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Interviewing Techniques for ServiceNow Hiring Managers

Interviewing Techniques for ServiceNow Hiring Managers Linking Humans

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

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

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

1. Know Your Interview Options

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

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

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

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

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

2. Avoid Inappropriate Questions

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

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

3. Interview Style and Format

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

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

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

4. Standardise Your Interview Questions

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

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

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

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

5. Make Notes and Follow Up

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

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

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

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

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

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

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

Updating your ServiceNow hiring strategy for 2024

Updating your ServiceNow hiring strategy for 2024 Linking Humans

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

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

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

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

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

 

1. What do ServiceNow candidates want?

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

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

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

 

2. Should I use a  Specialist ServiceNow Recruiter?

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

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

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

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

3. Does my Employer Brand Stand out?

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

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

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

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

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

4. Upgrading the Candidate Journey

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

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

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

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

5. Planning a Comprehensive Recruitment Strategy

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

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

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

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

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

Are You Still in Love With Your ServiceNow Company?

Are You Still in Love With Your ServiceNow Company? Linking Humans

Here’s how you can figure out whether your love affair with your company is still strong or the flames are burning out, and it might be time to move to new pastures and find a new ServiceNow Job.

 

Find a job doing what you love, and you’ll never work a day in your life.

It’s a common motivational saying, but what does it really mean to “love” your ServiceNow company? Do people who love their jobs never wish they were relaxing at home instead of tackling challenging tasks? Are people who love their ServiceNow company less likely to procrastinate, daydream or have difficult days? Not necessarily.

Every position, even the ideal ones, come with a few pesky tasks you’d probably rather avoid. Loving your ServiceNow role doesn’t have to mean that you’d rather spend more time in the office than you do at home.

It simply means that you’re passionate about what you do, engaged by your work, and committed to continuing your position with your chosen employer.

1.    What Motivates You to Keep Your ServiceNow Role?

If you truly love the company you’re working with, you should have motivations beyond simply earning a salary. If your answer to the question of “why do I have this job” is “I need to pay the bills”, then you’re working out of necessity, not love.

With this in mind, it’s worth looking at your motivations for maintaining this specific ServiceNow role. Do you share the same values and visions as the company? Do you feel like you get a meaningful sense of purpose from your current job, and does working within the position make you feel fulfilled?

Do you enjoy the challenges you face and actively have fun with the tasks you complete each day or are you simply checking items off a “to-do” list? If you can’t find any non-monetary sources of motivation, it might be worth speaking to your ServiceNow recruitment company to find a better role. After all, endless alternatives exist for the right talented professional.

2.    Do you love the job but not the company?

When you look ahead and attempt to visualise the future of your career, what do you see? When you’re planning the next stages of your ServiceNow journey, can you see yourself working with the same business, just in a higher position with more responsibilities? Are you actively excited about growing and developing your career with this business?

Alternatively, do you see your future taking you in a different direction? You might be thinking of moving from a ServiceNow Partner to a user of ServiceNow. Even if you enjoy your role now, you might feel there are no real progression opportunities in your current workplace that can help you progress towards your professional goals.

If this is the case, it might be worth asking whether your love for your current role is really enough. Just because you adore your job doesn’t mean you’re going to be able to pursue a future with the same business. Sometimes, to take your career to the next level, you must consider pursuing other opportunities.

3.    Does Your Company Love You Back?

Any good relationship is a two-way street. You can dedicate all your time, creativity, and passion to a ServiceNow role, but if your company doesn’t show you any love in return, the relationship will quickly turn sour.

Ask yourself how you demonstrate your commitment to your role and how your employer and the larger company support you in return. What kind of company culture is the business building, and how does it commit to making you feel like part of an inclusive team?

How frequently do your managers or team leaders share feedback with you through guidance and recognition? How often does your hard work go unnoticed?

If your company isn’t dedicated to making you feel like a valuable team member, then there’s a good chance your feelings for it will begin to disintegrate over time.

4.    Is Your Company Invested in You?

If you’re passionate about your ServiceNow role, you likely devote much of your time and energy to your tasks. You might go above and beyond to ensure you’re always delivering the best results on projects and constantly commit to expanding your knowledge with external forms of education.

