4 Surprising Roles Your Talent Acquisition Team Overlooked - Until Now

4 Surprising Roles Your Talent Acquisition Team Overlooked - Until NowSoftware engineers, mobile developers, data scientists, front end engineer behauptung are the hot roles companies have been battling for talent to fill. And while its unlikely it will get easier to find these types of employees, theres a real need for non-tech talent thats been overlooked for too long.Thats about to change. Glassdoors 2019 Annual Job Market Trends report predicts the demand for non-tech employees will increase this year. However, many of these job vacancies will be different than traditional non-tech positions.Just as companies have evolved with advances in technology, so have the roles that support tech development. ansicht employees will have new responsibilities and will have to solve new problems. To better understand what types of non-tech employees companies should focus their talent acquisition strategies on, we talked to four hiring experts. Here are the roles they predict are about to beco me incredibly important as well as how to find them1. Customer success employeesI think, sometimes, employers dont recognize the value of their customer success team. Were a technology company but we recognize that one of the best ways to keep customers and grow our customer base is by making sure theyre satisfied. Right now, customers have a lot of choices, and if theyre not happy, theyll find a new solution. We often win new business when someone doesnt feel like theyre getting good service from their current provider. They come to us, and our customer success team members build and maintain relationships with them and keep them happy.A really good employee referral program is a great way to find these employees. By offering internal employees incentives to refer open positions through their networks, and having an awesome culture that gives cause for employees to want to refer, were able to find and hire more great team members. Even if their previous employment experience isnt a n ideal match, if referred candidates are adaptable, have good listening and communication skills, and a helpful, positive attitude, Im confident theyll be successful in the role.Mikaila Turman, VP of People at GoodHireWithout a great customer success team, your tech company cant survive. talentacquisitionClick To Tweet2. Social media and community managersA social media/community manager is especially crucial at young startups because engaging your community gives you a level playing field with the megacorporations. Perhaps, even an unfair advantage. Getting your company known when nobody cares about you is incredibly hard. However, being creative and standing out will make people noticeMany people think you can hire just anyone to post on Twitter or Facebook. Finding a voice and engaging with your audience requires an expert who cares deeply about the brand. The first step to assess for this role, however, is to see how passionate candidates are about understanding the space youre in. If youre hiring for a blockchain company, and the partie doesnt know how to send and receive BTC, ETH, etc., theyre probably not the right person.Sherman Lee, partner at Zeroth.AI Dont underestimate the skills it takes to be a socialmedia manager. Its more important than you think.Click To Tweet3. Content creatorsI find copywriting and digital content creation is one field thats constantly undervalued in organizations in favor of flashier roles. But the fact is, these roles are essential to SEO performance, in generating backlinks, and in driving converting traffic to your website. Good copywriting is so important now because of the sheer amount of content that currently exists and is vying for attention. Cutting through the noise with your own content is more essential than ever before if you plan on making your business a success. You can spend a fortune recruiting the most experienced web developers and tech specialists to your company but if you cant master the power of the written absolut to actually sell the product or service that your business is providing, youre doomed to failure. The key to finding a decent content creator is through a portfolio of their most recent work. First of all, if the candidate is unable to provide one, steer clear. You need to read their relevant original content so you can get a feel of their writing style, their grasp of language and SEO, and their research skills. Stephen Hart, CEO at CardswitcherMake sure your company stands out among all the digital content by finding a great copywriter. recruitingtipsClick To Tweet4. Business sustainability specialistsTrends, such as artificial intelligence, universal internet penetration, global connectedness, and environmental change will continue to affect how companies do business and subsequently, the job roles they offer. One position I see as non-technical but vital is a business sustainability specialist.People in these roles will be increasingly essential in helping organ izations navigate a world in which consumers are demanding more accountability and transparency in the wake of trends such as climate change and calls for sustainable supply chains. Many of the newer non-tech roles companies will need to be filling do not have a traditional academic path. Therefore, when assessing candidates for such non-tech roles, a recruiter will have more success finding those hidden gems by focusing less on academic qualifications and more on skill.I have found, in addition to behavioral and situational interview questions, skills-based tests are an excellent way to test a candidates creativity and ability to provide solutions to complex problems, especially in recently created roles the company does not have precedent with. Chris Chancey, founder at Amplio RecruitingWhen looking for non-tech employees, dont be afraid to consider candidates with non-traditional backgrounds. talentacquisitionClick To Tweet___

