×

Tag: recruitment

Redefining the Workplace for the ServiceNow Return to the Office

Posted on by Thmida Miah

Redefining the Workplace for the ServiceNow Return to the Office Linking Humans

Redefining Returning to The Office For ServiceNow Hires

The world of work is going through a period of seismic change. Prompted by the pandemic, employees have begun to reconsider their relationship with work and their employers. We are now seeing a trend of companies wanting employees to return to the office. 

The return to the office promises to be a complex and diverse experience for most businesses. Our global salary survey found that 72% would leave if their current employer decides to introduce office working 5 days a week.  At the same time, employers are dealing with a slew of new demands, from hybrid work to the rise of the four-day workweek. 

To retain the existing workforce, attract new talent, and sidestep the impact of the Great Resignation, every ServiceNow business will need a clear plan for what happens next. 

The following steps will help to ensure you align with the needs of your team.

Step 1: Redefine Working Structures

As ServiceNow companies look forward to life after the pandemic, they’ll consider various employee working structures. The standard 9-to-5 workday where everyone is present in the same office building is no longer the norm. However, not every company will be able to transition instantly to an all-remote ecosystem. 

Employers will need to rethink the options available to their team members for working in a “hybrid” environment. This could mean allowing some people to work from home more often than others, depending on their daily tasks and roles. According to our UK salary survey, 66% of respondents have flexible working arrangements and want to remain in these structures.

Business leaders in the ServiceNow industry will need to consider the individual “employee personas” in their workforce and determine how each transition back into the office can be tailored to each person. The more flexible you can be, the less likely employees will need to seek new roles. 

Step 2: Invest in the Right Technology

The emergence of new working structures and environments has also prompted a greater need for technology in the ServiceNow space. We now rely on digital tools for collaboration, communication, employee engagement and productivity. 

According to a 2021 report from the World Economic Forum, most companies are now seeking additional technology to assist with the transition to post-pandemic work. Cloud computing tools are particularly popular, alongside apps for video communication. 

Around half of CEOs are already planning on increasing their investment in digital transformation by 10% or more. However, ensuring you’re investing in the right technology is important. For instance, 16% of employers use digital methods to monitor employee performance, while many others focus on tools to improve team relationships, like messaging apps.

Step 3: Invest in Inclusion 

The rise of flexible work in the ServiceNow industry can boost Diversity, Equity, and Inclusion strategies by allowing companies to hire staff from anywhere. However, the right policies must be implemented to ensure the right results. 75% of managers still say on-site employees are more likely to receive promotions than remote workers. 

As employees focus more heavily on seeking employee empathy and respect, it will be crucial to ensure the right DEI strategies are in place. According to the CBI, SMEs focusing on diversity attract more clients, improve staff commitment, and boost productivity. 

To support all employees in a hybrid future, you’ll need to ensure you’re reaching out to minority groups, make your business more accessible to disabled people, and showcase D&I initiatives in your job descriptions. This should help to retain existing talent and attract new candidates. 

Step 4: Adjust Hiring and Recruitment Strategies

There’s a significant shortage of ServiceNow talent today, enhanced by the effects of the Great Resignation. To fill skill gaps, companies will need to broaden and optimise their approach to recruitment and hiring. This means working with specialist recruiters to highlight your EVP (Employee value proposition) to potential candidates. 

It’s also important to consider how you can make your company more appealing to all kinds of workers, offering everything from remote opportunities to four-day work weeks. Turnover is likely to increase in the years ahead, so having a talent pipeline in place could be critical.

A strong talent pipeline full of people ready to embrace all forms of hybrid and remote working opportunities with your business will ensure you never run out of critical skills. Working with a specialist recruiter will help you to ensure you’re concentrating on the benefits most likely to bring new people into your workforce.

Step 4: Invest in Management Training

The numerous changes happening in the ServiceNow landscape mean the roles of leadership professionals are evolving. These team members need to be able to monitor and support employees from a distance, and they need to show higher levels of empathy too. 

