Glocomms

1. ALIGN EXPECTATIONS Tell your talent partner what you want. At Glocomms we often say that the close is at the start – in other words we manage tech professionals expectations from the very beginning and make sure they align with the role, which is why it is really important businesses know what they want. ​2. THE NEED FOR SPEED Don’t drag your heels - Top talent simply won’t wait around. Cut out inefficiencies, include putting hiring managers and HR in one round to decrease the number of interviews for example, and streamline processes to free up time and space to measure personal fit. ​3. IT’S ALL ABOUT RELATIONSHIPS Being able to access and communicate with hiring managers from the very start makes such a difference because it is a great way to show those interviewing what the culture and team are really like. Be transparent, be human, and demonstrate what positive relationships look like. 5. DISCOVERY TIME A discovery call, or a live role play often allows organisations to really ...

The continued Covid-19 pandemic has ushered in the largest  working-from-home population  in human history alongside a period of  great economic uncertainty.  In the technology sector, quarantines are causing labor shortages and impacting manufacturing capacity. Some companies, including providers of digital banking, logistics, video conferencing, or cloud software, are of course seeing the benefits of the current climate. More than ever they are in  need of business-critical talent   to deliver a reliable service to new and existing clients or to lead them through this challenging period. Some are scaling up their contingent workforce to deal with increased demand. Others are restructuring their teams in anticipation of a downturn. Many tech professionals, therefore, have been placed on furlough or had their projects stalled. Coupled with  economic uncertainty,  some tech professionals are seeking advice on  how to demonstrate their value du...

  The global tech sector is one of the fastest-growing sectors and candidates with technical skills are in high demand. This means many candidates who are seeking a technology role hold a good position when it comes to considering a job offer. Many tech companies poach valuable candidates with large salaries and flashy company benefits, but there is more to think about when you receive a job offer. Compensation matters, but it shouldn’t be the only motivation for saying ‘yes’ to a lucrative job offer. A great wage may not be worth a toxic company culture, working under a bad manager or being stuck in a role with no career advancement. This article shows candidates how to look at their entire job offer and make an informed and intelligent choice when deciding if a job offer is worth taking.

  The technology sector covers a range of skills and abilities which are in high demand, and the consistent rise of emerging technologies means as an employer, it is important to retain those employees who are harder to come by when hiring. However, in the busy tech labor market, you are also more likely to encounter skilled employees who will resign from their position for more senior or lucrative offers from competitors. High performers are in demand in the tech sector, and it will be tempting to offer counter-offers of a wage increase to those who are planning to leave. However, counter-offers are simply a quick fix solution to the underlying issues which made your employee hand in their resignation in the first place. This article covers the main reasons why counter-offers are ultimately a waste of time and money, and why it pays to instead let your employee walk away and not get involved in negotiations which won’t help your company in the long-term.

  Hiring managers, you put a lot of time and effort into  securing a business-critical hire for your technology team . Amid current uncertainty in the US, you have decided to onboard a new employee remotely rather than risk them finding another role with a competitor. How can you ensure they have a positive experience of your company and help them transition back to the office when everything returns to business-as-usual? We have put together this guide on  how to onboard employees remotely  to help you organize and plan a comprehensive onboarding program. From discussing a checklist of first-day activities, to helping your new employee integrate into the team culture virtually, the guide can help bridge social distance in the onboarding process. This guide includes: Actionable advice on best practices for onboarding How to build a company culture remotely How to transition a new hire back to the office

  The continued Covid-19 pandemic has ushered in the largest  working-from-home population  in human history alongside a period of  great economic uncertainty.  In the technology sector, quarantines are causing labor shortages and impacting manufacturing capacity. Some companies, including providers of digital banking, logistics, video conferencing, or cloud software, are of course seeing the benefits of the current climate. More than ever they are in  need of business-critical talent   to deliver a reliable service to new and existing clients or to lead them through this challenging period. Some are scaling up their contingent workforce to deal with increased demand. Others are restructuring their teams in anticipation of a downturn. Many tech professionals, therefore, have been placed on furlough or had their projects stalled. Coupled with  economic uncertainty,  some tech professionals are seeking advice on  how to demonstrate their v...