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Tag: hiring

Should I Accept a Counteroffer?

Posted on by Thmida Miah

Should I Accept a Counteroffer? Linking Humans

Should I accept a Counteroffer?

Are you wondering if you should accept a counteroffer? Have a read of our blog for the reasons why you should ignore a counteroffer. 

You’ve made it through most of the complex steps involved in finding a new job, from designing the ideal ServiceNow CV to practicing the ultimate interview techniques. Finally, all your hard work has paid off, and you’ve received an excellent offer from your new employer. 

So, what happens when you hand over your resignation letter and your current manager provides a counteroffer, asking you to stay? 

According to our global salary survey, 18% of those who choose to resign from a role will receive a counteroffer from their employer. 

In other words, additional money or benefits they didn’t consider offering you before they realised you wanted to leave.

In the age of the Great Resignation, when demand for ServiceNow talent is higher than ever, your chances of getting a counteroffer are even higher. 

While the promise of extra benefits, money, or responsibilities from your existing employer might be tempting, accepting a counteroffer could be a bad move for your ServiceNow career.

Reasons You Should Say “No” to a Counteroffer

A counteroffer is an offer made by your existing employer in response to the offer you’ve received from another business. When you hand over your resignation letter and your manager promises you more money to come back and retain your existing role, this is a counteroffer. 

Counteroffers are becoming more commonplace as ServiceNow leaders struggle to hold onto their top talent in a skills-short environment. Unfortunately, according to survey results, 57% of the people who accept these offers end up leaving their employer within six months anyway. 

Here’s why you should politely but firmly decline a counteroffer. 

  • Counteroffers Don’t Solve Underlying Issues

Deciding to seek a new ServiceNow job isn’t something most people will do on a whim. Rather, there’s a good chance you’ve spent a lot of time thinking about the pros and cons of leaving your job and looking for something else.

When you’re given a counteroffer, it may address one of your problems with your existing role (such as a low salary), but it’s unlikely to tackle every issue that convinced you to leave. 

Ask yourself why you wanted to take this new job in the first place. Is your current role not challenging enough, or are you planning on moving in a new direction with your career? Maybe you don’t like the culture of your existing company. If every issue isn’t resolved by the counteroffer, you should say “no”. 

  • The Relationship with Your Employer will Change

Employees in the competitive ServiceNow sector have every right to seek new roles whenever they choose. However, letting your employer know you’re not happy in your role and actively looking for something else is likely to have an impact on your relationship. 

There’s a good chance your employer will have questions about your loyalty after accepting the counteroffer, which means they may not have the same trust in you they had before. Your employer might end up passing you over for promotions because they consider you a flight risk, or they may start looking for other people to fill the gap you’ll leave when you do eventually switch jobs. 

Even if your boss goes in the other direction and starts working harder to keep you happy, there’s likely to be an uncomfortable dynamic in play. 

  • You May End Up Standing Still

Career development often involves moving between different roles, exploring new jobs, and taking on new responsibilities over the years. While you can climb the ladder in one ServiceNow company and end up with a great career, consistently staying in one place could mean you miss out on opportunities to expand your skills and experience. 

When deciding whether a counteroffer is worth accepting, ask yourself if you’ll still be moving towards your long-term career goals if you say yes. Compared to the other job you have lined up, can your existing role help you achieve your targets faster?

A higher salary won’t satisfy you for long if your existing role isn’t pushing you in the right direction. It’s important to keep the end goal in mind with your career. 

  • You May Have to Work Harder to Prove Yourself

In a skills-short ServiceNow marketplace, employers will often rush to offer extra benefits and increased salaries to avoid the stress of searching for new employees. However, this could mean they start looking for evidence you’re worth the extra investment. 

Having extra scrutiny placed on everything you do within the business can be a stressful experience, even if you know you deserve the extra benefits you received. 

In some cases, employees who accept counteroffers find themselves under pressure to perform like a new hire all over again, trying to prove they deserve their new salary and responsibilities. In other cases, you may find that you start receiving responsibilities you didn’t ask for simply because your boss is trying to ensure they’re getting their “money’s worth” from you. 

  • You’ll Always Wonder, “What If?”

Job changes can be stressful and worrying, but they’re also an incredible opportunity to unlock your true potential and advance your career. If you’ve been offered a role at another company, and you’ve said “yes”, there’s something about the job that appealed to you. 

Maybe you were interested in working on different modules and exciting projects. 

Although you’ll have the comfort of not having to get used to a new workplace and meet new people, you’ll also be left constantly wondering what would have happened if you had followed through and moved into the new job. 

Know How to Handle a Counteroffer

It’s worth preparing for a counteroffer in advance when you approach your manager with your resignation letter, particularly in a skill’s short environment. Think about how you will reject the offer politely and firmly, and what important factors might convince you to give your old job a second chance. 