Managers need to be more intentional in developing relationships with team members and making them feel like a crucial part of the organisation. Business leaders will need to think carefully about the leadership strategies and techniques taught to other supervisors. 

Specifically, managers will need to be aware of the clear issues that could negatively impact their teams. For instance, around 55% of leaders in a PwC report said they believe delivering better support to burned-out workers and boosting engagement would be crucial to future growth. 

Be Ready to Evolve and Adapt

We’re still in the early stages of the work revolution for the ServiceNow industry, and new trends are always emerging. To stay ahead of the curve, business leaders will need to ensure they’re collecting the right data about their teams and candidates and working with the correct partners.

Starting a relationship with a specialist recruitment company could be the key to ensuring you can stay one step ahead of the complex hiring landscape. 

 

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

How to Respond to Rejection After a ServiceNow Interview

Posted on by Thmida Miah

How to Respond to Rejection After a ServiceNow Interview Linking Humans

How to Respond to Rejection After a ServiceNow Interview

 

After days or weeks of getting ready for your ServiceNow interview, few things are more crushing than learning you haven’t been successful in getting the job. Rejection is difficult to deal with in any part of life, but it can be particularly upsetting when you’re striving for the perfect career. 

However, rejection is also a common part of the job searching process. Learning how to respond productively to a lost job opportunity is the way to ensure you don’t keep making the same mistakes the next time you meet with a hiring manager. 

Here’s what you can do to correctly handle ServiceNow interview rejection. 

Step 1: Ask if the Role Was What You Wanted

First, it’s worth asking whether the role was right for you in the first place. When you’re keen to take the next step in your ServiceNow career, you might start applying for roles that are just ‘close enough’ to what you want, rather than seeking the ideal position. 

Perhaps you were attracted to certain aspects of the position but were a little concerned about the company culture. Maybe you were happy about the opportunity to find your first job in the ServiceNow industry, but the position in question didn’t give you much scope to showcase your skills. 

If you weren’t particularly passionate about the job in the first place, there’s a good chance your hiring manager picked up on that fact. Maybe you rushed through the research stage of preparing for the interview or failed to leave a lasting impression. 

Ask yourself whether this role was right for you, and if it wasn’t, consider adjusting your job search accordingly. Applying only for the positions you truly care about will motivate you to showcase the best version of yourself during your next interview. 

Step 2: Reconsider Your Qualifications

Even if you liked the idea of the ServiceNow role you were applying for and thought it would be good for your career, you may not have been perfectly positioned for the job. Take another look at the job description and highlight the qualifications the manager was looking for. Do they match your education and experience perfectly?

If not, this could be a sign it wasn’t what you did in the interview that lost you the opportunity. No matter how confident you appear during the interview, most hiring managers may still prioritise candidates with the right qualifications. 

If you continue applying for similar roles in the future, the best thing you’ll be able to do now is start working on adding to your skills. Make a list of all the talents and educational credentials you don’t already have and start seeking them out. Even showing your would-be employer you’re training can improve your chances of getting your next role.

Step 3: Brush up on Your Interview Confidence

If you did have all of the correct qualifications and experience for the ServiceNow role you wanted, the problem could be with your technique. Lack of confidence during an interview is a common reason why around 40% of candidates don’t make it past the first interview stage. 

Look back over the conversation you had with the hiring manager. Were you constantly fidgeting, looking down at your CV, or failing to make eye contact? Your body language in an interview can say a lot about your kind of person and how confident you feel in your abilities. 

Try practising with a friend or colleague to prepare for your next interview. Make a list of common interview questions similar to the ones you were asked in your last ServiceNow interview, and practice responding to them. Come up with competency-based answers which showcase your abilities and the skills your hiring managers are looking for. 

Most importantly, practice demonstrating an air of positive self-esteem. Sit straight, keep your hands still, and make eye contact regularly. A smile can go a long way in an interview too. You can find more tips on our blog,  ‘Banishing ServiceNow Interview Nerves for Good’ 

Step 4: Look for Ways to Improve Next Time

Outside of increasing your confidence for an interview, you can take several other steps to improve your chances of success going forward. Take the time to go back over the interview in your head and ask yourself where you struggled. 

