSTeams.

4. Standardise Your Interview Questions

Standardising your interview questions makes it easier to assess your candidates when you have interviewed several people for a role. It also means you’re less likely to allow unconscious biases to get in the way of your hiring decisions because you’re evaluating everyone based on the same set of guidelines, criteria and questions.

Create specific competency-based interview questions for the specific ServiceNow role in question, which allows you to score each potential employee based on their specific values, behaviours and results. For instance, you can ask questions, share examples of times they’ve acted as a leader or shown exceptional teamwork, and then make notes about their responses. Assigning scores to answers will also help you see who you should be shortlisting.

Your interviews need to maintain a level of flexibility. It will be logical to ask follow-up questions to elicit more detail at times. 

“Tell me more about X or Y or why you decided to do B or C” are classic follow-up questions that work.

5. Make Notes and Follow Up

Finally, make sure you take notes as often as possible as you progress through the interview. It’s easy to get caught up in the moment of the conversation and then forget everything you needed to know about the candidate when you come back to review later. 

Always set aside some time at the end of each ServiceNow interview to gather your thoughts and catalogue what stood out to you most about the candidate (good and bad). This information should accompany your scores for various standardised questions.

Making notes can also help when you’re following up with your candidates by allowing you to provide a more contextual and relevant message. 

Showing you remember what you said (like any requirements for starting dates) shows the potential candidate you’re invested in working with them.

Remember, if you’re struggling with your ServiceNow interviewing process, it’s often helpful to seek some help from a specialist recruitment company like ourselves that can help with a lot more than just finding you new candidates – they can also give you advice on how to interview more effectively, with tips on questions you might need to ask.

Here at Linking Humans, we have been helping companies deliver permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe and North America. We take pride in providing the best possible people to take your business forward.

If you would like to speak to us, then use the “Request call back” at the top of this page or find more ways to contact us here.

Updating your ServiceNow hiring strategy for 2024

Updating your ServiceNow hiring strategy for 2024 Linking Humans

2024 is going to be a busy year for growing ServiceNow teams, so here are 5 ways you can get your hiring strategies in order. 

Though some of the challenges of hiring in the last couple of years are beginning to diminish, the ServiceNow sector is still a skills-short market. Trends like the “Great Resignation” and an increasing demand for global, remote work are leading to massive turnover for all kinds of companies.

Since your ServiceNow practice can’t thrive without the right employees, it makes sense for every business leader to think about how they can improve their hiring strategy in this new landscape.

Ensuring you have the right plan in place can help you attract the most sought-after talent, improve your chances of employee retention, and strengthen your employer brand.

Here are some of the hiring strategies generating powerful results for ServiceNow companies.

 

1. What do ServiceNow candidates want?

The first step in ensuring you can successfully hire and retain ServiceNow resources is knowing what your candidates really want from their employer. In the last couple of years, the evolving workplace has led to the development of new priorities for many staff members.

Today’s employees still want to get the salary they deserve, but they also want:

  • Empathy: A focus on respect, empathy, diversity, and inclusion will be crucial to attracting candidates in any environment. Showcasing your empathetic side will help you to attract employees who share the same values as your business.
  • Flexibility: Today’s employees want more flexible roles. With the rise of cloud technology, most ServiceNow jobs can be more hybrid, remote, or flexible than they once were. Some companies are even exploring concepts like the 4-day work week.
  • Development: Your employees want to see a future with your company, and a path for them to improve and enhance their skills. Have meetings with your team members to identify their current and long-term goals, and how you can help them reach them.

 

2. Should I use a  Specialist ServiceNow Recruiter?

Recruiters are one of the most valuable tools you’ll have in your hiring strategy, particularly when they specialise in the ServiceNow industry. An experienced ServiceNow recruiter will be able to help you identify the most important things your candidates are looking for when you’re writing your job descriptions and interviewing potential employees. 

Recruiters can also save you significant time in collecting applications from a diverse range of backgrounds. Their existing presence in the industry means they already have access to various environments where they can find people to fill your talent pipeline.

