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Salesforce Recruitment Tactics Must Include This

When approaching Salesforce recruitment and staffing, it is critical for organizations to understand Salesforce technologists are in extremely high demand.  As such, companies recruiting and hiring Salesforce Administrators and Salesforce Developers must offer key benefits and perks to attract and retain top talent amongst the limited pool of Trailblazers.

Salesforce Recruiters Face Stiff Competition for Talent

More than 4 million jobs require Salesforce skills across nearly 150,000 companies that use Salesforce.  In fact, currently more than 80,000 domestic Salesforce jobs are posted on Indeed.com.  A recent IDC report forecasts the Salesforce ecosystem will generate 9 million new jobs by 2026, dramatically increasing the Salesforce Ohana.

Salesforce Recruitment Strategies That Attract Top Talent

With high demand for their talent, top Salesforce Trailblazers are approached often by recruiters. So, to stand out, employers must offer the benefits and perks expected by the Salesforce community, which range from compensation but also include work-life arrangements. Some key expectations include:

  • Competitive Compensation
  • Flexible Work Environment
  • Unlimited Vacation
  • Career Growth

Salesforce Talent Expect Competitive Compensation

While it may not be the only thing recruits looks for, compensation does still remain a top desired factor they seek in new employment. Salesforce technologists know their skills are in high demand and expect to be compensated appropriately.

Consider this, the market compensation is 20-30% higher for a technologist that has significant Salesforce experience and/or certifications.

As such, Salesforce recruiters must ensure their compensation packages are in-line.

Salesforce Technologists Want Flexible Working Environments

Salesforce workers and other technologists choose cloud based careers because they know they can be successful working from anywhere; such as, at home, in the office, or at the coffee shop.

The Covid-19 pandemic gave rise to remote working in many career fields across the world.  Even so, prior to the pandemic, technology based jobs often offered this highly desired perk.  Therefore, top talent will require some level of flexibility to complete their jobs.  Flexible work environments can include:

  • Work from Home – where employees work 100% of their time in their home office
  • Hybrid Office and Home – where employees work a certain percentage of time in the office and the balance in their home office

Salesforce Talent Seek Unlimited Vacation and Flexible Hours

Valued Salesforce employees believe their value shines via their work output — not by the specific hours they work.

They know they bring value to the organization by completing projects for the company and its customers. To this end, they are looking for employers who place trust in the them to get the job done and done well. 

Trailblazers don’t want to work rigid 9-5 hours when they know they can complete projects on-time and on their own schedule.

Similarly, they’re seeking more than a standard 2-week vacation.  Given the remote nature of their work, they want unlimited vacation – again expecting their employer to acknowledge them as a valued employee and to trust them to complete their work.

Salesforce Technologists Seek Career Growth

Recruiters and employers must offer continued opportunity for career growth to retain, attract and hire Salesforce Administrators, Salesforce Developers and Salesforce Consultants.

Great employees want to advance in their career as they prove their worth.  

Most employers identify their top contributors and reward them with fantastic career growth opportunities.

However, some employers hope to maintain great work by keeping top workers in the same role far too long. While this might seem a good strategy, employees will eventually feel pigeon-holed and seek employment elsewhere as they feel their career has stagnated. As a result, they will find employment elsewhere where they can grow professionally.

Recruiters, employers and management must find ways to help top Salesforce talent prosper and grow; such as:

  • Job promotions
  • Assignments to exciting new projects or customers
  • Introduction to, and training in, new Salesforce products or other new technologies

Everything You Need to Know About Salesforce Recruitment

Learn more about how you can recruit and hire Salesforce Talent by attending our webinar on December 7, 2021 at 1pm Eastern / 10am Pacific.

In this free webinar, Haley Fountain, an expert in Salesforce talent recruitment will discuss each of these topics in greater detail; including:

  • Up to date salary ranges for professionals in the Salesforce space, including Salesforce Administrators, Business Analysts, Project Managers, Developers and Architects.
  • What things top talent are looking for in their next career move
  • Interview Strategies to help you attract (and retain) top talent
  • Solutions for augmenting your Salesforce work while you interview and seek new talent

Do you need help recruiting Salesforce Talent?

Stony Point can help.  As a leading Salesforce training and enablement partner, we also specialize in placing Salesforce talent.

We’re not a Staffing Vendor. We’re a Staffing Partner. Most of our Stony Point Staffing and Recruiting clients treat us like an extension of their own internal resourcing teams, using us to fill gaps and even for pre-sale assistance on occasion.

We have excellent people on our own team available for short- and long-term contracts. And since we’ve been training technologists and working collaboratively in the Salesforce partner ecosystem for years, we know a lot of experienced resources in addition to our own team.

Whether you need a Developer, Architect, or an Account Executive–a permanent hire or a contract position–we can help. We can staff candidates that fit your every need.

Kevin Robb

Kevin Robb

Kevin is an inspiring and motivating leader who builds and empowers respected teams to promote collaboration, ideation, problem solving and business execution.

He holds a diverse background marketing consumer packaged goods brands both within marketing agencies and branded manufacturing companies. Kevin has spent more than 25-years leading direct and cross-functional teams to deliver brand strategy, project management, analytic reporting, sales support and ROI targets. In addition, Kevin has developed and led organizations to adopt and implement corporate and enterprise level projects and strategy.

Kevin graduated from the University of Florida with a Bachelor of Science in Public Relations.

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