Adaptive Consult

Just accepted an offer for your dream job and wondering how best to approach handing in your resignation? Please read on…

If you are reading this my guess is that you have just secured a brand-new role, so a huge congratulations are in order – exciting times ahead! Obviously securing a job offer for your dream position is incredibly exciting but, understandably, sometimes that excitement can be overshadowed by the looming prospect of having to break the news to your current employer that you are leaving them. It’s almost never the easiest of tasks to give the news of your departure to your manager but as it’s an unavoidable task on the road to the next step in your career, so here are some tips to make the process as smooth as possible for all parties. Time is of the essence This is key to you, your current employer, and your future employer. Obviously, your new company will be keen to have you join them as soon as possible and get stuck into your on-boarding process and your current employer will appreciate you giving them the courtesy of as much time as possible to find your replacement. It would always be the “dream” situation if they had sufficient time to find a new colleague who could join whilst you are still there so there could be a hand-over process and whilst this is not always possible, ensuring you’ve given as much notice as possible will keep everyone happy! Counter-offers This is a tricky one; sometimes when you let your company know that you’re leaving them they are all of a sudden and (often all too late) desperate to show how important you are as an employee and will present a counter-offer to you. This can be tempting as, after all, increased responsibilities or earnings are always exciting but accepting a counter-offer can actually be extremely damaging in the long-term and set you back further in your career. Realistically, you were looking for a new opportunity for a reason and though the immediate prospect of a salary increase or promotion can be attractive, the long-term reality is that you’re likely to be left with regret for not having taken the new opportunity that provided you with what you were missing. Statistically, 80% of candidates who accept a counter-offer from their current employer actually end up leaving within 6 months after realising that their original reasons for looking are still valid and haven’t truly been addressed. As unfair as it may be, as soon as your company know you were interviewing elsewhere, a level of trust is often lost and your employer may be suspicious that you are interviewing again whenever you take time off work. Lastly, it can also damage your relationship with the other company if you accept an offer and then retract it, putting you in a disadvantaged position if you want to work with them in the future. Honesty is the best policy It can be tempting, and may seem like the easiest option, when asked why you’re leaving to simply say something generic along the lines of “I loved it here but just wanted a fresh challenge” and in some cases this might be true, but often there is a bigger reason behind closed doors. In reality, you are doing your employer a disservice to not share your honest reasons behind your motivation to leave as it can actually help the company to realise areas where they’re potentially not doing so well and their short-comings and how they can better support and retain staff in future. Think about what made you look elsewhere, was it down to the remuneration, lack of training or perhaps there were a lack of opportunities to advance your career? Respectfully and constructively sharing these insights with employers can really help them to improve. That said, be sure to also share everything you have gained from your time there and thank them for the opportunity that they gave to you, which leads me onto my next point... Always be professional Sometimes it can be tempting once you have already secured a new role to let your professionalism go slightly out of the window, particularly if your reason for leaving is down to a negative relationship or unfair treatment in the workplace. This is never a good idea, namely because you never truly know who knows another professional in the industry, negative information could be passed on and come back to bite you in your career down the line so do not burn bridges and always remain professional as it puts you in the best position. Get excited! Once the task of handing in your resignation is complete, make sure you give yourself some time to celebrate your imminent new chapter! When times are “normal”, it is always a great idea to attend any social functions that you may be invited to with your new employer so you can begin to integrate with the team and get to know your new colleagues. That way, the first day will not be so daunting and there will already be a few familiar faces! I hope these tips help in some way to make the process of moving onto the next step in your career as smooth as possible. Most of all, it’s important that you don’t feel anxious or guilty about resigning – always prioritize your happiness, job satisfaction and personal/professional development above all!

How can the language services help speed up the rebuild of Notre Dame?

#Translation

Earlier this month the world’s attention turned to France, to one of the most iconic landmarks in the world. Notre Dame Cathedral was in flames, and the streets of Paris were lined with residents and tourists mourning the devastation of an iconic building. Luckily, a large portion of the stonework, including the two towers which make up the front façade of the Cathedral, were saved – but much of the damage was already done and the restoration is said to take years. The sad truth is that it’s unlikely to be restored exactly to its former glory. However, the following days were filled with good news stories – with public funding and billionaires clubbing together to donate millions of Euros to the rebuild and restoration project – the French president, Emmanuel Macron, has estimated that it will take around five years to complete. With such a huge build about to take place, it got us thinking about how the language services will help contribute, particularly in the translation side of construction. As we know at Adaptive Globalization, Translators are necessary in any industry, and construction is no exception – it’s a much more complicated industry than people first think, especially when you consider there are multinational engineers, architects and even multilingual labourers. You can’t just pull up to a site and start laying bricks and come up with a masterpiece, very strict planning must take place beforehand; case in point for a project on the scale as large as the Notre Dame restoration. Paris is one of the most multicultural cities in the world, as well as this the Catholic religion also crosses many languages, and construction is an incredibly diverse industry, with many levels to it needing linguistic skills, so a project such as this would actually require more translators than one would think. What do translators do in construction? They can cover a multitude of roles and come in at a variety of levels, ranging from the hugely vital translation of important documents, such as manuals, daily reports, quality assurance documentation, architectural drawings or plans of a project to also being on hand to assist site managers, machine workers, and even labourers should they need to be. With this in mind, finding a qualified translator who can work in the field is essential to ensure swift completion of the project, and using a specialist LSP who knows your industry is key to ensuring that you receive error free translation on time and that you can trust. Especially with a building as iconic as Notre Dame – a project that will take years and, no doubt, use hundreds of different construction professionals from many different walks of life. Feel free to get in touch to discuss hiring or career development: info@adaptiveglobalization.com You can check out Adaptive Globalization’s vacancies for PMs, Account Managers, Loc Engineers, BDMs and more in our job listings here.