Were there certain questions you didn’t have a good response to? If so, you can practice generating relevant ServiceNow answers. Maybe you misjudged the dress code or arrived late to a video meeting because you were busy setting up your camera.

You may have failed to make the right impression because you didn’t have enough information about the company you applied for. Around 47% of candidates fail their interviews because they haven’t done enough research. Learning as much as possible about the business before you start applying for roles will help you tailor your answers and CV to the company’s needs.

Step 5: Respond to your Interviewer

Finally, a good way to improve your chances of success in upcoming interviews is to respond to your interviewer after they send you the rejection message. Thank the company for their time, and they’ll be more likely to think of you positively if you apply for roles with the same business. What’s more, this is a great chance to ask for feedback.

If you’re not sure exactly what you did wrong during the conversation, request a little bit of detailed information on why they chose someone other than you. This will help you to highlight the areas you need to address before beginning your next job search. 

Time to Refresh Your Career Plan?

Sometimes, rejection after a ServiceNow interview is a sign you need to brush up on your interview skills and confidence. Other times, you could be setting yourself up for failure by applying for roles you’re not suited to in the first place. Working with a ServiceNow recruitment agency should ensure you only apply for the roles you’re most likely to be chosen for. 

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

How to Increase Staff Retention in Your ServiceNow Organisation

Posted on by Thmida Miah

How to Increase Staff Retention in Your ServiceNow Organisation Linking Humans

As we navigate the evolving landscape of work, your employee retention strategy must be stronger than ever.

Hiring for replacement team members is not something any ServiceNow organisation wants to be doing right now, so an excellent employee retention strategy is essential.

The following 8 strategies will help.

  • Discover Who You’re Overlooking

To ensure you are providing excellent leadership for your entire team and making them feel valued, first, you must find out if you are overlooking anyone in your team.

ServiceNow teams will naturally include individuals with all manner of skills, experience and personality types.

But in most ServiceNow teams, there will also be team members who shine brighter than others – extroverts tend to get noticed more than introverts, some team members are more likely to speak up if they have a problem whereas others will try to work through challenges on their own.

As a leader, it is essential that everyone is getting the right amount of support that they need and that you are not overlooking anyone.

ServiceNow leaders will naturally look to middle managers and other higher-profile employees, but to be a great leader, you must ensure the highest level of employee retention – remember that every team member must feel valued and supported.

  • Create Unlimited Opportunities for Growth

According to a recent LinkedIn Workforce Learning Report, 93% of employees would stay longer with their employer if they invested more in developing their careers.

Many ServiceNow employers will get to the point where they have a great team in place and think that their job is ‘done’. 

However continual training and development is a key part of every employee retention strategy, and we find that talented candidates who look for new ServiceNow roles often cite a desire to develop themselves and their career further as a reason for leaving.

No one wants to be stuck in a role where they feel as though progression is an unlikely possibility.

So invest in training and development for your team – it can be anything from personal development training to allowing them time to learn new ServiceNow skills.

  • Demonstrate Excellent Values and Ethics

The most desirable ServiceNow employees are looking for employers with impressive values and ethics.

We are all thinking much more about what is really important to us, and working for a company they believe in is high on every ServiceNow employee’s list of priorities.  

ServiceNow employees are more empowered than ever, with social media and online review culture creating an environment where the need to be honest and transparent is more crucial than ever.

How active is your company at demonstrating your values and ethics? Do you champion diversity and inclusion? Are you financially transparent?

Fail to demonstrate excellent values, and you risk losing your employees to a more ethical company.

  • Give Employees a Purpose

It is not enough to give employees a fair remuneration package – employees are increasingly looking for a greater sense of purpose in their work. 

The best way to find out if your employees feel a sense of meaning and purpose in their work is to talk to them.

Ask them what is important to them in their roles, and make any alterations you can to help them feel a greater sense of purpose. This could involve introducing tools to make their jobs easier, and thus, more valued, or working together to improve your products or services to give greater customer satisfaction. 

And create a mission statement which helps employees to understand how their work positively impacts the world. 

