October 9, 2024 • 38 mins
Ever wondered how the Salesforce community thrives against all odds? Promise yourself a journey into the heart of the Florida Dreamin' event, where resilience met opportunity amidst the challenges of Hurricane Helene. Join us as we share tales from our extensive journey within the Salesforce ecosystem since 1999, illustrating the power of uncovering true client needs through discovery questions. We also highlight the inspiring story of a summer placement that reveals how looking beyond resumes can lead to a perfect candidate fit.
Unlock the secrets to standing out in a competitive job market with stories of success and strategies for job search triumph. Hear about a transformative hire that defied initial expectations, emphasizing the importance of understanding both client and candidate perspectives. We'll explore the critical elements of a polished resume, a strong professional network, and the art of effectively communicating your value to hiring managers. The insights shared will empower you to navigate and master the ever-evolving landscape of Salesforce careers.
Prepare to embrace the future by mastering Salesforce skills and cultivating continuous growth. We delve into the impacts of AI on Salesforce roles and how to remain indispensable in an AI-enhanced environment. From exploring hands-on experience methods to identifying your ideal job strategy, this episode offers practical advice for staying agile and successful. Whether it's building a career in marketing, healthcare, or automation, discover how to align your ambitions with the rapid changes in technology and secure a position that truly fits your aspirations.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Ivette Campos (00:00):
And now the number one audio program that
helps you to hire, get hired andsoar higher in the Salesforce
ecosystem.
It's the Salesforce Career Show.
Josh Matthews (00:10):
All right, thank you, yvette.
Traveled all the way fromFrance just to do this.
Can you believe that Incredible?
Okay, Welcome everybody.
A quick note about where we areand what we're doing.
If you're listening to thispodcast right now, I'm standing
in a room full of amazing peoplewho are bright, smart.
(00:34):
They came to a Dreamin' event.
It's Florida Dreamin' and we'rehere in Clearwater, florida,
and you know what?
It almost didn't happen.
It almost didn't happen becauseof Hurricane Helene, and the
city and the state and thecounty have done an incredible
job.
Don't you think of getting thisopen, clearing the streets of
(00:56):
the sand and a lot of folks.
Just a little shout out to allthe people who were impacted by
this hurricane Absolutelydevastating, absolutely
devastating.
We're so fortunate because thiswhole Dreamin' event almost got
canceled and, in fact, themayor came in two nights ago and
(01:18):
shared with what I think it waswith Mike, who is one of the
key organizers of the event, andtold him you know, this is the
only hotel on the island thatdidn't get water inside of the
event, and told them you know,this is the only hotel on the
island that didn't get waterinside of the building.
So you know, we're all nice anddry, and that's thanks to a lot
of the city officials, and thenthey're really good management
of the hotel.
Now, before we get going, I wantto thank our sponsors.
(01:39):
These Dreamin' events.
They're not free and they'renot cheap, and we have some
amazing sponsors, including Sumo, scheduler, cloud Files,
airslate, campfire.
We've got Match, my Email,peaklogic, blackthornio, and
from the silver sponsors, I'mdefinitely going to mention my
friend's company, breadwinner,that's Stoney's company.
Breadwinner won the demo jamyesterday.
(02:01):
Who here saw that they did apretty good job.
I thought so thank you to allof our amazing sponsors.
Now let's get down to figuringout what's going on with
people's careers.
Who's got a question?
John Dionne (02:12):
More of a personal question for you.
Okay, and hi everyone.
I'm John Dion of Cloud FirstLabs.
We're Citrus Park, florida'sSalesforce SI integrator of the
year last year.
That's just a joke, it's just alittle small community in tampa
in your so far doing all thethe sales force recruiting and
you found somebody for me who'sawesome.
So shout out to to josh forfinding a great talent.
(02:34):
Either you placing someone at acompany or finding someone for
a company.
What's been your most soulrewarding placement of your
career?
Josh Matthews (02:48):
Oh, my God, that's an incredible.
That's an incredible question.
You know there've been so manybecause I've been doing this
since 1999 and there, you knowit's a.
It's a pretty incredibleexperience to be involved with
people on a one-on-one basis,understanding them and then also
, of course, understanding ourclients' needs.
And I think the biggest thetimes I'm not going to pick one,
(03:10):
john, I wish I could, but mybrain doesn't work that well at
9.30 in the morning, for somereason, I have to wait till like
9.30 at night, but basicallyit's when the client thinks they
know what they need, but theydon't and they say no, but I do,
or someone on my team does, andthrough a series of discovery
(03:31):
questions, because we really actlike business analysts what's
going on, what's gettingimpacted, what's this?
I know you want this personwith this title, but what's the
problem you're actually tryingto solve?
And I know you know what that'sall about because you're an SI,
so you have to go into yourclients and it's no different.
It's no different for us.
So when I go in and I talk to aclient and I'm able to help
(03:54):
them understand what they reallyneed, and then I present a
candidate and they say no tothat candidate.
And then I stick my neck outfor that candidate and say
you're wrong.
I'm sorry, mr Customer.
Mrs Customer, you're just flatout wrong.
And it happened this summer.
It happened in fact in August.
Longtime client of mine I'm notgoing to mention names, but a
(04:16):
wonderful guy.
He'd hired several people fromme at a billion-dollar
organization where he was vicepresident of all technology and
business systems.
And then he moved.
He went to a different company.
He needed to hire anotherarchitect and, for whatever
reason, the organization and theway the talent acquisition team
worked they talked to themanager and the manager said I
(04:39):
don't want this, I don't wantthat and I don't want this other
thing.
So if you see that, just likeskip it, okay.
So then we found a candidate.
He's amazing, he's incredible,he's dynamic, he's an
interesting guy, like reallyinteresting guy.
And we put them through.
We didn't hear anything.
I asked they said yeah, no,we're passing on him because he
(05:01):
was a consultant and he's beenfor the most part of consultant.
We want someone who worked at acompany for years.
Well, that was the wrong thingto say to me, because I know for
a fact this guy's absolutelyamazing.
So I stick my neck out.
I say listen, not only are youwrong, okay, but you're dead
wrong.
I'm gonna tell you why.
So don't feel bad, it's okay ifyou don't get it right.
(05:22):
I do this all day long and youdon't.
So let me tell you exactly why.
This person's absolutelyincredible and I texted the
hiring manager and I just saidlook, whatever you do, like 30
minutes phone call doesn't evenhave to be a video, but you've
got to talk to this guy, and ifyou don't talk to him, then I
don't know.
(05:46):
I'll know that you don't trustme, and if you don't trust me,
it's not a real partnership.
But we've had a partnership foryears.
So let's keep this going.
Talk to him, okay.
Anyway, he started like lastweek and they love him and he's
amazing.
So those are the kinds ofstories when I get to feel like
I'm not just slinging resumes,right, oh, you need this.
Yeah, I got one.
Boom, boom, boom, boom, boom,right.
It's really deeplyunderstanding what the needs of
(06:06):
the candidate is and what theneeds of the client is.
So great question, john, thankyou and thanks for being a great
friend and an awesome customertoo.
You rock all right.
Who's got another question?
Larry Lee (06:18):
so, as a candidate, what can you do to to stand out
amongst the other candidates,aside from your resume
certifications?
How would you go about doing it?
Josh Matthews (06:31):
Go about standing out in general, as a general
candidate.
We're going to ask you a coupleof questions because I do this
right.
So as a general candidate orfor a specific job.
Larry Lee (06:41):
Probably as a general candidate, because if somebody
doesn't know what they want todo yet, yeah, Okay, Fair
question.
Josh Matthews (06:48):
I could talk about this for a long time, but
I'll try to keep it moderatelyshort.
When we want to stand out, wefirst must cover all of our
bases.
That means your resume you haveto have one.
Your LinkedIn profile you'vegot to have one, right.
Your connections on LinkedIn.
Your community that you'rebuilding around you.
Your network right.
(07:09):
That's all the basics.
Now you've got to make themincredibly awesome, Incredibly
awesome, right?
I always think about that storyof it's like you don't have to
outrun the bear, you just haveto outrun the person next to you
, right?