Working with us, a specialist ServiceNow recruitment team to find the ideal new role will help to ensure you don’t have any doubts about moving into your new position.  

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.

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Interviewing Techniques for ServiceNow Hiring Managers

Posted on by Dan Wells

Are you getting the most out of your ServiceNow interviews?

When people think about interviews, they usually focus on the candidate. The preparation, the pressure and the performance. But in reality, just as much responsibility sits with the hiring manager.

If your interview process is inconsistent, unstructured or rushed, you could easily miss out on strong ServiceNow talent or end up making the wrong hire. A good interview should help you assess capability properly while also giving the candidate confidence in your business.

Here are five practical ways to improve your ServiceNow interview process and get more value from every conversation.

The quality of your hire is often a reflection of the quality of your interview process.

1. Choose the right interview format

Face-to-face interviews are no longer the only option. In the ServiceNow market, many businesses now use video interviews, phone screening calls and remote final stage meetings as part of their hiring process.

Each format has its own strengths, so it is important to be deliberate about the approach you take.

  • In-person interviews: Great for building rapport and giving candidates a feel for your working environment. Make sure the setting is professional, welcoming and well organised.
  • Video interviews: Efficient and convenient, especially for hybrid or remote roles. Think carefully about your background, the platform you are using and how you come across on screen.
  • Phone interviews: Useful for early stage screening, but more limited when it comes to assessing communication style and presence.

The key is to choose a format that suits the role and then apply it consistently across your shortlist.

2. Avoid questions that can introduce bias

Unconscious bias can easily creep into interviews, often through casual conversation rather than formal questioning. Small talk might feel harmless, but it can influence your perception of a candidate in ways that have nothing to do with their ability to do the job.

For example, asking what someone did at the weekend may seem friendly enough, but if you happen to share similar interests or backgrounds, that can create an unintended connection that affects your judgement.

Keep your questions focused on experience, behaviours, delivery and suitability for the role. That will help you make fairer and more effective hiring decisions.

3. Use a clear interview structure

A structured interview process nearly always leads to better outcomes than an informal one. It helps candidates know what to expect and helps your team assess people more consistently.

For many ServiceNow roles, a sensible structure might include:

  • a first stage interview to assess experience, communication and overall fit
  • a second stage interview focused on technical depth, stakeholder management or relevant examples
  • a final discussion if needed before making the offer

It is also a good idea to have two people from the hiring company involved in the interview process. This helps reduce bias and gives you a more balanced view of each candidate.

For many employers, first and second stage interviews can easily be carried out over Teams or Zoom.

4. Standardise your questions

If you ask every candidate completely different questions, comparing them fairly becomes much harder. Standardised questions make it easier to assess people against the same criteria and reduce the risk of bias affecting your decision.

For each ServiceNow role, create competency-based questions that relate directly to the skills and behaviours needed for success. You might ask candidates to talk through examples of leadership, problem solving, teamwork, stakeholder management or project delivery.

It also helps to score answers against a simple framework, so you can compare candidates more objectively once the interviews are complete.

That said, structure should not mean rigidity. Good interviews still need room for follow-up questions where necessary.

Useful prompts include:

  • Tell me more about that decision
  • Why did you approach it that way?
  • What was the outcome?
  • What would you do differently next time?

5. Take notes and follow up properly

It is surprisingly easy to leave an interview feeling confident about a candidate, only to forget key details later. Taking notes during and immediately after the interview will give you a much more reliable record of what stood out.

Make sure you capture both positives and concerns, along with any scores from your standardised questions. That will make the final review process far more effective.

Notes are also useful when it comes to follow-up. A personalised response that refers back to something discussed in the interview shows professionalism and genuine interest. In a competitive ServiceNow market, that can make a real difference to candidate engagement.

Final thoughts

If your interviews are not giving you the insight or results you need, it may be time to review the process. Often, small changes in structure, questioning and follow-up can have a significant impact on the quality of your hiring decisions.

Working with a specialist ServiceNow recruitment company can also help. The right recruitment partner will do more than introduce candidates. They can also advise on interview structure, market expectations and the kinds of questions that will help you identify the right person more effectively.

At Linking Humans, we help ServiceNow partners and end users across the UK, Europe and North America hire permanent and contract professionals who can make a real impact.

If you would like to speak to us, use the request call back option at the top of this page or get in touch here.

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Updating your ServiceNow hiring strategy for 2024

Posted on by Dan Wells

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.

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

Posted on by Dan Wells
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.