  • Enhance Your Employer Brand 

Your employer brand is the thread that links employees to the organisation – all employees want to work for a company with which they feel aligned.

Look closely at what your competitors are doing – if you slip in terms of promoting and maintaining an excellent employer brand, this allows employees to look elsewhere and be tempted to leave to work for a brand with a better reputation and culture.

Your digital footprint is key to creating a strong employer brand which your employees will feel proud to be a part of.

Think about what you post and how often. ServiceNow employees like to see that their employer is actively engaged in current ServiceNow topics, is invested in the wellbeing of the team and is a transparent and communicative employer.

Get your employees involved in team-strengthening events, and use your social media to champion your current employees – celebrate birthdays, life events and little wins within the organisation. 

And finally, let’s look at how a great recruitment strategy is always essential when it comes to employee retention.  

  • Get Your Recruitment Strategy Right 

Employee retention all starts with your recruitment process.

When you start your ServiceNow employees off on the right foot with an excellent recruitment and onboarding process, this sets the tone for a mutually beneficial employer-employee relationship.

Onboarding is part of the recruitment process, and yet many ServiceNow employers believe that recruitment stops the moment the candidate accepts the job offer. 

Invest in your recruitment and onboarding process, and you will start to see a higher rate of employee retention. 

Finally

A certain amount of staff turnover is unavoidable.

But follow the steps in this guide to improve unnecessary employee turnover in your ServiceNow organisation. 

It’s never easy to lose a great employee, but when you work with a specialist ServiceNow recruiter, they can help you create the right recruitment and onboarding process to ensure your retention rates remain high, increasing employee engagement and lowering your overall costs of recruitment. 

 

To find out how we can help you find your next ServiceNow talent, get in touch with us at +44 (0) 2381 542542 or email us here.

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

 

How to Build the Ultimate ServiceNow Personal Brand

Posted on by Thmida Miah

How to Build the Ultimate ServiceNow Personal Brand Linking Humans

A strong brand is more than something a growing company needs to build. 

Personal branding is increasingly important in today’s constantly connected world as the ServiceNow recruitment process evolves. Around 70% of employers screen candidates by checking their social media presence. Moreover, countless hiring managers and recruitment agencies will assess your online presence before providing a job offer.

Cultivating a successful personal brand is how you ensure you’re sending the right impression to future employers and recruitment agencies. 

Used correctly, your brand will augment your CV, cover letter, and job applications to demonstrate why you’re the perfect person for your ideal role. 

The question is, how do you build a great personal brand?

Step 1: Identify your Branding Goals

First, it’s important to determine what you want to achieve with your brand. A good personal brand should define who you are to the world, highlighting your unique combination of values, skills, and experiences. How you present and edit your brand will determine how potential employers perceive you.

With this in mind, ask yourself what kind of image you want to create. Think about:

  • Values: What kind of unique values, strengths and perspectives can you bring to the ServiceNow industry? How would an employer identify you as perfect for their company culture?
  • Skills: What are your technical ServiceNow skills and what kind of experience do you have putting them to the test? Do you have any certifications or accreditation?
  • Personality: What kind of person do you want people to see you as? Are you detail-oriented, creative, passionate, or supportive? 

A good way to define the kind of brand you’ll need to build is to look at the kind of personality traits, skills, and values mentioned in job descriptions for the kind of role you want to earn. 

Step 2: Audit Your Existing Narrative

Once you know what you want your brand to look like, it’s worth looking at the impression you’re already giving in the ServiceNow space. In today’s digitally connected world, virtually every employee will already have a personal brand. 

You can get a good idea of the perception you’re building by examining your social media pages, and asking yourself what kind of impression you give when sharing content online. It’s also worth looking at the connections you have to other people in your industry, and how your associations might help people to understand who you are. 

Check everything from your LinkedIn page to your online portfolio to make sure you’re making the right impression. If you’re not, work on removing anything which goes against the personal brand you’re trying to build, even if this means making some social channels “private”.