And then the bear will get them.
It's that idea, right?
You don't have to be the mostperfect person.
Like.
You can be a great footballplayer and play in the NFL.
(07:31):
It doesn't mean you have to beTom Brady, Like.
You don't have to.
And guess what?
No one gets to be Tom Brady,but Tom Brady, right.
So you don't have to beabsolutely like the most amazing
thing.
You just have to be able to bebetter than the other candidates
, or at least communicate yourvalue more effectively than the
other candidates.
Now, you're not going to get anat-bat, right.
(07:52):
You're not going to get a phonecall.
You're not going to get aninterview and you're definitely
not going to get a job offer ifyou don't initially stand out
with what I call just yourmaterials, your LinkedIn profile
, your assets right Now.
There are a lot of videos on mywebsite about that.
You can go to Josh Force onYouTube and watch some videos on
(08:12):
that.
I am not the ultimate expertthere are people who put
together way better articlesthan I do but I still think I've
got some good stuff up thereright.
So I would start with that,okay.
Next thing don't be a job hopper.
Don't be a kangaroo.
If you are job.
Look, if you're jumping fromjob to job to job and you're in
your 20s, that's cool.
(08:34):
We expect that.
If you're in your 30s and youhaven't had a job for a single
job for more than two years, nowit starts to become a little
bit of an issue.
If you want to stand out, be ajob hopper, but you won't get
the job.
You want to stand out for theright reasons.
You want to demonstrate loyalty.
Three years here, four yearsthere that looks really good.
It's healthy.
(08:54):
It's a healthy time at a job.
You can be somewhere for 20years too.
That's great.
But later in your career, thatcan pose some challenges too,
because all you know is thatcompany, All you know is
Deloitte.
In your career, that can posesome challenges too, because all
you know is that company, Allyou know is Deloitte, or all you
know is Staples or whatever.
Okay, so you do that.
The next thing that you want todo is be able to articulate
your value really, really,really, really well, and so that
(09:16):
means understanding.
Well, what is the hiringmanager looking for?
Right, you know, read the jobdescription.
Take it with a grain of salt.
Look at their posts.
Look on LinkedIn.
Call your friends over at thecompany, right, I mean pay.
Did you ever do that?
Before you joined higherechelon, Did you call anybody
that you knew?
Okay, she's saying yes, yeah,so you do a little bit of
(09:38):
investigation.
The other thing that you can dois just honestly protect
yourself from joining the wrongcompanies, because sometimes
people are kangaroos or jobhoppers because the companies
didn't work out right, Whatever,they just didn't research them
enough, and so they didn't seethe red flags and they said yes
(09:59):
when they shouldn't.
They got wowed with an offer,they got wowed with a sign-on
bonus.
They didn't do their research.
There is an article onSalesforce Ben called the career
checklist, and I highlyrecommend you go check that out
because it will teach youexactly how to research any
company that you're interestedin and that you are interviewing
(10:21):
for.
There's also questions that youcan use to de-risk your career
when you're out there on the jobhunt, such as hey, if I were to
let's say you hired me, Yvettelet's say you hired me and I
started on Monday what am Igoing to find out in three
months from now?
What will I have wished I knewtoday that for certain, I'm
(10:44):
going to find out three monthson the job, right, Like I'm
going to, I'm going to know.
Just tell me now, what is that?
Right?
Oh, I'm actually leaving.
My boss doesn't know I'mquitting, so I won't be your
manager.
They might say that and they do.
Oh, weird, I can't tell youthis, but you deserve to know.
We're actually getting bought byAptis.
(11:05):
It's like oh, do I want to workfor Aptis?
I thought I was going to workfor Conga, what's this?
So you want to be able to askreally good questions.
Asking great questions, by theway, in your conversations with
recruiters, in yourconversations with hiring
managers, is very powerful.
Very powerful, right, Becauseit's probably the number one
(11:29):
thing that ability to ask goodquestions to get the insights
that you need to do a successfuljob, either for your company
that you're working for or,Larry, for the clients that
you're supporting directly.
Right, that's going to be theskill, because people are asking
me all the time like how do IAI proof myself?
You do this.
You get good at being a BA,right, you be as human as
(11:52):
possible, you do the things thata computer can't do, and that
means knowing when to askcertain questions at the right
time, so you'll stand out.
For all of these reasons andmuch more.
I mean there's a lot ofdifferent ways to stand out.
All of these reasons and muchmore.
I mean there's a lot ofdifferent ways to stand out.
Some ways that you don't wantto stand out, though, are like
(12:12):
by having a really badbackground on your Zoom meeting
when you're interviewing, rightWriggling in your chair and
clicking your pen right, Havingyour face, you know, just like
from your nose up on the video,things like that.
Having dogs yapping during aninterview.
Those are all ways that you canstand out, but I promise you
you don't want to stand out, forthose Make sense, Okay.
John Dionne (12:32):
Or not turning on your video.
Oh yeah, People people do that.
Josh Matthews (12:36):
People do oh, double stereo, there we go.
Yeah, people actually do that.
Ivette Campos (12:41):
Yeah, if, if I can add something like now we
have AI and it's amazing.
I've been using also propensity,but before I knew that one, I
reworked my storytelling becauseI jumped from Venezuela, then
to Italy, then to France and Ineeded kind of to not to justify
, but at least tell the valuesthat I've got while moving into
(13:06):
each country and from differentjob experiences, and it helped
me a lot.
So now we have these amazingtools, if you want to stand out,
you can use them and it'll helpa lot Like after I did that and
also working on your confidence, because you need to be sure of
your values and you need toexpress it and let them know
(13:29):
that, even if you don't knowsomething at the moment, you
know where to find it.
You know that you have thecommunity and they'll always
support you.
That's why I fell in love withthis Ohana.
It's really incredible.
They're always going to helpyou and even if you're already
in the job, you have questionsand they'll answer, and that's
(13:50):
incredible.
That's really nice.
So, yeah, stand out, use the AItools now.
It's really nice.
Josh Matthews (13:57):
Thanks, yvette.
Yeah, oh wait, I don't needthis mic.
Yeah, thank you.
Thank you, yvette.
No, it's so true, right?
I mean get comfortable withthese tools.
You can start with perplexity.
It's just a Google search, butit's better and it shows you
sources and this sort of thing.
All right, who else has aquestion today?
Todd Knoblock (14:14):
Hi, Josh Todd Malblock, I find myself looking
for my next opportunity outthere.
I was recently laid off.
Thank you, I am filling my timelearning, training, looking for
that next cert.
I'm actually in the Clickedexperience with your co-host,
Vanessa, with the Data AIprogram, so I'm hoping to get
(14:34):
Data Cloud at the end of that.
But my question is with Clickedor any other training
environment, how do you spinthat during an interview and
make it?
Do you count that as experience?
Or how do you come off to thehiring manager that you're using
your downtime to progressfurther?
Josh Matthews (14:54):
Yeah, that's a really good question, todd, and
thanks for asking one today, andI'm glad that you get a chance
to work with Vanessa throughClicked and, by the way, it was
just announced last week thatClicked is in fact, closing down
their Salesforce.
I think they're going to befocusing on IBM moving forward.
I actually got to meet thefounder at Dreamforce and share
a drink with him and Vanessa, sothat program is coming down.
(15:16):
Okay, great question.
It's not experience, it'straining, okay, and so training
(15:36):
counts.
Certifications are what?
Certifications are just proofthat you know the answers.
My first job and whoa, this isnot quite the same environment
that I learned in, right, but Ithink it demonstrates.
I mean, you just tell them, yousay, hey, just so you know, I'm
so passionate about thisecosystem, I'm so passionate
about the technology that I takemy time, all of my downtime, or
(15:58):
the vast majority of mydowntime, is focused on
upskilling myself so that I canbring more value to you.
Right, and, by the way, I'm alifelong learner, so this is the
kind of thing that I'll do whenI'm working, not just when I'm
looking for a job hunt.
Right, I do this because I careabout it.
I do this because I'mpassionate about it, and I do
(16:19):
this because when the proverbial, you know what hits the fan.