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Top tips for Moving into your first ServiceNow Management Position

Posted on by Dan Wells
Top tips for Moving into your first ServiceNow Management Position Linking Humans

All great ServiceNow careers need to start somewhere. For most employees, the path to progression begins with an entry-level position. Over time, as you develop your skills and knowledge, you can apply for promotions and higher-paid roles. 

After a while in the ServiceNow industry, you may feel you have the leadership skills, knowledge, and expertise to thrive in a managerial role. A position as a manager can be an excellent way to increase your earning potential, showcase your knowledge, and unlock greater job satisfaction.

However, figuring out how to move into your first management position can be challenging.

Here are some of the top tips you can use to improve your chances of a new leader-level job.

Step 1: Excel in Your Current Role and Do Your Research

To achieve any promotion in the ServiceNow landscape, you first need to show your manager how great you are at what you do. Managers need significant expertise and experience in the field they’re going to be supervising. Showing your leaders, you’re a capable, and accomplished member of the team will make them more likely to see your potential as a manager. 

While you’re working on demonstrating your value in your current position, it’s worth doing some research. Find out what kind of skills the current managers in your company have, and determine whether there are any gaps you’ll need to fill in your own abilities. 

It can also be helpful to look at how your company handles internal movement and promotions. Are there certain times of year when your employers make decisions about who should be moved into leadership roles? Finding out in advance will help you to decide when to approach your employer about any management opportunities.

Step 2: Develop Your Managerial Skills

There’s more to thriving in a managerial position than being an expert in the ServiceNow industry. There’s a good chance you’ll need to develop some crucial new skills to prove you can succeed in a managerial role. 

The research you’ve done into the other managers in your company should help you to determine which talents matter most to your business. However, some of the most common managerial skills you may need to develop include:

  • Leadership skills: Learn how to motivate, inspire, and engage other employees by taking on the leader position in group tasks and volunteering for opportunities to take charge. 
  • Decision making skills: You’ll need to be able to effectively analyse situations and respond to different scenarios with confidence. 
  • Organisational skills: Demonstrate your organisational skills by ensuring you always meet with deadlines, and deliver punctual work.
  • Interpersonal skills: Work on your emotional intelligence and communicate regularly with leaders and other colleagues in your ServiceNow business. 
  • Problem-solving skills: Show your ability to respond creatively to problems by suggesting solutions to issues in team meetings.

It’s also helpful to invest in your continued ServiceNow education. Earning new certifications and accreditation will demonstrate your expertise in your industry, and help to differentiate you as a potential leader. 

Step 3: Show Initiative

Often, proving you’re ready for a management job means making sure you take advantage of every opportunity to showcase your expertise and abilities. This means you’re going to need to take initiative if you want to stand out. 

Volunteer for tasks a manager might normally do, like taking charge of a team project, or helping your boss with a challenge most people would rather avoid. Rather than waiting for your supervisors to offer you training and development opportunities, seek out your own educational strategies to develop the skills you know are crucial to your company. 

You can even demonstrate your leadership capabilities outside of your current role, by taking on leadership positions in non-profit organisations, and sharing your volunteering experiences with your company leaders. 

Step 4: Ask for the Position

Once you’ve had a chance to demonstrate your abilities, build your skillsets and connect with the supervisors in your workplace, it’s time to ask for your new role. Arrange a time to meet with your boss face-to-face or over video so you can discuss your career progression opportunities. 

During this meeting, you’ll need to be prepared to explain why you’re ready for this new challenge, and provide as much evidence as possible. Highlighting your recent accomplishments, and drawing attention to the managerial skills you’ve developed will be useful here. If possible, it’s always a good idea to have relationships with other ServiceNow managers in your team who can vouch for you.

If your employer doesn’t think you’re ready for a manager role yet, or there isn’t a space available for you to move into, ask what the next step is. Work with your boss to figure out what you need to do to transition into your ideal role.

Step 5: Be Prepared to Switch Companies

Finally, if you’re committed to becoming a manager, it’s important to be flexible. The reality is, even if you do all the work and prove yourself to your existing employer, there may not be a leadership opportunity available in your current company. 

Unless your boss is looking for a manager to fill a role after another team member has left, there’s a good chance they won’t be able to find the budget to create a new position just for you. With this in mind, you may need to look elsewhere for your management job. 

Work with a ServiceNow recruitment agency to track down positions relevant to your expertise and experience. Your recruitment team will be able to help you find a new job that not only offers you the manager responsibilities you want, but the company culture and benefits you need too. 

Linking Humans partners with organisations from all over the world looking for talented individuals to meet their ServiceNow-related needs. Whether you’re a ServiceNow Developer, Project Manager, or Architect, or you have other specialist skills related to ServiceNow, we’ll get you into your perfect role quickly and efficiently.

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. Together, we can find your dream ServiceNow role.

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