The more invested you are in your company, the more you’ll help it grow and thrive. But how invested is your company in you? Does your manager regularly discuss your goals and help you develop plans for the next step in your career?

Do you have access to various learning and development opportunities within the business? Or are you the sole person responsible for expanding your skills and talents? A company committed to nurturing the relationship between the business and its employees will consistently invest in its staff. Your feelings might change if you feel like your company isn’t helping you grow.

Is the Love Still There?

Over time, your love for your ServiceNow company will either flourish or wilt depending on your experiences in your role; and if your employer and the business you work with is invested in you, committed to helping you grow, and aligned with your personal values. In that case, you might be at the beginning of a fantastic professional love affair.

On the other hand, you might discover that over time, your love of your company begins to dwindle. Loving your current job isn’t the same as loving the ServiceNow company. If you’re not passionate about growing with the brand, you can always look for other opportunities to find new love with a different organisation.

If your love for your ServiceNow company isn’t as strong as it once was, now could be the perfect time to start getting back on the playing field. Contact your recruitment agency and seek new opportunities aligned with your professional goals.

 

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.

5 Signs Your ServiceNow Consultant is Thinking About Leaving

5 Signs Your ServiceNow Consultant is Thinking About Leaving Linking Humans

It is critical to recognise the signs that your employee might be looking elsewhere. So in this post, we are going to share several signs to consider.

 

Securing the right talent for your ServiceNow team is the first stage of building a successful ServiceNow practice. Once you’ve attracted top-performing candidates to your workforce, you also need to ensure you’re taking steps to keep them around. 

In today’s skill-short landscape, employees have endless opportunities to switch between ServiceNow partners and End Users whenever they’re unsatisfied with their current employment. That means learning how to retain your top talent is more important than ever. 

Staff members can choose to leave a business for a variety of reasons. Sometimes, they feel they’re not getting enough satisfaction from their role, or they lose interest in the company’s vision for the future.

Other times, employees may feel they don’t thrive in their current position due to issues with colleagues or managers. 

While the cost of replacing a lost employee can be significant, it’s worth remembering that anywhere up to 75% of turnover can be avoided.

1. They’re Avoiding Long-Term Projects and Career Growth

When a ServiceNow employee decides they no longer want to work with a company, they often begin to reduce their involvement in long-term projects and strategies for development or growth. They stop envisioning a “future” with the business, which means they generally spend more of their time on short-term tasks and simply “checking boxes” on their to-do list.

When an employee who previously volunteered for various challenging projects no longer raises their hand in meetings or delegates long-term work to other employees. In that case, this could signify they’re not planning on being around for long.

Pay close attention to whether your staff members still invest in their future with the company by agreeing to learning and development opportunities or discussing goals during one-on-one meetings. If your employees no longer see a future with you, change their perspective by offering them insights into progression opportunities, they might miss out on if they leave.

2. They Show Visible Signs of Stress

The World Health Organisation says “burnout” is a significant occupational phenomenon that has increased dramatically in recent years. Burned-out and overwhelmed employees disengage from the workplace, show clear signs of exhaustion, and often look for alternative work opportunities. With this in mind, tracking your employee’s mental and physical health is important.

Pay attention to signs of exhaustion, like the heavy reliance on caffeine, yawning, or even a slower-than-usual pace in your team member’s workflow. 

The attitude of your ServiceNow employee might begin to change too. They may appear to be overwhelmingly negative towards other colleagues or attempt to isolate themselves from their peers, taking part in meetings less than usual. In some cases, they could even become more argumentative or aggressive. If you notice signs of burnout, speak to your staff member about how you can help them manage their workload.

 

3. They’re Not as Creative or Intuitive as Usual

When employees decide to leave a ServiceNow practice, they stop actively contributing to its growth. You may notice some of your top performers who used to share ideas for development in previous meetings are now quieter when you’re asking for suggestions or advice. 