With a recruiter, you’ll also have access to support and guidance to help you with everything from improving the interview experience, to making your job listings more impactful.

Just remember, to get the most out of your recruiter, you’ll need to walk the line between clarity and flexibility. It’s important to be clear about the things you really want from your candidate, but don’t get lost in the search for the perfect unicorn employee. 

3. Does my Employer Brand Stand out?

In today’s digital world, employers have endless opportunities to learn more about their potential candidates by looking at their social media profiles and personal brand. However, it’s worth remembering your candidates also have the same opportunity to evaluate you.

Before considering whether to accept a job offer or even send in an application, most of today’s candidates will research your brand. It’s important to make sure your offer and E.V.P. (Employer Value Proposition) stand out. 

Start by assessing your current employer brand, and what you communicate to potential staff members. Are you active on social media, constantly sharing valuable information about your company culture and the growth of your team members? Do your employees talk positively about you on social channels and review sites?

Next, consider your job offer and how it compares to roles available from your competition. Are you delivering the same level of flexibility for your new candidates? What can you provide that your team members can’t get elsewhere? Remember, organisations that implement a successful employer brand cut their cost-per-hire in half! 

Your ServiceNow recruitment professional will be able to help you with cultivating the right employer brand.

4. Upgrading the Candidate Journey

In today’s changing landscape, employers need to make sure every stage of the candidate journey is as convenient and engaging as possible to avoid losing the attention of top talent. With the help of your ServiceNow recruitment agency, look at every touchpoint you’ll have with your candidates, and how you can update them to suit the current trends.

For instance, are you posting your job listings on social media, so they’re easy to find, and making sure it’s easy for your candidates to learn more about the role on your website? When candidates apply for a role, how will you interview them?

Video and remote interview processes are becoming increasingly common, particularly for remote and hybrid roles. You may also need to think about:

  • Following up with candidates: How will you keep your candidate engaged by following up and providing insights into their progress?
  • Onboarding: How will you onboard your team members when you decide who to hire, and how can you make them feel like part of the team as quickly as possible?
  • Diversity: How will you ensure you’re making hiring decisions without bias, and you’re respecting the concept of diversity, equity, and inclusion?

5. Planning a Comprehensive Recruitment Strategy

Finally, it’s worth remembering that being prepared will save you a lot of time, effort, and money in today’s skills-short market. Rather than just rushing to fill gaps in your ServiceNow team when someone leaves your workforce, it’s worth thinking about your long-term talent strategy.

Work with your recruiter to build a talent pipeline, filled with diverse professionals from different environments, who can add something valuable to your team. When creating this pipeline, don’t just think about the skills you need now, but the expertise you may need in the future.

A good talent pipeline will mean you always have somewhere to turn to access crucial talent when your company needs it most. 

Here at Linking Humans, we have been helping companies with delivering permanent and freelance technology experts to ServiceNow partners and End Users across the UK, Europe and North America. We take pride in providing the best possible people to take your business forward.

If you would like to speak to us, then use the “Request call back” at the top of this page or find more ways to contact us here.

Top tips for creating ServiceNow job offers that make candidates say “yes!”

Top tips for creating ServiceNow job offers that make candidates say “yes!” Linking Humans

Attracting and hiring the top candidates for your ServiceNow company is becoming an increasingly complex process. In the age of the “Great Resignation”, professionals have grown more discerning about where they want to work. 

Today’s top talent has endless opportunities for employment, not just from local businesses, but global teams hiring remote employees. 

To thrive in this landscape, business leaders need to know how to create the most compelling job offers, to stand out to the most qualified candidates. 

The question is, as ServiceNow employee preferences and priorities continue to evolve, how do you ensure your job offer makes the right impact? Here are some of the top strategies you can use to improve your chances of your candidates saying “yes”. 

1. Assess Your Company Culture

Culture is growing increasingly important to today’s ServiceNow candidates. 46% of employees say company culture is vital to their decision of which business to work for. Top performers are consistently attracted to organisations that share their personal values, ethics, and priorities. 

