From sorting through resumes to scheduling interviews, learn how Cygni can help you meet most of your staffing needs.
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Consulting | Location : Montreal, QC (preferred) | Bilingual (English & French) | Employment Type: Contract | Minimum Experience: 5 Years
The Opportunity
The CygniSoft team is helping our clients grow! CygniSoft is looking for a motivated and forward-thinking Salesforce Manager to provide leadership and support to our client in Montreal. This individual will work in a fast-paced and creative environment, collaborating with the consulting team to provide services to clients across Canada. In particular, the Salesforce Manager position will be involved in projects that focus on Indigenous engagement, strategy, community, social (health and education), and natural resource development, as well as other emerging opportunities. The ideal candidate is a reliable self-starter with experience supporting multiple projects, the capacity to deliver high-quality work and build relationships with our clients.
Specific Duties
1. Participate in the full application life cycle from technical design to development, testing, and deployment using contemporary cloud based development tools
2. Interact directly with customer, project team, and other partners to ensure customer success
3. Design, develop and integrate Salesforce applications using modern web technologies
4. Develop proofs of concept (POC) as needed, integrating new components with back office systems during the design and requirements phase to evaluate products and integration strategies
5. Validate application code against unit tests, security tests, and profiling tools
6. Assist in identifying and resolving defects encountered during different stages of project delivery, including during the deployment and implementation of the solution in production environments
7. Produce project documentation, including functional and technical designs, and end-user guides
Key responsibilities
1. Work with the team on product architecture and drive the implementation
2. Build high quality, well-tested components with developer experience and customers in mind
3. Understand the existing architecture and make improvements to the new system
4. Manage your sprint work items
5. Author design docs and drive design reviews with the broader team
6. Other duties as assigned
Requirements and Deadline to Apply
Applications will be accepted on an ongoing basis until the position is filled.. Applicants are asked to provide a resume.
Recruiting is a time-consuming process. It's also not an easy one. You need to find the right candidates, screen them, and then convince them to come work with you in spite of all the other opportunities available to them. And once you’ve found your perfect match, they could be snatched up by another company at any moment. It’s a challenge for any company, but it can be especially difficult when you’re a startup or small business with limited resources and funding. However, there are some tips and tricks that can help make this process go as smoothly as possible!
Recruiting is a time-consuming process
Early On When starting a new company, you should start working on your recruiting efforts before you even launch your company. As much as you’d like to hire now and start right away, you may not be able to afford that. So why not start by finding people who are interested in working with you in the first place? Take advantage of free or inexpensive social media tools such as LinkedIn. Ask the right questions on your profile and narrow down your recruiting efforts by finding candidates who are interested in working for you. Once you have a few interested candidates, ask if they want to meet in person. After that, take it from there! Once you have some applicants, make sure you know their profile and past work so you can communicate effectively.
How to go about recruiting when you're a startup
At an early stage startup like Coast to Coast, it’s often pretty easy to find candidates because they tend to be focused on building something they can be proud of. By the time they’re at the later stages, they often have a set of assumptions or prejudices about what it takes to work in a startup and get them to leave their current company to work for yours. You might find it helpful to approach them with an open mind about the challenges you face and about what they can bring to your organization.
Are you ready to start recruiting?
Still, you want to do everything you can to make your job easier. This is where having a recruiting agency like CygniSoft Inc. come in. You’ll be able to create an incredible list of qualified candidates that you can leverage for your job openings. Not only do these agencies give you access to a large pool of candidates, they also get paid when candidates apply for your jobs, and they help you execute an effective job posting. Plus, they have access to all kinds of other resources to help you grow your business, which can make your recruiting process easier. With all that in mind, there are some things to keep in mind when selecting a recruiting agency.
What's the best place to find talent?
The first thing to do is to identify where there is talent to find, which can be as easy as tapping your network of contacts. To find candidates, I recommend LinkedIn, as it's a great way to get an idea of their skills and professional interests. Having a list of companies they've worked for will help you quickly zero in on candidates that are right for your business. Once you've identified your initial candidates, it's important to vet them thoroughly. Scoring the interview will be as important as ever, as that's when you will be evaluating the personality fit as well as any previous experiences they might have.
The ideal candidate for your company
The list of candidates is endless. There are people who are looking for a job, people who want to work for a company that helps them solve an immediate need or solve a long-term problem, people who want to work for an impactful organization. They range from scientists to corporate executives, students to retirees. They are in a wide range of professions and backgrounds, but they all have one thing in common: they are passionate about the company that they’re interested in working for. You need to make sure that these people fit what you’re looking for. That’s why it’s essential that you not only search for the best candidates you can, but also that you go through the right processes to evaluate and screen them, ensure they are qualified, and then make the final decision to hire. 1.
Do they fit in with your company culture?
A company is only as strong as its employees, and if you want your company to last a long time, you’ve got to attract and keep the best people. That’s why it’s important to make sure you’re finding people who will fit in with your organization's culture. For example, if you want a set culture of innovation and risk-taking, you’re not likely to find many people like that in an office where everyone else is fairly cautious and conservative. Make sure your employees like each other. If you want to attract good talent, you should look to match their personalities with the personalities of your current team. And if your team is not that diverse, you might be surprised at how difficult it can be to get a new hire to adjust to your company.
Does their skill set match what you need?
Let’s face it. A good recruiter is going to have some experience in the field that they’re recruiting for. Depending on your business and industry, this can mean some experience in sales, engineering, or other specific technical and tactical areas of your work. This is where your recruiting specialist can really shine. They can offer advice and knowledge that you might not be able to find in your own company. So don’t just look at someone's resume or apply to an open position. If they're an experienced professional, they probably have some strong recommendations from friends and colleagues who could really speak to their specific skill set. This is the key to finding the best talent for your needs. Get to know the person It can be tricky to find people with the right skill set.
Hiring and onboarding tips for startups
Find candidates with the right skills. You don't have to accept the first job offer that you get! Think about what you need to do to really expand your team, and then go about finding people who fit the bill. You can search through Indeed.ca or Monster.ca, see what's posted in your local jobs section, or contact a few colleges to see if they have any openings. You want candidates who have the right mix of experience, but also a passion for the job and the company. If your role requires that you have a certain degree in a particular field, you may need to go through an interview process to find the right candidate with that specific skill set. But if you don't really care about an education background, don't bother doing the interview process. You'll be wasting time and money.
Conclusion
We’ve just scratched the surface of the information available out there on hiring, so let us know how we can help you with your next hire. Meet our highly skilled business owners and recruiters to get more information.
We look at a lot of early career resumes (0-8 yrs of exp)
Here are the most common resume mistakes for EC candidates I see. See if any apply to you:
1. Listing Education before Professional Experience- After a few years in industry, work experience is the
most attractive thing to HM's, lead with it.
2. Including unrelated senior design or school projects as experience This often comes across as not enough professional experience, and need to stretch, make sure it's relevant if you include it.
3. Resume is longer than 1 page for no reason - having multiple pages without credentials to back it up shows a struggle to be concise.
4. Experience bullet points describe your job, and not the value you create or results you deliver - After a few years, you should have value-added examples of the work you did, and the impact you made.
5. Listing too many leadership and volunteer positions you held while at university - You're not in college
anymore, you should have better things to fill space with. A few are okay but use caution. As always, this is our opinion, and the rules aren't concrete.
Do your best to be clear, concise, and let your strengths shine through.
Feel free to email us questions if you've got issues with any of these areas.
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