6 In-Demand Designer Skills for 2019

6 In-Demand Designer Skills for 20196 In-Demand Designer Skills for 2019 When I started my entwurf career, konzept teams tended to focus more on hiring someone whose skill set most closely matched the itemized job requirements, qualifications, and relevant industry. Nowadays, its a little different. Of course, were still looking for expertise in specific types of design, domains, and possibly platforms, but our requirements go further than that. We need attributes that enable solid teamwork, the empathy to observe and understand end users, a sensibility to connect the dots, and a superb soft skill to communicate and cooperate with outside teams and departments.I can only venture to guess that behauptung extended skills arent unique to Adobe and the Document Cloud Design team - but a requirement of todays designers in general and a result of our ever-evolving digital landscape.Here are just a few of the beyond-the-job-description skills and attributes were looking for in new designers .There is no perfect design process. Every designer, every design team, and every company has its own unique design philosophy and process. Great designers know how, why, when, and what design approach to take to accomplish their defined project goals.We particularly appreciate the candidates who can articulate the pros and cons of various design activities, apply their past learnings, be frank- yet constructive- in diagnosing the existing process, and be adaptable enough to propose a tailored plan for the assigned design projects.Putting oneself in anothers shoes is crucial to building successful products that offer a delightful user experience- and its a skill we put high stock in here at Adobe. To make the right decisions for our users- whether theyre around features, styling, packaging, perception, or any other facet of the product- we have to deeply understand where theyre coming from, and figure out users motivation, goals, and emotional triggers. We nee d to know not just who they are and what challenges they face, but also how they feel, what they need, and why they need it.The ability to work with all kinds of people has never been so critical to the success of design. The complexity of the products and services we are building requires a significant amount of cross-functional collaboration. Every individual has their own committed goal to achieve. Designers need to find a way to achieve these personal goals, accomplish the teams objectives, and ensure the geschftliches miteinander units KPIs demonstrate maximum productivity and efficiency- all simultaneously. To put it succinctly, todays designers need to aspire to not just their own success, but also that of their colleagues and the organization at large. This ensures a healthy team culture and mutual untersttzung for all.On top of this, cross-team communication is key. Were not designing in a vacuum here. Instead, we have to coordinate, communicate, and work alongside countl ess other people- work partners (product management, marketing, engineering, etc.), managers, executives, remote consultants, and even other designers. Solid communication skills are important in responding to design feedback from these disparate team members and ensuring quality implementation of resulting changes.4. Understanding of end-to-end customer journeyWere not just designing something or making it pretty. Were creating tools. That requires understanding the full lifecycle of the customer journey. Who are our target users and what are their challenges? How do they find us and use our tools? How do we retain, help, and support them? With the ability to dive deep into users interactions with us, designers can more aptly create delightful products and services that match their unmet needs.5. Confidence in their negotiating abilitiesMany times, designers are the end users only line of defense. What product management or marketing wants might not be the best thing for the user, and we need to have the confidence to speak up, challenge the status quo, and explain the reasoning behind our arguments.Sometimes you need to defend, negotiate, and even fight for your design proposals or end users. Such soft skills are vital in executing these efforts peacefully and, ultimately, in the users (and our) best interest. In addition, they ensure a trusting working relationship, help build up credibility and ensure the projects youre cooperating on go smoothly and effectively.Its no secret that artificial intelligence and machine learning are changing the digital and design landscapes. This is definitely a new domain for those designers who are contributing to digital transformation within any industry. But just knowing about and understanding AI or how to incorporate it in our design efforts isnt enough. Its also about knowing when to leverage AI- understanding its applications, limitations, and the scenarios where we human designers have a unique edge.AI might be gr eat for more technical, predictable, and measurable elements of a product/service experience, but we designers are better at understanding the emotions, human intent, and psychology that should inform our design. Designers with an open mind and firm grasp on AI and machine learning will be able to add value to any modern design team.Of course, these are just the attributes were looking for now. A few years from now, it could be a whole different story- especially as AI and machine learning solidify their places in the industry. One things for certain, though design will always be about more than just connecting the dots or making products beautiful and functional. Were user advocates first and foremost- and that requires skills that often arent listed on a resume.Liang-Cheng Lin is a Senior Design Manager at Adobe.