What’s more, many of the best candidates in the market today want to see evidence they’re going to be employed in a purpose-led job with genuine meaning. Assessing your company culture and how you highlight your values to your candidates is an important step in making your offer more compelling. Ask yourself what kind of values you highlight in your job descriptions, your business website, and even the reviews and testimonials shared by existing employees. 

Does your business reward teamwork and innovation? Do you have a strong focus on Diversity, Equity, and Inclusion, to ensure everyone feels aligned in your workforce? 

2. Refine Your EVP

After you’ve ensured you’re sending the right message with your company culture, it’s time to start looking at your Employee Value Proposition (EVP). Your EVP is essentially everything you offer your candidates to set yourself apart from other employers in the ServiceNow space. 

While there’s more to a good EVP than salary, it’s worth making sure you’re paying your employees what they deserve. Research the typical pay rates for the kind of jobs you’re trying to fill, and make sure you take the value of your candidate’s knowledge, skills, and experience into account. 

Beyond a competitive pay package, you can also improve your EVP by looking at benefits, flexible working styles, and more. 

Once you’ve defined your EVP, make sure it stands out wherever you’re going to be interacting with candidates. Share information about your benefits and opportunities on your website, and discuss options with potential talent during the interview process.

3. Focus on Empathy and Flexibility

In the last couple of years, the priorities of many ServiceNow candidates have evolved in a few key areas. Perhaps the most important factors most leaders are looking for today, are empathy, and flexibility. Demonstrating empathy as an employer shows your talent you respect their needs, and want to contribute to their wellbeing. 

Creating wellness initiatives designed to keep employees healthy and happy is a great way to make your job offer more appealing to all kinds of candidates. Share information on your site about mental health days you’ve offered for your staff or the on-site support you offer for the personal needs of your employees. 

From a flexibility perspective, think about how you can adapt to the new working styles of top ServiceNow candidates. Many of today’s professionals are looking for opportunities to work from home, even part-time, to give them a better sense of work/life balance. 

You could even go a step further and experiment with concepts like the four-day work week, to give your employees the potential of longer, more rejuvenating weekends. One great way to show empathy and flexibility at the same time is to ask your candidates about their specific needs during the interview process.

4. Demonstrate Opportunities for Growth

Today’s ServiceNow professionals want to know there’s a future in any company they’re going to be working for. According to Gallup, 59% of millennials prioritise opportunities to learn and grow when deciding which jobs to apply for. 

Making sure your candidates are aware of the opportunities they’ll have to grow in your business will make your job offer more compelling. You can discuss the promotion paths you’ve offered in the past with your candidates during the interview, and outline the training and educational opportunities offered within your job description.

You might even let your possible hires know about the onboarding process you’ll use to welcome them into your organisation, during which you can both work together to outline a path for progression through the company. 

It’s also helpful to share information about the development opportunities you offer online. Videos and written testimonials from employees who have achieved their personal and professional goals with your business can make a huge impact. 

5. Work with a Specialist Recruiter

Finally, if you really want to ensure your job offers make the right impact, it’s worth investing in some specialist support. A ServiceNow recruitment agency knows exactly what it takes to align the right candidates with the correct employers from day one. They can help you to seek out people who are actively looking for the benefits, and culture you offer. 

Recruiters can save you time by sorting through your job applications and eliminating anyone who might not fit well with your company. They can also provide advice on how you can position yourself to your candidates when you’re writing job descriptions and conducting interviews. 

With a specialist recruiter, you can boost your chances of a “yes” when you need it most by building a pipeline of ServiceNow candidates, all carefully chosen to match your business needs. Working with the right team will reduce the stress associated with building the ideal team. 

Here at Linking Humans, we have been helping companies with delivering permanent and freelance technology experts to ServiceNow partners across the UK. We take pride in providing the best possible people to take your business forwards.

If you would like to speak to us, then use the “Request call back” at the top of this page or find more ways to contact us here.