Check out our new Industry Newsletters!

#Content Marketing

Weary-eyed after the weekend? Need something to ease you in on the commute? Or simply just fancy brushing up on your knowledge of Adaptive's industries? We've got the answer. Sit back, grab a coffee and have a look through our latest newsletters; LocRecruiter, brought to you by Adaptive Globalization, TechRecruiter from our guys at Adaptive Tech and, of course, DigitalRecruiter from - you guessed it - our Digital desk. Published quarterly, these magazines aim to give you an insight into some hot topics, offer something a bit different to lighten the mood and a selection of jobs across the globe in your market. Often we like to sit down with experts in the fields, and our sales team offer their opinions on some trends in the industries, or even something that's caught their eyes lately. Included in the Q1 2019 triology: Get to know working with Adaptive Great questions to ask at the end of your sales interview Make yourself stand out on LinkedIn Top reasons people have given for being late And more!  If you'd like to find out more, or you have an idea to be featured in the next edition, please email: marketing@adaptivebusinessgroup.com To check them out, simply click the hyperlinks below: DigitalRecruiter Q1 2019 LocRecruiter Q1 2019 TechRecruiter Q1 2019 We hope you enjoy reading! 

Five Traits of Awesome Internal Recruiters

#recruiters

Do agencies really hate working with in-house recruiters as much as people think? Not at all. In fact, Adaptive has some great partnerships with Talent Acquisition teams that have generated amazing results and built outstanding sales teams for SaaS clients. But what makes these internal recruiters so good? It’s a cliché as old as the recruitment industry itself that agencies hate working with internal (or in-house) recruiters. "They’re our competition!" or "they steal our candidates!" Well, sure… if agencies and internal recruitment teams don’t establish a good rapport, there can be some overlap and some friction. But over the years, we’ve been lucky enough to work with some exceptionally accomplished internal recruitment professionals. People who not only make the process of working with an agency smooth and productive, but who add massive value to their employers are a vital ingredient in the overall mix of business growth.  So what makes these guys stand out? Let’s get the obvious things out of the way first.... They’re super responsive, of course. Though they’re probably among the busiest people in their companies, they keep everyone in the recruitment process looped in with frequent updates. They don’t let communication backlog while they wait to find time to hammer out long reports – instead they give quick, simple feedback on the hoof that lets people know where they stand. It helps keep us (the agency) engaged and on top of our game, and it does wonders for the employer brand. Even unsuccessful candidates have a professional, responsive interview experience and are way more likely to recommend the company to their networks. Obviously, they’re organized. From automating scheduling via tools like Calendly to laying down the law with agencies on how they want resume files named and submitted, they prioritize automation and efficiency in their work, which in turn helps them keep on top of their communication and stay productive. Most importantly, though, they drive the recruitment process internally. For those who’ve never put themselves in the shoes of an internal recruiter inside a fast-growing company - it’s a tough gig. The common vision among some agency recruiters that our internal counterparts sit around waiting for profiles to roll in and then spend the rest of their time managing calendars is a million miles off. Great recruiters don’t blindly continue to send resume after resume to the desk of a non-responsive VP who’s nixed ten great candidates in a row – they walk down the hall and ask what’s going on. They also protect their own time, which often means pro-actively re-qualifying roles and priorities instead of waiting to be told that a search has been pulled. And how do they build this clout? Because the real rockstars in the talent acquisition world know that none of their company’s goals can be hit without the right team in place, and they take that responsibility as seriously as any founder. Top internal recruiters are highly invested in their company’s growth, and they earn the seniority and leverage needed to continually ensure recruitment makes it as a priority onto the calendars of busy people absorbed in other challenges. They don’t visualize their roles in terms of clearing reqs off their desk, they see themselves (rightly) as growth architects playing a pivotal, strategic role in assembling the company’s human capital. On behalf of the whole team at Adaptive, thanks to all the internal recruitment teams we partner with who work so hard to build the sales teams that power their companies’ growth.  Know a great internal recruiter? Tag them in the comments below. You can learn more about the SaaS sectors Adaptive Tech recruits for here.