Step 3: Create Your Personal Pitch

A good view of your existing reputation and the personal brand you want to create should help you to make a start on your personal pitch. This is essentially the “elevator pitch” you give to sell yourself to colleagues, employers, and hiring professionals. 

Your personal pitch should outline your specific value in the ServiceNow space and what you have to offer quickly and concisely. It should consider both your past experiences and the future you’re aiming for. 

For instance, if you’ve spent years as a ServiceNow Business Analyst but want to become a ServiceNow Engagement Manager, you can show people how your experience in workshops helped you develop the people skills you need to connect with customers and manage projects. 

Once you have your pitch, you can also use it to guide the content you share online and how you present yourself to others. For instance, whenever you post something on LinkedIn, ask yourself, “Would the person I’m pitching to also share this?”.

Step 4: Develop Your Presence and Network

Your personal pitch and the view of the kind of impression you want to send in your ServiceNow space will help you to think about where you can develop your existing online presence and identity. Ask yourself whether you’re already active on all the forums and platforms where an employer might look for you, including industry forums and social media sites. 

Look at how active you are on these platforms too. Sharing content regularly will help you to strengthen your position as a thought leader and demonstrate your unique personality. 

While you’re working on your digital presence, think about how you can also expand your network. Sharing content should help you attract the attention of other leaders in your space, but don’t be afraid to reach out over social media and connect with people too. 

A strong network helps to give credibility to the brand you’re building, and it could open the door to new opportunities. 

Step 5: Work on Increasing your Value

A personal brand isn’t something you should create once and then never look at again. Like you, your personal brand is a dynamic, evolving thing. You’ll need to make sure you’re constantly working on ways to demonstrate your value through the image you create. 

To strengthen the impact of your brand:

  • Commit to constant learning: Work on regularly developing your knowledge in ServiceNow and gaining certifications to expand your skills to make yourself more appealing to employers.
  • Share content regularly: Build your social presence by regularly sharing content, connecting with others, and expanding your network. 
  • Work with the professionals: Speak to a specialist ServiceNow recruitment agency about the things the employers in your space are looking for and build your brand based on the information you get.

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

How to create an ATS Friendly CV?

Posted on by Thmida Miah

How to create an ATS Friendly CV? Linking Humans

How to create an ATS Friendly CV?

The first step in being recruited into a ServiceNow role is getting your customised CV before a hiring manager or recruiter. Unfortunately, this process isn’t always as simple as it seems.

As ServiceNow companies look for ways to simplify and digitise the hiring process, many are turning to technology for help. A.T.S. systems, or Applicant Tracking Systems, can help recruitment agencies and teams sort through the applications for each role. Unfortunately, 70% of job applications fail to pass the A.T.S. test. 

While an A.T.S. system can save a company a lot of time searching for the right talent, there are endless ways the technology can trip ServiceNow candidates up. 

Here are some of the best strategies to make your CV/resume A.T.S. friendly.

1. Choose the Right CV format

Formatting is one of the most important factors in ensuring your CV is ATS-friendly. Your information needs to be well-organised and easy for the technology to scan through. 

Reverse chronological is the most commonly recommended formatting option for most C.V.s. This is the go-to for most ServiceNow recruiters, as it places the most important information (your ServiceNow work experience) at the top of the page. 

Reverse chronological formatting also ensures the most relevant and recent information appears on your CV before anything else. 

2. Find the Right File Type

The file type is the document you use to send your CV to a ServiceNow or recruitment company. When applying for a role, you might see requests for specific file types on the job description. Usually, the versatile option is the PDF, as it can be read by most A.T.S. software.

PDF files are excellent for maintaining the formatting and design of your CV/resume. However, some older applicant tracking models cannot read PDFs. In this case, your would-be employer might ask you to submit a .doc file. 

Make sure you read the instructions carefully to ensure you’re using the right file type.

3. Use a Simple Layout

Simplicity is often important for any CV, particularly in the ServiceNow environment, where business hiring managers and recruiters spend hours going through hundreds or even thousands of applications. 

A simple CV layout will be easy to read, with bulleted lists highlighting your achievements. 