ServiceNow Employer Branding In A Post-Pandemic World

ServiceNow Employer Branding In A Post-Pandemic World Linking Humans

If you haven’t been giving much thought to your employer branding recently, then now is the time to start.

All businesses have an employer brand, whether they actively work on it or not.

Your employer brand is the way the world sees you. From your products and services, your mission, your vision, your ethos and your team. Yes, there is a lot to consider!

The question is – how should your ServiceNow employer brand be positioning your company in our post-pandemic world?

The ServiceNow sector has changed. It is more crucial than ever that your employer brand is positioning you above your competitors.

In today’s blog, we look at the crucial elements of ServiceNow employer branding in our post-pandemic world.

What is Employer Branding?

Your employer brand is your talent attraction magnet. It is the beacon to the potential pool of candidates to be drawn on that want to work for your company.

It is also the way your customers view your business. The reason people interact with your organisation and the way the wider world views your company.

But for the purpose of today’s article, we’re going to be focusing on employer brand in terms of talent attraction.

And specifically, employer branding in our post-pandemic world.

What worked pre-pandemic will not necessarily work now. The best talent is looking for certain things from your post-pandemic ServiceNow employer brand. So let’s look at what they are.

A Considerate Brand

The pandemic has brought down barriers in ways that we could never have expected.

Now more than ever what people are looking for from the organisations they interact with, and specifically the organisations they want to work for, is that they have a personal, considerate approach to being an employer.

People are now looking for reassurance and support wherever they turn – from their friends, their family, and especially their employer.

Transparency is key here too. If you have had to make redundancies in certain areas, but senior management have received bonuses, how will this look to candidates who are researching your brand?

It can be tricky getting the balance here right, but everyone is aware of how tough things have been during the pandemic. Being honest and transparent about the decisions your business has made is key. Candidates are increasingly turning away from brands that are seen to be dishonest about their practices.

A Focus on Health and Wellbeing

A big focus for candidates that you must consider in your post-pandemic employer brand is how much of a focus you now have on health and wellbeing.

Wellbeing and particularly mental health have been gaining traction in the employment world for some time. But the pandemic has skyrocketed their importance.

Your post-pandemic employer brand needs to ensure candidates that you are treating the health and wellbeing of your workforce with the utmost importance.

This includes-

  • Prioritising clarity and caution – the virus hasn’t gone away yet, and brands who maintain an excellent focus on physically protecting their employees with excellent Covid-19 procedures will be viewed by candidates favourably.
  • Offer flexible working (where possible) – allowing employees to work from home, and being flexible on the matter is what the best ServiceNow candidates will be looking for.
  • Offering real help to support employee health and wellbeing – do you encourage physical health in your employees by providing fresh fruit in the workplace (where it is safely possible) or cycle to work schemes and gym memberships? Do you champion mental wellbeing and strive to be a compassionate employer – if so, will candidates know this from looking at your website or social media?

Showing that you are dedicated to health and wellbeing is not about bragging about it on social media – it’s about demonstrating your values in a way that’s easy for candidates to find and communicates your wellbeing offering in an honest and transparent way.

A Communicative Brand

Communication was the one thing that kept us together during the pandemic. The way you continue to communicate with candidates during the ongoing crisis and afterwards, will be a significant part of your employer brand going forwards.

Your social media channels are the first port of call for candidates to contact you, and your followers (which will include potential future candidates) are still the number one place to maintain your employer brand.

But some ServiceNow organisations stepped away from posting anything on social media during the pandemic. Some thought it insensitive; others simply didn’t know what to post during the highly changeable time.

But posting online to maintain your employer brand doesn’t always have to be about self-promotion.

There are many different types of content you can share on your social channels to alert candidates to what type of employer you are, and what your company is focusing on in our post-pandemic world.

This can include:

  • ServiceNow news and industry updates
  • Helpful articles which could be of interest to ServiceNow employees and candidates including think pieces either from your own company or from a ServiceNow thought-leader
  • Updates about your company – have you launched new products or services? Have you celebrated a milestone recently? Moved office? People love to see ‘human’ updates from real people about real people (your team).
  • And of course – your latest job vacancies.