I want to know how to help younavigate out of that and make
your system function like, beused and generate most likely
sales or high levels of customerservice to your, to your
clients, right, and to yourcustomers.
(16:39):
So you can just say it like that.
Does that make sense?
Yeah, and, by the way, you canjust go to the podcast and grab
the translation.
It's on the website, right,it's on our Buzzsprout website.
But you can also go toSalesforceCareershowcom and you
can find some of this as well,and then you just take that
stuff and drop it right in.
(17:00):
Okay, talia, it's nice to seeyou again.
Welcome back to Florida,dreamin'.
Talia Johnson (17:12):
Thank you so much .
I used to be the Salesforceprogram lead at Clicked and of
course, this was a commonquestion, so it also comes up
with Talent Stacker's experienceproject.
So one of the things that hasbeen recommended is that you
screen record yourself walkingyourself through whatever you've
built within a clickedexperience or any kind of
training environment.
You might have some kind ofoutput at the end at in clicked
(17:35):
experiences, many of them.
They give a presentation at theend and you might want to
separately record yourself in avery nice way mistakes right and
share that wherever you can,whether it's a link to it within
a page somewhere that you'veshared or just even hey, I, by
the way, I also have this up onYouTube.
If you'd like to take a look atit, maybe just make it short.
(17:58):
And on LinkedIn, et cetera,maybe just make it short and on
LinkedIn, et cetera.
You can.
You can put it in yourhighlighted posts.
You know, make sure that peoplesee it and you people don't
forget that you actually havehad your hands on these tools.
Okay, Excellent.
Josh Matthews (18:13):
Thank you, Todd.
I appreciate that input.
I'll take a comment.
John Dionne (18:19):
It's sort of to add on to what the question that
Todd had had.
If you can demonstrate that youknow the core principles of
salesforce, you know somethingsimple is a difference between a
role and a permission, setstuff, our profile, like that
sort of stuff.
The learning, because we allknow right, salesforce, three
releases a year, cloud, new, newcloud, new industries, ai, data
(18:42):
, cloud, agent force, you knowbuzzword du jour kind of a thing
.
So that being able, knowing thefoundation is important.
And then it's what?
Can you?
Are you a learner and can youlearn it, because the landscape
is always changing and can youadapt right?
Can you be agile?
Can you fail fast and moveforward after that?
(19:03):
Or you know you may have aproject here, or you have a
customer that wants you to learna cloud because you're in there
and you have their trust.
So that's important.
So just to add to that pointyeah, I appreciate that, john.
Josh Matthews (19:15):
It's really good.
It's good information.
While you guys are thinking ofyour next question, we did
receive a couple from the Uvaapp and I'm going to pull those
up real quick and we'll readthem aloud and hopefully get
some good answers and, of course, I value your input on this as
well.
So the first one that we gotwas what do you feel are the
(19:36):
most in-demand skills in cloudsat this time?
What do you think the mostin-demand skills will be in four
to five years from now?
Now, I'm not sure if someone inthis audience wrote that, but
that's a fair question.
Okay, a very fair question.
So, starting with, you know thefirst one, which is what do you
feel are the most in-demandskills and clouds at this time?
(19:56):
Omni studio, data cloud, right,getting comfortable with agent
force.
You have to be at a company ofa certain size to have access to
some of these.
Jim's gym, with three locations, is probably not going to have
a data cloud set up andtherefore they're not going to
have Atlas and agent force andthis kind of thing.
(20:18):
It kind of depends on where youare.
As far as the most in-demandskills, I think it's your
ability to communicate.
I kind of highlighted that alittle bit earlier.
There are so many admins rightnow.
First time or never have beenan admin admins in the world, in
the United States and reallyacross the world, because the
massive push and lift that wehad with Trailhead really going
(20:41):
from, I mean, the demand washuge.
It spiked over 300% in 2021, Ithink it was 300% demand for new
employees, right, but that'sbecause of the COVID backlog.
That's all that was.
That's all it was right.
So now, most in-demand skills,you know.
(21:01):
As far as certifications, I trynot to answer this because I
just say like, hey, look like,do what you love.
You know what you know.
If, if you're not into CPQ, forGod's sake, that's some complex
stuff Don't do CPQ.
Don't do anything.
That's going to make youmiserable.
If you like doing masscommunications, if you are
(21:23):
interested and fascinated by theway marketing works, then get
involved on the marketing side.
If you like the way theautomations operate in a CP2
setup, you know, in those kindsof organizations like a Home
Depot or something like thatthen go for it.
If you are interested in healthcare, right, it doesn't matter
(21:45):
what you pick.
You don't necessarily need touse health cloud, right, to work
at a healthcare organizationthat's also selling stuff, and
then you're using sales cloudthere as well, right, it's not
all like electronic medicalrecords.
So pick the lane that is yourfit, do the thing that you're
comfortable with.
(22:05):
And then there's anotherquestion in here about the five
years.
What about in five years?
I promise you it's not going tobe.
I can't answer that.
I don't even know.
Do you guys remember five yearsago, there were 250,000 people
at Dreamforce.
They had to pull in a cruiseship to fit everybody in.
It was nuts.
It was nuts.
No one had ever even heard ofchat GPT it didn't exist.
(22:31):
Data cloud it didn't exist.
Agent force it didn't exist.
Okay, we didn't know COVID wascoming.
So planning for five years, Imean you can.
The number one thing that youcan work on is yourself.
Right, nevermind the certs fora minute.
Folks, it's nice, it's not themost important thing.
(22:54):
If you are going to go out andget certs, because that's
important to you and it'ssomething you're passionate
about, I'd be looking at gettingyour scrum master and I'd be
looking at getting your BA certright and I would start
practicing.
I would really work on yourcommunication skills.
I would also and this mightsound a little bit strange I
would work on your own mentalhealth and how you interact with
(23:18):
people, because some of thefolks listening to this show you
know on the podcast and youcould have up to 500 people in
79 countries listening to thisepisode.
Ok, and I know for a fact, someof those folks will have all
the technical abilities, they'llbe smart, they'll be proactive,
but, god forbid, someone looksat them the wrong way, right, or
(23:42):
their boss doesn't communicateexactly how they want their boss
to communicate.
They may have really thin skin.
They got to get to the bottomof that and thicken it up
because in business,particularly with the direction
that we're going here with AI,your ability to interact, take
feedback, navigate complexpersonalities.
(24:04):
Look, I'm a business leader.
My MBTI profile is an ENTJ.
It's just sort of like classicleader kind of profile, and I
have not been always the easiestguy to work for.
I would not have wanted to workfor myself.
When I was a manager in my 30s,I just wasn't actually that
good at it.
I pissed people off.
I still piss people off, but Ihelp them so much they forget,
(24:27):
so it doesn't matter, right?
But you've got to work onyourself and figure out, kind of
like, what are your triggersand what are the things that are
making you job hop, what arethe things that are keeping you
or preventing you from beingdirect in your communications
when you have to be direct?
Todd, I understand that youabsolutely want that feature.
I get it.
(24:48):
It sounds like it would make alot of sense and like it would
make your life and the life ofyour team a lot easier, right,
okay, but the challenge withthat is we're going to have to
code it, because that's complex,and if we code it, we're going
to have to maintain it.
And if we maintain it, we'regoing to have to spend more
money maintaining it, and that'sgoing to slow down every other
iteration of this product.
Right, because now we have tothree times a year.
(25:09):
Every time we do a new set,feature set or something, we
might have to go in and tweakeverything so that your special
codes, so that you and yourthree friends on your team, make
it easy for you.
You know, once a day it mighttake you 10 extra seconds, but
it's going to save many, manyhours of headaches and problems
(25:29):
for the product owner and forthe team that's managing the
instance.
Do you see what I mean?
But you have to be able toconfront people in a diplomatic
way and kind of lead them to thelight, be consultative,
understand what the businessproblem is.
I was just over at Andy'ssession and they were talking
about will AI replace admins?
Anyone know what the answer ison that?
I got a no.
(25:52):
Do I have Raise of hands?
How many people here think AIis going to replace Salesforce
admins?
I do, absolutely, of course.
Of course it's gonna go away atsome point.