Avoid using complex graphics or extra formatting to make your CV look more impressive. Fancy templates can be scrambled by the A.T.S. technology, which may make your CV harder to read and even get your application thrown out by the system.

There are special A.T.S. templates available online if you’re stuck. 

4. Use Keywords

Excellent CVs/resumes and cover letters for any ServiceNow role should be tailored to suit the position’s specific requirements. Ensure you look for important keywords listed in the job description that the A.T.S. software might be looking for in your application. 

For instance, skills related to a specific role are often one of the first things your A.T.S. will look for. If you need a certain certification or degree to be suitable for a certain role, include those words on your CV. 

It’s also worth using plenty of action words in your resume because this helps to highlight things you’ve accomplished. Try terms like “created” or “solved”. 

Don’t just throw keywords in at random, though; remember to ensure the terms you use make sense in the context of the application. Remember: A human will still read your CV after the A.T.S.

5. Don’t Apply for Too Many Roles At Once

A.T.S. tools are designed to find the best possible person for each role. With that in mind, it’s worth thinking carefully about whether you’re the right individual for the position you’re applying for. If you don’t have any of the skills the company is asking for in a job description, you’re not going to pass the A.T.S. test. 

Similarly, applying for multiple jobs with the same company could lead to the technology labelling your application as spam. 

Even if you get through to the human review stage with one or two applications, sending too many job applications to the same ServiceNow company can make you look like you’re desperate for any role rather than applying for the right position.

6. Don’t Game the System

As A.T.S. systems become increasingly popular worldwide, there has been an increase in people attempting to “game the system” or find ways to outsmart the technology. 

Although you might be able to find a handful of articles and guides telling you how to improve your chances of getting through any screening process, tricking the system won’t work long-term. 

Even if you did manage to convince the A.T.S. to send your application to the next level by copy-pasting keywords from the job description into your CV, this wouldn’t get you anywhere when a human reviewed your application.

7. Don’t Just Design for Robots

Finally, it’s easy to get caught up with the complexity of keeping track of everything you need to do to make your CV technology-friendly. In some cases, you might get so focused on designing for the A.T.S. that you forget about the importance of designing for people.

Ultimately, the A.T.S. is just the first stage of the filtering process for applicants in most hiring and recruitment strategies. This means while you need to make your CV easy enough for the robots to leverage and read, you also need to ensure it’s suitable for humans.

Read through everything when you’re done editing and make sure the content still flows naturally through the page. 

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

Is your ServiceNow Team Diverse Enough?

Posted on by Thmida Miah

Is your ServiceNow Team Diverse Enough? Linking Humans

Is your ServiceNow Team Diverse Enough?

Diversity and experiencing inclusion have never been more important to ServiceNow employees.

Now more than ever, the top talent in your industry wants to work with companies capable of offering diverse, flexible, and empathetic working environments. The concept of D.E.I. (Diversity, Equity, and Inclusion) is a major factor in determining which candidates are likely to apply for your new roles and whether your existing staff will stick around.

Research consistently demonstrates diverse companies are more innovative and creative because they allow for the melding of different perspectives. According to one McKinsey study, diverse teams are 35% more likely to achieve above-average financial returns for your organisation/company.

Unfortunately, although most ServiceNow employers are beginning to recognise the need for diversity, ensuring you have a process to embrace D.E.I. can be complex. It’s easy to fall into patterns with your hiring strategies that diminish diversity opportunities. 

So, what can you do?

1. Develop an Understanding of Diversity

First, build an understanding of what ServiceNow diversity means. For most companies, diversity starts with ensuring their team members include people from different genders, races, and religions. However, it’s important not to overlook other concepts like language and personality, sexual orientation, age, and disability.

Business leaders can often struggle with diversity when they’re unsure what it means. It’s difficult to be all-inclusive when you’re unsure what kind of hidden biases might influence your hiring and promotional decisions. 

If you are uncertain about your diversity process, there are online and offline training programs available to help business leaders and hiring managers question their thought processes and improve their understanding of diversity.