Giving Candidates a Sense of Purpose

Finally, a sense of purpose is another major factor that great ServiceNow candidates are now looking for in their post-pandemic employers.

Meaningful work is increasingly what millennials are looking for. This section of workers now makes up the largest part of the worldwide workforce.

The Deloitte 2020 talent survey states that employers should provide meaningful work or they will struggle to attract and retain their workforce.

What is it about your company that makes your employees feel as though they are making a positive difference to the world?

Finally

If you are looking for new talent for your ServiceNow organisation and are struggling to find the ‘right’ candidates – we can help.

Get in touch with us on 02381 542542. We will help you find the talent that you have been looking for.

The 7 Qualities That All High-Performing ServiceNow Employees Share

As a ServiceNow professional, it’s essential that you hire individuals into your team who will thrive. Which in turn allows your business to grow.

The ‘right’ hire can make all the difference. Just as hiring someone who isn’t exactly what you’re looking for can be harmful to your team and ultimately your success.

The Recruitment and Employee Confederation (REC) estimate that the cost of making the wrong hire at management level (with an approximate salary of £42,000) can be as high as £132,000 – yes, you have read that right.

No business wants to spend any more time, resources or revenue than is necessary on their recruitment process.

In an ideal world, you could make the best hire the first time around – every time. Unfortunately, in real life, it’s not as simple as that.

But as a ServiceNow leader, there are ways that you can mitigate hiring problems and challenges in your organisation. High on the list is only hiring individuals with certain high-performing skills.

Today, we share the 7 top qualities to look out for in your recruitment process. Hire employees with these attributes to attract the success you want for your business.

1. A Great Communicator

Communication is the number one attribute all great ServiceNow employees have; possessing great skills is one thing though not being able to communicate effectively with your team stops everything in its tracks.

In any organisation, no matter how small, the way employees interact with each other is the key to a successful team. This has only been increased in our new physically distanced world.

Since the rise in remote working, possessing excellent communication skills has never been more critical. Sending an unclear email or miscommunicating a message over messenger bots or on the phone can cause all manner of problems for the entire team.

The most successful teams are full of great communicators. You should look for this attribute as something which is just as essential as ServiceNow skills in your recruitment process.

2. Autonomy

In a busy ServiceNow organisation, you need a team who can work independently outside of the initial onboarding period.

Your employees need to be able to manage time effectively, balance their workload and ensure that deadlines are met.

Additionally, autonomy is a contributing factor to high engagement, productivity and work satisfaction. So when you employ and encourage autonomy in your team, both you and your employees will benefit.

To find out if candidates have high levels of autonomy during the recruitment process, ask them how they feel working independently. Also, ask them if they have experience of working on their own – particularly from home – and look out for how confidently they talk about being self-driven.

3. Leadership Skills

Another key trait to look out for is their leadership potential.

In our ever-changing world, you must know that your team can step up when needed. Additionally, when you recruit ServiceNow talent with leadership potential, this is a long-sighted growth strategy which can save you time and money in the future.

Leadership qualities involve a variety of soft skills including communication, confidence, delegation and being able to give and receive feedback.

4. A Positive Mindset

A positive mindset is essential in ServiceNow organisations, and unfortunately, it’s not something that can be taught easily.

Some individuals approach challenges with a ‘can-do’ attitude, are always able to look at the positive in a situation and can consistently bolster others. Are these the type of people you need in your ServiceNow organisation?

Individuals with a negative mindset will find it harder to thrive and move forward. As they find it challenging to see past obstacles. Unfortunately, their negativity can quickly spread and bring other members of the team down too.

Additionally, positive individuals have an ability to adapt to change with ease. Which is going to be essential in ServiceNow organisations moving forward.

5. A Team Player

As with a positive mindset, being a team player is a crucial trait for ServiceNow employees to have in our post-Covid world.