That doesn't mean you're gonnago away, right.
It doesn't mean that your jobwon't change, that your
capabilities won't change andmorph, right?
(26:13):
Admins do a lot of things thatare repetitive, don't they?
Not all of them, but some ofthem do a lot.
You just add a new user clearticket, right.
So a lot of admins do a lot ofthese kinds of things and that's
going to get automated.
And if the company is not goingto do it now, they're going to
do it within four or five years.
(26:34):
So that means that you have tostand apart and someone asked I
think it was you, larry like howdo you stand out from all of
this?
Well, you've got to be able todo all the things that AI can't
do Like, smile, like, ask greatquestions, be diplomatic and
then, probably most importantly,deeply, deeply, deeply
(26:56):
understand the business, becausebusinesses don't like AI to
know everything about theirbusiness, because if AI does,
then anyone can go out andreplicate their business that
they built from scratch.
Someone could come in, swoop in, right, create some software
that has lie detection in it andbe able to interpret responses,
and I can record my voice andit could still be me, right, and
(27:19):
it would be using the Turingtest and all this stuff.
It would be pretty accurate,right, I'm a lie detector, but I
can do that.
Now my job may go away, exceptthat it won't, because I can,
you know, effectively understandan organization's business
challenges and then lead them toa really good solution.
Now, I might use AI to helpfulfill some of that, but it's
(27:43):
still got to be personal.
So you're prepped for the nextfive years, for the next year,
the next two years.
One embrace the AI.
It's not going away, it's onlygoing to grow, and it's going to
grow exponentially.
Right, who here remembers 2008?
It doesn't seem like it wasthat long ago.
(28:06):
Right?
That's when, like Facebook andGoogle, like, went crazy.
That's when we had the globalfinancial crisis.
That's when we got the feedbackloop going on.
You know the division andideology here in America,
because every time you click orsearch for something, it's just
telling you what it thinks youwant to see.
Because it time you click orsearch for something, it's just
telling you what it thinks youwant to see because it wants you
to click on it.
This is why I like perplexityinstead of Google more authentic
(28:28):
responses.
Does that make sense?
Who would have known that in2007?
None of us.
So we really don't know what'scoming.
But we know something's comingbecause it's already here.
We just don't know how big itis right.
So that's where we've got toprepare, and I think that we had
one other question here.
Let me take a peek, okay.
(28:49):
What are someoutside-of-the-box ways to find
your ideal sales forceopportunity?
I think that's a great question.
First of all, what are some ofthe in-the-box ways to find, to
find your next opportunity?
John Dionne (29:05):
Salesforce events.
Josh Matthews (29:06):
Salesforce events .
Linkedin, linkedin Very good,okay.
Job site what do you call it?
Job sites Indeed, okay, casey,okay, all right.
What's a way that people are inthe box trying to find jobs?
Right, maybe, networking,networking, yeah, very good.
So these are all really goodanswers and, by the way, those
(29:28):
are your best answers.
So these are all really goodanswers and, by the way, those
are your best answers.
Those that's you know we'reoperating inside of the box
really makes the most sense.
But they used a word in there.
They said your ideal job, yourideal job.
Well, if you want an ideal job,you better put your research hat
on Right.
That's not going to happenovernight.
(29:48):
You can just go ahead and likespray your resume all over the
place and then whoever picks you, you know, for an interview,
and then you run your search.
Then you're doing all of yourdeep dive on them.
Or you can be super, super,duper proactive about it, which
I strongly recommend, and Iwould go out and invest 140
bucks for a month of salesnavigator.
(30:10):
Do deep research on the kindsof companies that you want, the
size of the companies, theindustries that they're in.
You'll be able to identify whoare the decision makers that you
need to connect with right,that you want to make friends
with and network that way.
Coming here is great.
How many hiring managers hasanyone here met since you've
(30:32):
been here?
One, talia.
One recruiter, okay.
Anyone else, okay.
So Salesforce events sometimesare just a little bit
self-congratulatory pats on thebacks from a networking
standpoint.
You're going to meet otherSalesforce admins.
How many Salesforce admins aregoing to help you get a job?
Well, none, if they're lookingto right.
(30:52):
So you've got to pick the rightevents.
You've got to pick the rightuser groups.
You've got to pick the rightplace to network.
I have so many connections inIndia, right, like you know, I'm
not placing anyone in India.
They're not hiring people forme.
Yeah, it's not working.
I guess we're connected, but isit a useful connection?
(31:15):
You know it might be if theylike some of my posts and it
might be if I like some of theirposts.
And that's where it ends.
There's no exchange of money,there's no loyalty, there's no
demonstration of like careeropportunity happening with
within these connections.
No demonstration of like careeropportunity happening within
these connections.
So this is one of those thingslike we can feel like really
busy.
I'm networking, I talk toeverybody.
I printed these cool cards andI gave them out to everybody.
(31:38):
And look at my followers andyou know Larry liked my post.
That's cool, I'm growing, I'mgetting out there, all right,
but who's looking at it?
I mean, we see this a lot withthe talent stacker community.
Talent stackers are like oh, Igot like a thousand connections
now.
It's like that's great, butyou're connected to other people
who are job hunting.
(31:59):
Right, they're not going tohelp your career necessarily.
That doesn't mean that townstacker is not a good program.
It is Right.
But if that's where you'regetting all of your clicks and
likes and connections, probablynot putting your eggs in the
correct basket at all.
So you've got to get involved inthe industry that you're
(32:20):
choosing and go to industryevents and start talking to
hiring managers.
You've got to be proactive anddon't be afraid.
Don't be afraid to reach out,right.
A lot of people are like oh,but they're a manager.
You know, michelle Hansen did avery good program yesterday on
okay, I got an interview.
Now what I thought she did anincredibly good job.
And one of the things that shesaid which resonated with me was
(32:42):
you know, we all put our pantson one leg at a time, and so do
these hiring managers.
Right, they have children.
They've got dogs that pee ontheir carpet, like they've got,
like they've got a sick mom,like they're just like you you
know, I'm just like you, likeall of you have dogs that pee on
the carpet or something likethat I'm just kidding so like
they're just regular, normalpeople and they really want you
(33:02):
to be the one right, and evenwhen they're not looking,
they'll appreciate someone who'sproactive in connecting with
them.
Guess what that's going to do?
It's going to make their life alot easier.
And I preach this to my clientslike network, network, network,
and then when you can't findsomeone, then you call me, right
, and then you pay me and I'llfind people for you.
(33:23):
I do the networking for them.
They pay for the service.
You've got no one doing theservice for you.
I mean, recruiters can a littlebit, right, but recruiters work
for the companies that pay them.
You guys don't pay therecruiters anything.
In fact, that would beunethical.
They stopped that in the 80s,right?
So that means you've got to goconnect with hiring managers and
(33:44):
then demonstrate what yourvalue is.
Follow them.
Start by liking their posts,right?
Hey, we're both in the sameecosystem.
I thought it'd be great toconnect.
Hey, thank you so much forconnecting with me.
If there's anything I can do,you know, let me know.
By the way, I see that you'reconnected to Jim and I know Jim.
Jim's a great guy.
I hope you're having an awesomeweek, right.
And then you hit them up twomonths later and then two months
(34:05):
after that, hey, happy birthday.
You know.
Hey, by the way, I wanted tolet you know three months down
the line.
So that means network now,three months down the line.
Then you give them the ask hey,I'm wrapping up a contract and
I'm reaching out to myconnections on here.
Thank you for being one of them.
If you could please point me inthe right direction.
If you're aware of anyone inyour organization or one of your
(34:28):
friends is hiring, every hiringmanager is friends with other
hiring managers.
Okay, like, literally all myfriends are business owners or
hiring managers.
Like, it's just how it is.
They know other people who hire, right, so got to get up in
that crowd.
Take the ladder up one notch,does that make sense?
Okay, all right, let's take.
(34:52):
I don't even know what time itis.
What do we got there, larry1020.
Okay, so that's when we'reabout to wrap up.
I would love to do one moreauthentic question.
Talia Johnson (35:02):
I'm struggling with where to focus my attention
and I hear this a lot with manypeople who are looking for
their first role.