Expanding your education can also help you see how detrimental a lack of diversity can be. It doesn’t only damage business creativity but can also reduce employee engagement and lead to issues with internal conflict. 

2. Rethink Cultural Fit

The concept of “cultural fit” is referenced by many ServiceNow hiring managers when looking for new candidates to fill essential roles. Companies want candidates who will blend well with the existing employees in a team.

However, hiring for cultural fit can be a subjective process if you’re not careful. It’s easy to let your perspective of this concept lead you to hire only people from a certain personality group. While it’s important to ensure everyone in your team feels like a welcome part of the talent mix, it is crucial to allow different insights and perspectives from various backgrounds.

Rather than relying entirely on the somewhat intangible concept of cultural fit, try flipping the script and asking what each potential candidate might be able to add to your culture. Focus on hiring people with shared values and ethics rather than similar personalities.

3. Constantly Check for Bias

Bias can be a serious problem in many parts of the ServiceNow hiring landscape because it is often unconscious. Sometimes, we specifically find ourselves searching for a certain kind of person to fill a role because we’re trying to match a person who held the position previously.

Other times, we might be influenced by biases that we’re not aware of initially. For instance, you might decide to hire someone because you’ve been affected by what they’re wearing or how much you like their personality.

Though hiring bias is difficult to avoid completely, it’s something you can overcome with mindfulness and some helpful strategies. For instance, using competency-based interviews with standardised interview questions can be beneficial. 

4. Improve Your Recruiting Strategy

Recruitment is often part of building a diverse ServiceNow team that business leaders need the most help with. Ultimately, it’s hard to maintain a completely objective approach to finding candidates and working through potential options. 

Some of the ways you can adjust your recruitment plans for diversity include:

  • Updating job descriptions: Rethink the language you use when writing job descriptions, and avoid words with a specific gender appeal. 
  • Casting a wider net: Listing your jobs in more places and looking for candidates in a wider range of environments can help you attract a more diverse range of talented people. You could even consider looking for people in colleges and universities. 
  • Use technology: Technology like diversity recruiting software and A.I. tools to help sort through and shortlist clients can help businesses overcome several unconscious biases. 

The easiest way to improve your recruitment strategy is to work with a dedicated ServiceNow recruitment professional who understands your specific needs and can help to give you a more objective strategy for finding new talent. 

Many specialist recruiters like ourselves are trained in D.E.I. and proactively build diverse talent pools of ServiceNow candidates; if you want to find out more about how we can help you implement a D.E.I. hiring process, get in contact with us here.

5. Remember inclusion

Once you have implemented the process of recruiting diverse members of staff for your team, the next step is ensuring everyone feels equally included in your ServiceNow team. Being more diverse is an admirable ambition for any business, but it doesn’t work if some staff members feel more valued or “seen” than others. 

Work on building a more inclusive environment by regularly collecting feedback from all staff members. Your team can offer insights into whether you’re still showing any unconscious biases. 

It’s also helpful to look at your paths for career advancement in the business. What kind of steps do employees need to take to improve their chances of a promotion, and are certain team members more likely to be considered than others?

You can even look into building your diversity and inclusion committee, which can help collect insights from other staff members and solve issues. 

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

The Complete Guide to ServiceNow Onboarding

Posted on by Thmida Miah

The Complete Guide to ServiceNow Onboarding Linking Humans

The Complete Guide to ServiceNow Onboarding


A successful onboarding strategy could be the key to providing your new team member with all the support, guidance, and insights they need to thrive in your company. 

The ServiceNow landscape has changed drastically in the last couple of years. Job opportunities are becoming more flexible with the rise of remote or hybrid work and the four-day work week.

Even the way companies find and assess new candidates for roles has evolved, with an increasing number of virtual and video interviews. 

On top of all these changes, hiring managers and employers are also facing new challenges in employee retention, with the “Great Resignation” now causing significant talent turnover. 

In a skills-short ServiceNow environment, it’s important to ensure you’re taking every precaution to not only find the right new employee but also prepare them for long-term success. 

Here are the onboarding strategies you can use to empower your ServiceNow hires.