Be on the lookout for employees who have plenty of experience of working as part of diverse teams. As working with lots of different people and personalities is a great way to develop the skills needed to be an excellent team player.

Team players contribute by listening to their colleagues, offering a different perspective, they help to strengthen bonds and trust within the team, and they are essential when things get tough.

6. Emotional Intelligence

Emotionally intelligent individuals possess the interpersonal skills needed to help your ServiceNow organisation to thrive, and they do this in a few ways.

Building on the great soft skills we have already mentioned in this article, emotional intelligence allows ServiceNow employees to exhibit the following:

  • Self-awareness – the ability to prioritise, manage time and resilience to stress and anxiety during busy times.
  • Self-regulatory behaviours – they are always in control of their emotions, and they are good at resolving conflict.
  • Empathy – they can understand different members of the team, which allows them to work well with everyone.
  • They can take feedback constructively – they don’t let it affect them personally, and they learn and grow from the experience.

An ideal ServiceNow team is full of people with high emotional intelligence, and it is such a necessary trait it ranked sixth in the World Economic Forum’s list of the top 10 skills that employees will need to thrive in workplaces of the future.

7. Agility

And finally, since the enormous changes that have happened to our world due to the pandemic, flexibility is essential.

Never before has the skill of being able to work outside of our comfort zones been necessary. It is now essential for all ServiceNow employers to be sure that their team are able to pivot to the ever-changing needs of a post-pandemic world.

Some people are great and adapting to change, whereas others find it more challenging, and some are unwilling to try.

How have employees coped with the recent changes to our world? Have they been happy to embrace new ways of working and living? Agility comes with a growth mindset. One where employees are always looking to develop and to grow. This is the only way continued future success is possible.

Finally

If you are looking to employ new talent into your ServiceNow organisation, these are the skills that you should be on the lookout for.

If you need help finding great ServiceNow talent for your business, we can help.

For more information on how we can help you recruit the high-performing individuals you need, get in touch with us on 02381542542.

Building An Effective Talent Pipeline For Your ServiceNow Organisation

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

And the skills shortage that was present in almost every industry pre-Covid is still threatening organisational growth.

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

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

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

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

This blog explains the whys and how’s of building a robust ServiceNow talent pipeline.

The Benefits of Strong Talent Pipeline in the ServiceNow Sector

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

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

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

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

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

 

1. Identify More Candidates

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

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

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

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

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

The good news is here at Linking Humans we provide this as part of our package of services. If you want to find out more call us on; 02381 542542.

 

2. Reduce the Time to Hire

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

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

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

 

3. Increase Your Offer Acceptance Rates

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

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

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

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

How to Build Your ServiceNow Talent Pipeline

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

So, how do you do this?

 

1. Defining What Your Organisation Needs

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

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

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

 

2. Attracting the ‘Right’ Talent

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

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

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

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

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

 

3. Reviewing Your Application Process

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

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

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

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

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

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

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

Start Building your ServiceNow Talent Pipeline

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

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

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

For more information on how we can help you build your talent pipeline, get in touch with us on 02381 542542 or email us here dan.wells@linkinghumans.com

Getting The Best From Your ServiceNow Recruitment Partner

Recruitment for ServiceNow is becoming increasingly complex. Talented professionals have more opportunities available to them than ever before, particularly as remote working continues to thrive. At the same time, the “Great Resignation” is placing brands under increasing pressure. With more gaps to fill and more demands from potential candidates.

The only way to survive and thrive in this new world is to access the proper support. A ServiceNow recruitment partner provides guidance and expertise to ensure you can unlock hiring opportunities other organisations can’t access.

However, while an excellent recruitment company has a lot of incredible value to offer, it’s up to you to get the most from your partnership. Here’s how you can make sure you’re achieving the best results from your recruitment partner.

Build an Effective Employer Brand

Around 86% of job seekers read reviews and company ratings before deciding where to apply for a job. Increasingly, listing roles in the ServiceNow environment means business leaders need to highlight what makes their company compelling.