I'm sort of not in my firstrole and I'm still kind of going
.
You know, I did that thing, butI'm super interested in this
and this and maybe even this IfI tried.
(35:23):
It Spoils for choice.
Josh Matthews (35:25):
Yeah, chinese menu yeah, okay.
Talia Johnson (35:27):
How do I know which path to go on, what things
to focus on.
Do you have any advice for me?
I?
Josh Matthews (35:34):
do.
Okay, this is a fun exercisethat anybody can do and it'll
only take you about 15, 20minutes to do it.
You can do it tonight.
What you do, just open up yourcomputer right, or grab a pen,
and then I want you to writedown your worst job description.
This is a backdoor into the wayyou think I want you to write
(35:56):
down the worst job description.
I did this when I I mean 30years ago.
I did this.
I read it in a cool book and Idid it and it was pretty awesome
.
I was climbing up high towersin the cold and in the rain.
I just wrote everything thatwas crappy.
You know, I had a boss thatdidn't listen to me.
There was zero advancement,like all these kinds of things.
(36:18):
Be really crystal clear andspecific.
Write down your nightmare of ajob, your nightmare of a career,
your nightmare of a manager.
What are you doing every day?
I don't get vacations or I'm oncall 24 seven.
Write that down and then go tobed, okay.
And then the next day I wantyou to take it and, by the way,
you could just drop it into AIand do this.
(36:40):
I recommend you do it yourself.
You just take it and then youwrite the opposite of that I'm
working indoors, my boss listensto me, right, this kind of
thing.
Or like, oh, I'm doing indoors,my boss listens to me, right,
this kind of thing.
Or like, oh, I'm doing, youknow, the bad thing might be,
I'm stuck on a military CPQproject or something.
I don't even know if thatexists, but, like, I'm stuck on
some you know government projectwhere you know bureaucracy
(37:01):
reigns king and it's a nightmare.
Like I don't want that.
So, okay, what do we want?
Well, okay, now I know that Iwant to work with non.
You know I want to work with,you know, publicly traded
companies or privately heldorganizations, but not the
government, right, notgovernment contracts.
So you can find that outthrough this exercise, right?
(37:22):
Does that make sense?
Yeah, and then you can takethat and just stick it in
perplexity or chat CPT and saythis is my ideal job.
What types of jobs are outthere?
What kinds of companies withinmy field or within my city or my
state fit this description?
And it will tell you.
And then you say tell me more,because it'll give you like
three or five.
(37:43):
I want the full list Now.
I want you to rank them basedon my criteria, and now you go
and do all that networking stuffthat we were just talking about
.
Would that be helpful, talia?
She said absolutely All right.
You guys, thank you for comingto my little show.
I really appreciate it.
You're so good and nice forcoming down here.
I think you all deserve a roundof applause for participation
(38:06):
and for spending your time heretoday, of applause for
participation and for spendingyour time here today.
I want to wish every single oneof you the best success, the
best career.
Okay, if you're struggling,hang on, don't quit.
If it's not working, dosomething different, right,
change, figure it out, but don'tquit.
And now the number one audio program that
helps you to hire, get hired andsoar higher in the Salesforce
ecosystem.
It's the Salesforce Career Show.
Josh Matthews (00:10):
All right, thank you, yvette.
Traveled all the way fromFrance just to do this.
Can you believe that Incredible?
Okay, Welcome everybody.
A quick note about where we areand what we're doing.
If you're listening to thispodcast right now, I'm standing
in a room full of amazing peoplewho are bright, smart.
(00:34):
They came to a Dreamin' event.
It's Florida Dreamin' and we'rehere in Clearwater, florida,
and you know what?
It almost didn't happen.
It almost didn't happen becauseof Hurricane Helene, and the
city and the state and thecounty have done an incredible
job.
Don't you think of getting thisopen, clearing the streets of
(00:56):
the sand and a lot of folks.
Just a little shout out to allthe people who were impacted by
this hurricane Absolutelydevastating, absolutely
devastating.
We're so fortunate because thiswhole Dreamin' event almost got
canceled and, in fact, themayor came in two nights ago and
(01:18):
shared with what I think it waswith Mike, who is one of the
key organizers of the event, andtold him you know, this is the
only hotel on the island thatdidn't get water inside of the
event, and told them you know,this is the only hotel on the
island that didn't get waterinside of the building.
So you know, we're all nice anddry, and that's thanks to a lot
of the city officials, and thenthey're really good management
of the hotel.
Now, before we get going, I wantto thank our sponsors.
(01:39):
These Dreamin' events.
They're not free and they'renot cheap, and we have some
amazing sponsors, including Sumo, scheduler, cloud Files,
airslate, campfire.
We've got Match, my Email,peaklogic, blackthornio, and
from the silver sponsors, I'mdefinitely going to mention my
friend's company, breadwinner,that's Stoney's company.
Breadwinner won the demo jamyesterday.
(02:01):
Who here saw that they did apretty good job.
I thought so thank you to allof our amazing sponsors.
Now let's get down to figuringout what's going on with
people's careers.
Who's got a question?
John Dionne (02:12):
More of a personal question for you.
Okay, and hi everyone.
I'm John Dion of Cloud FirstLabs.
We're Citrus Park, florida'sSalesforce SI integrator of the
year last year.
That's just a joke, it's just alittle small community in tampa
in your so far doing all thethe sales force recruiting and
you found somebody for me who'sawesome.
So shout out to to josh forfinding a great talent.
(02:34):
Either you placing someone at acompany or finding someone for
a company.
What's been your most soulrewarding placement of your
career?
Josh Matthews (02:48):
Oh, my God, that's an incredible.
That's an incredible question.
You know there've been so manybecause I've been doing this
since 1999 and there, you knowit's a.
It's a pretty incredibleexperience to be involved with
people on a one-on-one basis,understanding them and then also
, of course, understanding ourclients' needs.
And I think the biggest thetimes I'm not going to pick one,
(03:10):
john, I wish I could, but mybrain doesn't work that well at
9.30 in the morning, for somereason, I have to wait till like
9.30 at night, but basicallyit's when the client thinks they
know what they need, but theydon't and they say no, but I do,
or someone on my team does, andthrough a series of discovery
(03:31):
questions, because we really actlike business analysts what's
going on, what's gettingimpacted, what's this?
I know you want this personwith this title, but what's the
problem you're actually tryingto solve?
And I know you know what that'sall about because you're an SI,
so you have to go into yourclients and it's no different.
It's no different for us.
So when I go in and I talk to aclient and I'm able to help
(03:54):
them understand what they reallyneed, and then I present a
candidate and they say no tothat candidate.
And then I stick my neck outfor that candidate and say
you're wrong.
I'm sorry, mr Customer.
Mrs Customer, you're just flatout wrong.
And it happened this summer.
It happened in fact in August.
Longtime client of mine I'm notgoing to mention names, but a
(04:16):
wonderful guy.
He'd hired several people fromme at a billion-dollar
organization where he was vicepresident of all technology and
business systems.
And then he moved.
He went to a different company.
He needed to hire anotherarchitect and, for whatever
reason, the organization and theway the talent acquisition team
worked they talked to themanager and the manager said I
(04:39):
don't want this, I don't wantthat and I don't want this other
thing.
So if you see that, just likeskip it, okay.
So then we found a candidate.
He's amazing, he's incredible,he's dynamic, he's an
interesting guy, like reallyinteresting guy.
And we put them through.
We didn't hear anything.
I asked they said yeah, no,we're passing on him because he
(05:01):
was a consultant and he's beenfor the most part of consultant.
We want someone who worked at acompany for years.
Well, that was the wrong thingto say to me, because I know for
a fact this guy's absolutelyamazing.
So I stick my neck out.
I say listen, not only are youwrong, okay, but you're dead
wrong.
I'm gonna tell you why.
So don't feel bad, it's okay ifyou don't get it right.
(05:22):
I do this all day long and youdon't.
So let me tell you exactly why.
This person's absolutelyincredible and I texted the
hiring manager and I just saidlook, whatever you do, like 30
minutes phone call doesn't evenhave to be a video, but you've
got to talk to this guy, and ifyou don't talk to him, then I
don't know.
