5 ways we help you hire the best talent! #4 is my personal favorite!

 

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  1. Crowdsourcing

Having built a tight community of global freelance recruiters over the past year or so leads to a ‘no brainer’ for us – leveraging the power of crowdsourcing talent from diverse recruiters all over the world. Why does it work? What’s the magic?

Well besides the obvious ‘two heads are better than one’, diverse inputs drive superior solutions! We use smart dispatching of our jobs to ensure that we have recruiters from every part of the globe sourcing for your new talent.

  1. Domain Experts

With a combination of recruiters & domain experts, we’re a solid choice to help you hire the best! Domain experts help filter through the crowdsourced profiles to select only the top-tier prospective candidates.

It’s one thing to get the requirements right but it’s even better when you have an expert with several years of experience within that domain filtering your possible candidates.

  1. Technology with a ‘human touch’

Visage- an online hiring platform to put simply. But we have mastered the art of the perfect combination of AI and ‘the human touch’

Your entire recruitment experience is fast, online and high quality. You can trust us to be there every step of the process.

  1. Diversity

A diverse workplace supports greater creativity, productivity, and innovation. This is why diversity is important for businesses.

Our growing community of international recruiters allows for a greater and more diverse reach of potential candidates to create a strong pipeline with underrepresented groups based on gender, ethnicity and veteran statuses.

The role of successful employers is to be inclusive. The role of Visage is to provide the diverse pipeline!

  1. A kick ass team!

Not only do we promote diversity in your workplace but also in our workplace. As a diverse team, we are driven and steered in the right direction for success. Building your team for success is the first step to ensuring your clients are successful. We promote our team members to grow and experiment and discover their passion. This leads to a team dedicated to finding you your next team member.

Jeanita Artz – Crossfit Ninja and Product Queen

Confessions of a Customer Success Manager

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As Customer Success Manager for Visage, my main objective everyday used to be: Make sure every client is happy at the end of the day, eager to come back and spend more. Simple right? Well it’s not really that simple.

As I have grown into my role, I have learnt that CSM involves a variety of processes but most importantly, it involves forward thinking – prevention is better than intervention! This is my main objective everyday now.

This means it is not necessarily the client that you are focusing on everyday, but rather the processes of the company and product that facilitate client engagement and experience. Be curious – test and track everything!

Recently, I have learnt that there are 3 main areas to work on:

  1. Success and Product Value:

As a company and team you need to clearly define, understand and promote what success is for the client. Do not be afraid to remind your clients what you promised and delivered. This is a vital step (and often completely missed). Reinforce your value: go back and tell your client what you promised, what you delivered and the value you provided. This is where we lost the mark – we did not even know ourselves what success for the client should be. This isn’t a bad thing, as long as you can recognize that and correct it.

  1. Effective Client Mechanisms:

CSM requires you to constantly learn and to put yourself in the client’s position. A client is 85% less likely to return if they need to provide a lot of effort for the service! To relate this to recruitment and our product – we aim to remove the pain of cost, time and effort, so why implement a long and drawn out feedback process for your clients that you are trying to save time on in the first place? This was our major downfall. We expected our clients to constantly critique each candidate along the way. You need to bring out your innovative side and think about a process that requires little effort but is still effective for you to provide what you promised.

  1. The Team:

A very important and surprising lesson I learnt recently is that CSM is not my job, but rather the entire team’s. It’s an operating system! As Customer Success Manager, you need to ensure your entire team is aligned and synced on every aspect of the product and process. Every team member is accountable for CSM, from the CEO and CTO to each freelance recruiter we have. Involve each team member in your ideas and the progress of each client – you will be pleasantly surprised at the input and value each one can add to the ultimate end goal – a happy and returning customer!

Overall, as a Customer Success Manager I encourage myself everyday to step out of my comfort zone and to take on functional roles that drive and deliver high product value. In fact, this blog post was one of my biggest challenges!

Jeanita Artz – Physical therapist turned start-up enthusiast and Customer Success Champ! Crossfit addict and a great cook.

 

 

 

Job-hopping; is it the new normal?

overcoming-job-hoppingJob hopping; what are our thoughts?  Well, quite honestly, it used to be something that would raise a red flag on your CV. However, recently we’ve learned that it’s not so uncommon or frowned upon anymore; and we’ve got our hands in 2 very different markets!

So, what are the reasons that loyalty behaviour is shifting?  It could be the dramatic increase in start-ups. They either win or fail right, and evidently- so do their employees- right?  So, we decided to have a look and find out factors are making this the new normal.

Money: people say you should never make a decision based on money alone, but if you’re chasing a quick bump up; some may think a job change is the way to do it.  In our opinion, culture and work environment should be given more priority.

Career growth: a lot of people are driven by development and seek roles that will provide them that opportunity.  Many companies struggle to communicate development plans effectively.  That’s not to say they don’t exist, but it does mean that if you don’t convey the importance of career growth to employees, some may jump the gun and leave.

Candidates want to be as fast-paced and adaptable as the industry they work in.  If things are ever changing and evolving, employees feel they want to move on to bigger and better.

We are an ‘impatient generation’.  Staying with a particular company for your whole career is not something you see much of anymore.  People have become impatient and want to see a faster return on the investment of their time- which is not necessarily a good thing.

We’re not advocating job-hopping, nor are we saying that it’s completely disappeared as something recruiters look out for.  We’re just saying that if you’re contemplating a job change, make sure it’s for the right reasons.  Consider culture, your peers, the leadership team, the opportunity for you to learn and whether or not you believe in their product.