What can you offer your would-be employees that other companies can’t? For instance, maybe you constantly provide training opportunities to team members to expand their skills. Or maybe you give employees a great benefits package. Perhaps you can give your employees a chance to plan their own work.

With your recruitment provider, look at the assets you already have to showcase your employer brand. Are you making the most of your website to share employee stories? Do your staff have a voice on social media to praise your company? How vocal are people about their experience working with your brand on review sites?

Working on your employer brand with your ServiceNow recruitment partner will make it easier for them to sell your role to potential candidates.

Make Sure Your Offer is Appropriate

Logically you want to attract the best possible talent in a skills-short ServiceNow environment. In that case, you’ll need to ensure you’re offering the kind of salary and benefits appropriate for the candidate you need. Start by researching the average salary for the person you want to hire.

If you’re unsure what the best package is for a specific role right now, you can talk to your recruitment partner for more insights. They will give you an overview of the kind of income your ideal candidate would expect.

Don’t forget that salary isn’t the only thing your applicants will look for. You can attract more people to your role and help your recruiter generate more excitement for your position by providing the right benefits.

Look at things like increased holidays and flexible working strategies for your candidates. The ability to work remotely or in a hybrid environment is an attractive benefit for many candidates today. Many employees would even take a lower salary if it meant they could work remotely.

Update Your Hiring Process

The ServiceNow recruitment landscape is evolving at an incredible pace lately. The pandemic and the changing requirements of candidates means job seekers are moving in and out of positions faster than ever. If you’re still using an old-fashioned recruitment process, you may not be moving fast enough for your ideal employee.

These days, candidates have a lot of offers available to them, both from remote and local companies. If you’re not quick to keep them up-to-date on what’s happening with your hiring process, you could miss out on an excellent opportunity.

To ensure you don’t lose your ideal ServiceNow candidate, make sure you:

  • Speed up the interview process using video interviews. Video is a great way to get through several interviews quickly, without asking your candidates to travel.
  • Make decisions quickly: Use guidelines and competency-based interviews to help pinpoint the ideal candidates as quickly as possible.
  • Communicate: Keep your candidates informed about their place in the interview process and when they can expect a response.

Set Up a Talent Pipeline Together

The best way to get the most out of your ServiceNow recruitment partner is to consider the different services they can offer. Consider a more long-term approach. Rather than just turning to your recruiter when you desperately need to fill a gap in your team.

Building a talent pipeline with your recruitment team can be an excellent way to ensure you have contact details for potential employees when you need extra skills within your workforce. Your recruiter can work with you to constantly look for new people. This is so you can add to your community and can even help to improve your reputation among those candidates.

Many ServiceNow recruiters like ourselves offer a exclusive search service. We can map out the talent market for specific roles as requested by you. If you want to know more, contact us here. https://linkinghumans.com/contact-2/

With a talent pipeline, you’re less likely to have to manage a long and complex hiring process when new staff is needed.

Stay Flexible

Finally, if you want to make the most of your ServiceNow recruitment partner, it’s essential to take advantage of the full breadth of access they have to talent in your industry. DE&I initiatives are more important than ever when it comes to not only improving your company’s performance but keeping your team members happy.

Taking a diverse approach to hiring and recruitment ensures you can access talent from different environments. Resulting in you getting the absolute best from your team. At the same time, it means you can explore a broader range of potential employees.

While it’s okay to provide your ServiceNow hiring partner with a list of crucial skills and specific characteristics you’re going to want in your new role, stay open-minded.

Looking at potential applicants from various environments will make it easier to ensure you get the right person for the role. Don’t let bias get in the way of great hiring.

If you are looking for a ServiceNow recruitment partner who delivers permanent and freelance technology experts,  please get in contact here https://linkinghumans.com/contact-2/ . We take pride in providing the best possible people to take your business forwards, so lets get to work!

Let's get started

Talk to one of our consultants todays, if you're looking to register a vacancy and apply for a role.

Upload your CV

Submit CV

Name(Required)
Max. file size: 2 GB.
This field is for validation purposes and should be left unchanged.