How to Hire a Salesforce Team 

Find out how to hire a Salesforce Team to set you up for success in this weeks blog. Managing Salesforce is a team effort which involves participation from senior management, to the Salesforce technical team to the Salesforce champions within the departments. Over the next four weeks we are going to walk you through how to set up a Salesforce team for success so you Salesforce org is governed and managed effectively. 

To get a weekly notification of the up coming blog series, sign up to our Boost your Salesforce Career Bulletin.

Part 1 – How to establish a Salesforce Center of Excellence
Part 2 – How to hire a Salesforce Team
Part 3 – How to identify and upskill Salesforce Champions
Part 4 – How to set up a Salesforce Team with Roles and Responsibilities 

How to Hire a Salesforce Team

Find out what roles you might need, how to attract talent and how to interview talent with top tips from our Supermums Recruitment team.

Typical Job roles 

Here are some of the common job roles, which quite often have a range of job titles. 

• A Business Analyst focusses on asking questions, listening to the needs of people, and gathering requirements. 
• The Salesforce Architect will focus on designing the solution to meet these needs. 
• The Salesforce Admin gets busy building the system with clicks.
• A Salesforce Developer advances the build with more technical skills. 
• The Project Manager liaises with the different parties and making sure all of the different team members work together to keep things on time and budget.
• The Salesforce Consultant can be a hybrid of these roles – playing all of a one of these roles.
• A Change Management Consultant will be responsible for managing the communication plan of the why, what, when and how of the project

How to Interview

Before you go to market to see what candidates are available consider how you will assess the skills of any candidates. If you have someone already. in post with Salesforce knowledge do not hesitate to ask, as they will be able to provide some detailed information. If you are still going through the implementation with a Salesforce Consultancy, they should also be able to offer some structure to the interview process. If you are working with a recruiter to find you the right talent, then they too should be able to offer an insight into how to get the best from the interview process.

Its usual for the interview process to have more than one stage. The first interview is usually a ‘get to know you’ opportunity and a chance to discuss the candidate’s background, ambitions, and experience. The second interview is often a more technical based interview, usually a technical assessment or a review of a case study. The technical interview gives you as the hirer the opportunity to ensure that the candidate has the practical skills to find a solution to a problem, and also the communication skills to effectively give feedback.

If you work with a recruiter, such as Supermums Consulting they can help before and during the process. All our candidates are screened before we present their details to a client. We are able to check on the certifications and because we only operate in the Salesforce ecosystem our consultants understand each Salesforce role and can effectively question to gain the best overview of a candidate’s understanding. It’s not just about the technical skills for us though, it is also important to understand the motivations as to why a candidate is looking, what their short- and long-term ambitions are. It’s also important to understand the type of organization culture a candidate is looking for, so we can match the job role, skills set, and culture fit. That way you are likely to get a candidate that will stay with you for much longer.

How to Sell your Organisation

In the current market it’s important to consider that an interview is a two-way process; – your chance as the hirer to establish more about the candidate, but also for the candidate to establish more about the role and organization. Salesforce talent is hard to come by, and it is not unusual for a candidate to have 3 or 4 other job opportunities and interviews on the go at any one time. Therefore, it is important to establish how you will promote your own organization to make it stand out from the crowd.

Here are some of the unique selling points that would stand out to a candidate:

• Is it a Greenfield Site Implementation – this means it is implementing a brand-new Salesforce instance.
• Award Winning Organisation – Has the company won awards for employee management, innovation, customer service etc. 
• Global Enterprise Leader – Is it a FTSE corporate brand with ambitious Salesforce projects.
• High Growth Company – Does the company have ambitious growth plans to scale globally. 
• Specialist Niche – Is the company a specialist in its niche product or industry that could attract someone who is keen to specialise. 
• Mission Led – Is it a non-profit or mission led company that gives back to causes. 
• Benefits Driven – Does the company offer great benefits, pay, flexibility?
• CRM Roadmap – Is there an existing road map for the company in terms of implanting different Salesforce products or third-party apps that will broaden someone’s portfolio and resume.

This series of content is taken from extracts of the new and upcoming book, “How to be a Super Salesforce Consultant – The A to Z Guide of How to lead a Salesforce Project”

To stay up to date with release dates, special offers and secret chapters that you can unlock, join the VIP Waiting List.

Come along to our Salesforce Awesome Admin Experience Week

To learn more about ‘How to Form a Salesforce Team’, join our Awesome Admin Experience Week from 17 – 20 July.

It’s fully virtual, packed full of tips and advice from Supermums CEO and Salesforce Partners, and you can also benefit from a FREE Action Plan Download on the 4 Roles and 40 Tasks of a Salesforce Administrator.