(05:46):
I'll know that you don't trustme, and if you don't trust me,
it's not a real partnership.
But we've had a partnership foryears.
So let's keep this going.
Talk to him, okay.
Anyway, he started like lastweek and they love him and he's
amazing.
So those are the kinds ofstories when I get to feel like
I'm not just slinging resumes,right, oh, you need this.
Yeah, I got one.
Boom, boom, boom, boom, boom,right.
It's really deeplyunderstanding what the needs of
(06:06):
the candidate is and what theneeds of the client is.
So great question, john, thankyou and thanks for being a great
friend and an awesome customertoo.
You rock all right.
Who's got another question?
Larry Lee (06:18):
so, as a candidate, what can you do to to stand out
amongst the other candidates,aside from your resume
certifications?
How would you go about doing it?
Josh Matthews (06:31):
Go about standing out in general, as a general
candidate.
We're going to ask you a coupleof questions because I do this
right.
So as a general candidate orfor a specific job.
Larry Lee (06:41):
Probably as a general candidate, because if somebody
doesn't know what they want todo yet, yeah, Okay, Fair
question.
Josh Matthews (06:48):
I could talk about this for a long time, but
I'll try to keep it moderatelyshort.
When we want to stand out, wefirst must cover all of our
bases.
That means your resume you haveto have one.
Your LinkedIn profile you'vegot to have one, right.
Your connections on LinkedIn.
Your community that you'rebuilding around you.
Your network right.
(07:09):
That's all the basics.
Now you've got to make themincredibly awesome, Incredibly
awesome, right?
I always think about that storyof it's like you don't have to
outrun the bear, you just haveto outrun the person next to you
, right?
And then the bear will get them.
It's that idea, right?
You don't have to be the mostperfect person.
Like.
You can be a great footballplayer and play in the NFL.
(07:31):
It doesn't mean you have to beTom Brady, Like.
You don't have to.
And guess what?
No one gets to be Tom Brady,but Tom Brady, right.
So you don't have to beabsolutely like the most amazing
thing.
You just have to be able to bebetter than the other candidates
, or at least communicate yourvalue more effectively than the
other candidates.
Now, you're not going to get anat-bat, right.
(07:52):
You're not going to get a phonecall.
You're not going to get aninterview and you're definitely
not going to get a job offer ifyou don't initially stand out
with what I call just yourmaterials, your LinkedIn profile
, your assets right Now.
There are a lot of videos on mywebsite about that.
You can go to Josh Force onYouTube and watch some videos on
(08:12):
that.
I am not the ultimate expertthere are people who put
together way better articlesthan I do but I still think I've
got some good stuff up thereright.
So I would start with that,okay.
Next thing don't be a job hopper.
Don't be a kangaroo.
If you are job.
Look, if you're jumping fromjob to job to job and you're in
your 20s, that's cool.
(08:34):
We expect that.
If you're in your 30s and youhaven't had a job for a single
job for more than two years, nowit starts to become a little
bit of an issue.
If you want to stand out, be ajob hopper, but you won't get
the job.
You want to stand out for theright reasons.
You want to demonstrate loyalty.
Three years here, four yearsthere that looks really good.
It's healthy.
(08:54):
It's a healthy time at a job.
You can be somewhere for 20years too.
That's great.
But later in your career, thatcan pose some challenges too,
because all you know is thatcompany, All you know is
Deloitte.
In your career, that can posesome challenges too, because all
you know is that company, Allyou know is Deloitte, or all you
know is Staples or whatever.
Okay, so you do that.
The next thing that you want todo is be able to articulate
your value really, really,really, really well, and so that
(09:16):
means understanding.
Well, what is the hiringmanager looking for?
Right, you know, read the jobdescription.
Take it with a grain of salt.
Look at their posts.
Look on LinkedIn.
Call your friends over at thecompany, right, I mean pay.
Did you ever do that?
Before you joined higherechelon, Did you call anybody
that you knew?
Okay, she's saying yes, yeah,so you do a little bit of
(09:38):
investigation.
The other thing that you can dois just honestly protect
yourself from joining the wrongcompanies, because sometimes
people are kangaroos or jobhoppers because the companies
didn't work out right, Whatever,they just didn't research them
enough, and so they didn't seethe red flags and they said yes
(09:59):
when they shouldn't.
They got wowed with an offer,they got wowed with a sign-on
bonus.
They didn't do their research.
There is an article onSalesforce Ben called the career
checklist, and I highlyrecommend you go check that out
because it will teach youexactly how to research any
company that you're interestedin and that you are interviewing
(10:21):
for.
There's also questions that youcan use to de-risk your career
when you're out there on the jobhunt, such as hey, if I were to
let's say you hired me, Yvettelet's say you hired me and I
started on Monday what am Igoing to find out in three
months from now?
What will I have wished I knewtoday that for certain, I'm
(10:44):
going to find out three monthson the job, right, Like I'm
going to, I'm going to know.
Just tell me now, what is that?
Right?
Oh, I'm actually leaving.
My boss doesn't know I'mquitting, so I won't be your
manager.
They might say that and they do.
Oh, weird, I can't tell youthis, but you deserve to know.
We're actually getting bought byAptis.
(11:05):
It's like oh, do I want to workfor Aptis?
I thought I was going to workfor Conga, what's this?
So you want to be able to askreally good questions.
Asking great questions, by theway, in your conversations with
recruiters, in yourconversations with hiring
managers, is very powerful.
Very powerful, right, Becauseit's probably the number one
(11:29):
thing that ability to ask goodquestions to get the insights
that you need to do a successfuljob, either for your company
that you're working for or,Larry, for the clients that
you're supporting directly.
Right, that's going to be theskill, because people are asking
me all the time like how do IAI proof myself?
You do this.
You get good at being a BA,right, you be as human as
(11:52):
possible, you do the things thata computer can't do, and that
means knowing when to askcertain questions at the right
time, so you'll stand out.
For all of these reasons andmuch more.
I mean there's a lot ofdifferent ways to stand out.
All of these reasons and muchmore.
I mean there's a lot ofdifferent ways to stand out.
Some ways that you don't wantto stand out, though, are like
(12:12):
by having a really badbackground on your Zoom meeting
when you're interviewing, rightWriggling in your chair and
clicking your pen right, Havingyour face, you know, just like
from your nose up on the video,things like that.
Having dogs yapping during aninterview.
Those are all ways that you canstand out, but I promise you
you don't want to stand out, forthose Make sense, Okay.
John Dionne (12:32):
Or not turning on your video.
Oh yeah, People people do that.
Josh Matthews (12:36):
People do oh, double stereo, there we go.
Yeah, people actually do that.
Ivette Campos (12:41):
Yeah, if, if I can add something like now we
have AI and it's amazing.
I've been using also propensity,but before I knew that one, I
reworked my storytelling becauseI jumped from Venezuela, then
to Italy, then to France and Ineeded kind of to not to justify
, but at least tell the valuesthat I've got while moving into
(13:06):
each country and from differentjob experiences, and it helped
me a lot.
So now we have these amazingtools, if you want to stand out,
you can use them and it'll helpa lot Like after I did that and
also working on your confidence, because you need to be sure of
your values and you need toexpress it and let them know
(13:29):
that, even if you don't knowsomething at the moment, you
know where to find it.
You know that you have thecommunity and they'll always
support you.
That's why I fell in love withthis Ohana.
It's really incredible.
They're always going to helpyou and even if you're already
in the job, you have questionsand they'll answer, and that's
(13:50):
incredible.
That's really nice.
So, yeah, stand out, use the AItools now.
It's really nice.
Josh Matthews (13:57):
Thanks, yvette.
Yeah, oh wait, I don't needthis mic.
Yeah, thank you.
Thank you, yvette.
No, it's so true, right?
I mean get comfortable withthese tools.
You can start with perplexity.
It's just a Google search, butit's better and it shows you
sources and this sort of thing.
All right, who else has aquestion today?
Todd Knoblock (14:14):
Hi, Josh Todd Malblock, I find myself looking
for my next opportunity outthere.