Rather than trying to solve problems with out-of-the-box ideas and collaboration, your team members may simply pass difficult tasks onto other employees. They could stop taking the initiative with their work and may focus on doing just the “bare minimum” to get by.

A ServiceNow Developer who’s occasionally quiet during business meetings isn’t necessarily a cause for alarm. However, if your team members seem to have lost their passion for helping the company grow, they may no longer feel inspired by your company’s mission or values. 

A good way to address this issue is to give your team members regular feedback and let them know how much you value their input. Employees are more likely to contribute when they feel recognised and rewarded for their hard work.

4. They Attend More ServiceNow Events

Networking is important in building a thriving career in ServiceNow. It’s not unusual for dedicated employees to attend a ServiceNow event such as a World Forum or Knowledge and connect with other experts on social media. However, there may be a problem if your team members focus more on external networking than on building internal relationships. 

If you notice your team members are disconnecting from their internal peers, failing to attend meetings, or spending less time chatting with colleagues, check out their external networking efforts. If they’re heavily invested in adding new connections on LinkedIn and improving their personal brand, this could be a sign they’re looking for a way to branch into new opportunities. 

There are a few ways managers and supervisors can tackle this issue. Preventing staff from building external connections isn’t an option, but you can encourage your team to bond with their colleagues through team-building exercises and more consistent internal communication.

5. Their Performance Begins to Suffer

For ServiceNow employees to thrive in their role, they need to do a lot more than just show up and follow the instructions given by a manager. The best staff members are constantly pushing themselves to be their best. However, if your employee is disengaged and disinterested in their work, you may begin to notice performance issues. 

You might be able to notice more errors in their work, which they never used to make before. Or perhaps your customers are providing negative feedback concerning a specific employee’s behaviour. Other colleagues may even complain that one team member is no longer pulling their weight around the office. 

If your staff member is no longer reaching their targets or making the right amount of effort, the first step shouldn’t always be to engage in disciplinary action. Speak to your team members and discover what’s happening behind the scenes.

Don’t Lose Your Top Performers

In today’s changing ServiceNow landscape, issues like disengagement, burnout, and even “quiet quitting” are becoming increasingly common. Fortunately, if you can recognise these signs ahead of time, there are still things you can do to re-ignite your staff’s passion for your company and prevent them from seeking other employment options. 

Pay attention to your top performers, and make sure you’re not actively pushing them away. 

 

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 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.

Mastering the ServiceNow Interview: Avoiding 6 Common Mistakes

Mastering the ServiceNow Interview: Avoiding 6 Common Mistakes Linking Humans
ServiceNow Interview tips do’s and don’ts

ServiceNow interviews can be nerve-wracking at the best of times. Suppose you’re applying for an amazing new job opportunity. In that case, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel. 

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role. 

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared. 

So here are some interview tips to avoid the most common interview mistakes you should always avoid.

1.  Not Being Prepared

Perhaps the biggest cardinal sin any ServiceNow candidate can commit is failing to prepare fully for the interview. Before you go into your interview, you should always research the company thoroughly. 

Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you. 

Study the company’s website to get a feel for their culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your ServiceNow recruitment company for advice.

2.  Dressing Inappropriately

Times have changed, though not that much, that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the company is generally more “laid back” about dress codes, dress professionally. 

You don’t necessarily need to wear a suit for every interview, but you should focus on professional dress. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking this interview seriously.

3.  Talking About the Wrong Things

For a hiring manager in the ServiceNow industry, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the company’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business. 

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either. 

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty. 

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4.  Not Being Punctual

A well-known quote says, ‘The way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse. 

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV/resume and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call the interviewing manager or your recruiter to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Communication is up to 55% non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role. 

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting. 

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6.  Not Listening Properly

Employers want their ServiceNow employees to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus. 

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

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.

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

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

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

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

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

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

1. Assess Your Company Culture

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

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

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

2. Refine Your EVP

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

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

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

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

3. Focus on Empathy and Flexibility

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

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

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

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

4. Demonstrate Opportunities for Growth

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

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

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

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

5. Work with a Specialist Recruiter

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

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

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

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

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

Top tips for Moving into your first ServiceNow Management Position

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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