1. Start with Preboarding

Employee “preboarding” is essentially an introductory step before the more intensive onboarding process begins. Today, as the competition for ServiceNow talent continues to grow, talented candidates are increasingly looking to work with employers who make them feel valued. 

Just as your new team member will be working hard to prove you made the right choice by bringing them on board, you want to demonstrate they’ve made a good choice by deciding to work for you. An introduction email as soon as your candidate accepts your job offer can set you off on the right track. You can even use this email to give your new employee some useful information. 

Start by welcoming your candidate onto the team, and let them know the names of some of the people they will be working with. Next, include valuable information your employee might need, such as videos showcasing information about your brand identity. 

2. Adjust the Onboarding Process for Different Roles

Certain parts of the ServiceNow onboarding process will be the same for all employees. You’ll need to introduce every new team member to the company culture in your business and the kind of values you expect them to adhere to. However, this doesn’t mean an onboarding process should be entirely one-size-fits-all. 

Adjust the steps you take in the onboarding process based on your new employee’s needs. For instance, ask yourself what kind of software and tools the team member will be using from day one, and provide them with video guidance on setting up new accounts. 

Think about the specific members of staff your new employee is going to be working with, and arrange for a video or group meeting where you can all get to know each other in an informal and friendly setting. 

Creating a streamlined and personalised process for each employee will ensure your new candidates aren’t overwhelmed by information that may not be pertinent to them when starting their new role. 

3. Focus on Inclusion

The needs of today’s ServiceNow employees are beginning to change. While all team members want access to great development opportunities, a good salary, and fair benefits, they’re also looking for an immersive company culture and a sense of inclusion within their teams. 

Today, 64% of employees say diversity and inclusion is a crucial consideration in their decision to take a job offer. As soon as a new candidate agrees to join your team, start focusing on how you include them. 

Ask new hires about their preferred pronouns and names, and introduce them immediately to the people they will be working with. Allow your employees to sit in on video meetings even before their role officially starts if you’re not going to be sharing sensitive information, and add them to your group messaging boards.

Make sure every team member feels like a crucial part of the team, regardless of whether they’re working in the office, remotely, or on a hybrid schedule.

4. Build a Plan for Development

Great onboarding isn’t just about welcoming a new ServiceNow employee into your team and ensuring they have all the information they need about your business. You should also be looking for ways to build a foundation for a long professional relationship between your company and your hires.

Around 93% of employees say they would happily stay with a company for longer if they felt their managers were investing in their careers with training and development. During the onboarding process, you can begin helping your employee see a future with your brand by working on a professional development plan together.

Set up a one-on-one meeting where you discuss what the future might look like for your new team member and what kind of goals they’d like to achieve. Discuss how you can help your employee reach new heights in their career and what your training opportunities look like.

5. Collect Feedback Regularly

Finally, the only way to ensure your onboarding process is having the right impact on your ServiceNow employees is to ask them about it. Collecting feedback is an excellent way to determine whether you’re giving your new team members all the support and guidance they need. 

Ask your new hires what they feel you did well in the onboarding process and what they would like to change if given a chance. Pay attention to productivity levels after your employees start their new role, and look at how they might change when you add further steps to the onboarding process. 

The feedback you get should guide your future onboarding strategies, helping you build a more comprehensive experience for every new hire. 

Great Onboarding Starts with the Right Hire

Remember, a great onboarding process can be a powerful tool, capable of improving new hire retention by around 82%. However, excellent onboarding processes will always start with the right hiring decisions. Improve your chances of bringing the right people on board by working with a specialist ServiceNow recruitment team like Linking Humans. 

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

Should I Accept a Counter Offer?

Posted on by Thmida Miah

Should I Accept a Counter Offer? 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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

Interviewing Techniques for ServiceNow Hiring Managers

Posted on by Dan Wells

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

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.

Want our latest blogs delivered straight to your inbox? Just enter your details below.

Sign up to receive our latest blogs

Name(Required)
What type of blogs are you interested in? (Please tick all that apply)(Required)
Privacy policy.
This field is for validation purposes and should be left unchanged.

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