I was recently laid off.
Thank you, I am filling my timelearning, training, looking for
that next cert.
I'm actually in the Clickedexperience with your co-host,
Vanessa, with the Data AIprogram, so I'm hoping to get
(14:34):
Data Cloud at the end of that.
But my question is with Clickedor any other training
environment, how do you spinthat during an interview and
make it?
Do you count that as experience?
Or how do you come off to thehiring manager that you're using
your downtime to progressfurther?
Josh Matthews (14:54):
Yeah, that's a really good question, todd, and
thanks for asking one today, andI'm glad that you get a chance
to work with Vanessa throughClicked and, by the way, it was
just announced last week thatClicked is in fact, closing down
their Salesforce.
I think they're going to befocusing on IBM moving forward.
I actually got to meet thefounder at Dreamforce and share
a drink with him and Vanessa, sothat program is coming down.
(15:16):
Okay, great question.
It's not experience, it'straining, okay, and so training
(15:36):
counts.
Certifications are what?
Certifications are just proofthat you know the answers.
My first job and whoa, this isnot quite the same environment
that I learned in, right, but Ithink it demonstrates.
I mean, you just tell them, yousay, hey, just so you know, I'm
so passionate about thisecosystem, I'm so passionate
about the technology that I takemy time, all of my downtime, or
(15:58):
the vast majority of mydowntime, is focused on
upskilling myself so that I canbring more value to you.
Right, and, by the way, I'm alifelong learner, so this is the
kind of thing that I'll do whenI'm working, not just when I'm
looking for a job hunt.
Right, I do this because I careabout it.
I do this because I'mpassionate about it, and I do
(16:19):
this because when the proverbial, you know what hits the fan.
I want to know how to help younavigate out of that and make
your system function like, beused and generate most likely
sales or high levels of customerservice to your, to your
clients, right, and to yourcustomers.
(16:39):
So you can just say it like that.
Does that make sense?
Yeah, and, by the way, you canjust go to the podcast and grab
the translation.
It's on the website, right,it's on our Buzzsprout website.
But you can also go toSalesforceCareershowcom and you
can find some of this as well,and then you just take that
stuff and drop it right in.
(17:00):
Okay, talia, it's nice to seeyou again.
Welcome back to Florida,dreamin'.
Talia Johnson (17:12):
Thank you so much .
I used to be the Salesforceprogram lead at Clicked and of
course, this was a commonquestion, so it also comes up
with Talent Stacker's experienceproject.
So one of the things that hasbeen recommended is that you
screen record yourself walkingyourself through whatever you've
built within a clickedexperience or any kind of
training environment.
You might have some kind ofoutput at the end at in clicked
(17:35):
experiences, many of them.
They give a presentation at theend and you might want to
separately record yourself in avery nice way mistakes right and
share that wherever you can,whether it's a link to it within
a page somewhere that you'veshared or just even hey, I, by
the way, I also have this up onYouTube.
If you'd like to take a look atit, maybe just make it short.
(17:58):
And on LinkedIn, et cetera,maybe just make it short and on
LinkedIn, et cetera.
You can.
You can put it in yourhighlighted posts.
You know, make sure that peoplesee it and you people don't
forget that you actually havehad your hands on these tools.
Okay, Excellent.
Josh Matthews (18:13):
Thank you, Todd.
I appreciate that input.
I'll take a comment.
John Dionne (18:19):
It's sort of to add on to what the question that
Todd had had.
If you can demonstrate that youknow the core principles of
salesforce, you know somethingsimple is a difference between a
role and a permission, setstuff, our profile, like that
sort of stuff.
The learning, because we allknow right, salesforce, three
releases a year, cloud, new, newcloud, new industries, ai, data
(18:42):
, cloud, agent force, you knowbuzzword du jour kind of a thing
.
So that being able, knowing thefoundation is important.
And then it's what?
Can you?
Are you a learner and can youlearn it, because the landscape
is always changing and can youadapt right?
Can you be agile?
Can you fail fast and moveforward after that?
(19:03):
Or you know you may have aproject here, or you have a
customer that wants you to learna cloud because you're in there
and you have their trust.
So that's important.
So just to add to that pointyeah, I appreciate that, john.
Josh Matthews (19:15):
It's really good.
It's good information.
While you guys are thinking ofyour next question, we did
receive a couple from the Uvaapp and I'm going to pull those
up real quick and we'll readthem aloud and hopefully get
some good answers and, of course, I value your input on this as
well.
So the first one that we gotwas what do you feel are the
(19:36):
most in-demand skills in cloudsat this time?
What do you think the mostin-demand skills will be in four
to five years from now?
Now, I'm not sure if someone inthis audience wrote that, but
that's a fair question.
Okay, a very fair question.
So, starting with, you know thefirst one, which is what do you
feel are the most in-demandskills and clouds at this time?
(19:56):
Omni studio, data cloud, right,getting comfortable with agent
force.
You have to be at a company ofa certain size to have access to
some of these.
Jim's gym, with three locations, is probably not going to have
a data cloud set up andtherefore they're not going to
have Atlas and agent force andthis kind of thing.
(20:18):
It kind of depends on where youare.
As far as the most in-demandskills, I think it's your
ability to communicate.
I kind of highlighted that alittle bit earlier.
There are so many admins rightnow.
First time or never have beenan admin admins in the world, in
the United States and reallyacross the world, because the
massive push and lift that wehad with Trailhead really going
(20:41):
from, I mean, the demand washuge.
It spiked over 300% in 2021, Ithink it was 300% demand for new
employees, right, but that'sbecause of the COVID backlog.
That's all that was.
That's all it was right.
So now, most in-demand skills,you know.
(21:01):
As far as certifications, I trynot to answer this because I
just say like, hey, look like,do what you love.
You know what you know.
If, if you're not into CPQ, forGod's sake, that's some complex
stuff Don't do CPQ.
Don't do anything.
That's going to make youmiserable.
If you like doing masscommunications, if you are
(21:23):
interested and fascinated by theway marketing works, then get
involved on the marketing side.
If you like the way theautomations operate in a CP2
setup, you know, in those kindsof organizations like a Home
Depot or something like thatthen go for it.
If you are interested in healthcare, right, it doesn't matter
(21:45):
what you pick.
You don't necessarily need touse health cloud, right, to work
at a healthcare organizationthat's also selling stuff, and
then you're using sales cloudthere as well, right, it's not
all like electronic medicalrecords.
So pick the lane that is yourfit, do the thing that you're
comfortable with.
(22:05):
And then there's anotherquestion in here about the five
years.
What about in five years?
I promise you it's not going tobe.
I can't answer that.
I don't even know.
Do you guys remember five yearsago, there were 250,000 people
at Dreamforce.
They had to pull in a cruiseship to fit everybody in.
It was nuts.
It was nuts.
No one had ever even heard ofchat GPT it didn't exist.
(22:31):
Data cloud it didn't exist.
Agent force it didn't exist.
Okay, we didn't know COVID wascoming.
So planning for five years, Imean you can.
The number one thing that youcan work on is yourself.
Right, nevermind the certs fora minute.
Folks, it's nice, it's not themost important thing.
(22:54):
If you are going to go out andget certs, because that's
important to you and it'ssomething you're passionate
about, I'd be looking at gettingyour scrum master and I'd be
looking at getting your BA certright and I would start
practicing.
I would really work on yourcommunication skills.
I would also and this mightsound a little bit strange I
would work on your own mentalhealth and how you interact with
(23:18):
people, because some of thefolks listening to this show you
know on the podcast and youcould have up to 500 people in
79 countries listening to thisepisode.
Ok, and I know for a fact, someof those folks will have all
the technical abilities, they'llbe smart, they'll be proactive,
but, god forbid, someone looksat them the wrong way, right, or
(23:42):
their boss doesn't communicateexactly how they want their boss
to communicate.
They may have really thin skin.
They got to get to the bottomof that and thicken it up
because in business,particularly with the direction
that we're going here with AI,your ability to interact, take
feedback, navigate complexpersonalities.
(24:04):
Look, I'm a business leader.
My MBTI profile is an ENTJ.
It's just sort of like classicleader kind of profile, and I
have not been always the easiestguy to work for.
I would not have wanted to workfor myself.
When I was a manager in my 30s,I just wasn't actually that
good at it.
I pissed people off.
I still piss people off, but Ihelp them so much they forget,
(24:27):
so it doesn't matter, right?
But you've got to work onyourself and figure out, kind of
like, what are your triggersand what are the things that are
making you job hop, what arethe things that are keeping you
or preventing you from beingdirect in your communications
when you have to be direct?
Todd, I understand that youabsolutely want that feature.
I get it.
(24:48):
It sounds like it would make alot of sense and like it would
make your life and the life ofyour team a lot easier, right,
okay, but the challenge withthat is we're going to have to
code it, because that's complex,and if we code it, we're going
to have to maintain it.
And if we maintain it, we'regoing to have to spend more
money maintaining it, and that'sgoing to slow down every other
iteration of this product.
Right, because now we have tothree times a year.
(25:09):
Every time we do a new set,feature set or something, we
might have to go in and tweakeverything so that your special
codes, so that you and yourthree friends on your team, make
it easy for you.
You know, once a day it mighttake you 10 extra seconds, but
it's going to save many, manyhours of headaches and problems
(25:29):
for the product owner and forthe team that's managing the
instance.
Do you see what I mean?
But you have to be able toconfront people in a diplomatic
way and kind of lead them to thelight, be consultative,
understand what the businessproblem is.
I was just over at Andy'ssession and they were talking
about will AI replace admins?
Anyone know what the answer ison that?
I got a no.
(25:52):
Do I have Raise of hands?
How many people here think AIis going to replace Salesforce
admins?
I do, absolutely, of course.
Of course it's gonna go away atsome point.
That doesn't mean you're gonnago away, right.
It doesn't mean that your jobwon't change, that your
capabilities won't change andmorph, right?
(26:13):
Admins do a lot of things thatare repetitive, don't they?
Not all of them, but some ofthem do a lot.
You just add a new user clearticket, right.
So a lot of admins do a lot ofthese kinds of things and that's
going to get automated.
And if the company is not goingto do it now, they're going to
do it within four or five years.
(26:34):
So that means that you have tostand apart and someone asked I
think it was you, larry like howdo you stand out from all of
this?
Well, you've got to be able todo all the things that AI can't
do Like, smile, like, ask greatquestions, be diplomatic and
then, probably most importantly,deeply, deeply, deeply
(26:56):
understand the business, becausebusinesses don't like AI to
know everything about theirbusiness, because if AI does,
then anyone can go out andreplicate their business that
they built from scratch.
Someone could come in, swoop in, right, create some software
that has lie detection in it andbe able to interpret responses,
and I can record my voice andit could still be me, right, and
(27:19):
it would be using the Turingtest and all this stuff.
It would be pretty accurate,right, I'm a lie detector, but I
can do that.
Now my job may go away, exceptthat it won't, because I can,
you know, effectively understandan organization's business
challenges and then lead them toa really good solution.
Now, I might use AI to helpfulfill some of that, but it's
(27:43):
still got to be personal.
So you're prepped for the nextfive years, for the next year,
the next two years.
One embrace the AI.
It's not going away, it's onlygoing to grow, and it's going to
grow exponentially.
Right, who here remembers 2008?
It doesn't seem like it wasthat long ago.
(28:06):
Right?
That's when, like Facebook andGoogle, like, went crazy.
That's when we had the globalfinancial crisis.
That's when we got the feedbackloop going on.
You know the division andideology here in America,
because every time you click orsearch for something, it's just
telling you what it thinks youwant to see.
Because it time you click orsearch for something, it's just
telling you what it thinks youwant to see because it wants you
to click on it.
This is why I like perplexityinstead of Google more authentic
(28:28):
responses.
Does that make sense?
Who would have known that in2007?
None of us.
So we really don't know what'scoming.
But we know something's comingbecause it's already here.
We just don't know how big itis right.
So that's where we've got toprepare, and I think that we had
one other question here.
Let me take a peek, okay.
(28:49):
What are someoutside-of-the-box ways to find
your ideal sales forceopportunity?
I think that's a great question.
First of all, what are some ofthe in-the-box ways to find, to
find your next opportunity?
John Dionne (29:05):
Salesforce events.
Josh Matthews (29:06):
Salesforce events .
Linkedin, linkedin Very good,okay.
Job site what do you call it?
Job sites Indeed, okay, casey,okay, all right.
What's a way that people are inthe box trying to find jobs?
Right, maybe, networking,networking, yeah, very good.
So these are all really goodanswers and, by the way, those
(29:28):
are your best answers.
So these are all really goodanswers and, by the way, those
are your best answers.
Those that's you know we'reoperating inside of the box
really makes the most sense.
But they used a word in there.
They said your ideal job, yourideal job.
Well, if you want an ideal job,you better put your research hat
on Right.
That's not going to happenovernight.
(29:48):
You can just go ahead and likespray your resume all over the
place and then whoever picks you, you know, for an interview,
and then you run your search.
Then you're doing all of yourdeep dive on them.
Or you can be super, super,duper proactive about it, which
I strongly recommend, and Iwould go out and invest 140
bucks for a month of salesnavigator.
(30:10):
Do deep research on the kindsof companies that you want, the
size of the companies, theindustries that they're in.
You'll be able to identify whoare the decision makers that you
need to connect with right,that you want to make friends
with and network that way.
Coming here is great.
How many hiring managers hasanyone here met since you've
(30:32):
been here?
One, talia.
One recruiter, okay.
Anyone else, okay.
So Salesforce events sometimesare just a little bit
self-congratulatory pats on thebacks from a networking
standpoint.
You're going to meet otherSalesforce admins.
How many Salesforce admins aregoing to help you get a job?
Well, none, if they're lookingto right.
(30:52):
So you've got to pick the rightevents.
You've got to pick the rightuser groups.
You've got to pick the rightplace to network.
I have so many connections inIndia, right, like you know, I'm
not placing anyone in India.
They're not hiring people forme.
Yeah, it's not working.
I guess we're connected, but isit a useful connection?
(31:15):
You know it might be if theylike some of my posts and it
might be if I like some of theirposts.
And that's where it ends.
There's no exchange of money,there's no loyalty, there's no
demonstration of like careeropportunity happening with
within these connections.
No demonstration of like careeropportunity happening within
these connections.
So this is one of those thingslike we can feel like really
busy.
I'm networking, I talk toeverybody.
I printed these cool cards andI gave them out to everybody.
(31:38):
And look at my followers andyou know Larry liked my post.
That's cool, I'm growing, I'mgetting out there, all right,
but who's looking at it?
I mean, we see this a lot withthe talent stacker community.
Talent stackers are like oh, Igot like a thousand connections
now.
It's like that's great, butyou're connected to other people
who are job hunting.
(31:59):
Right, they're not going tohelp your career necessarily.
That doesn't mean that townstacker is not a good program.
It is Right.
But if that's where you'regetting all of your clicks and
likes and connections, probablynot putting your eggs in the
correct basket at all.
So you've got to get involved inthe industry that you're
(32:20):
choosing and go to industryevents and start talking to
hiring managers.
You've got to be proactive anddon't be afraid.
Don't be afraid to reach out,right.
A lot of people are like oh,but they're a manager.
You know, michelle Hansen did avery good program yesterday on
okay, I got an interview.
Now what I thought she did anincredibly good job.
And one of the things that shesaid which resonated with me was
(32:42):
you know, we all put our pantson one leg at a time, and so do
these hiring managers.
Right, they have children.
They've got dogs that pee ontheir carpet, like they've got,
like they've got a sick mom,like they're just like you you
know, I'm just like you, likeall of you have dogs that pee on
the carpet or something likethat I'm just kidding so like
they're just regular, normalpeople and they really want you
(33:02):
to be the one right, and evenwhen they're not looking,
they'll appreciate someone who'sproactive in connecting with
them.
Guess what that's going to do?
It's going to make their life alot easier.
And I preach this to my clientslike network, network, network,
and then when you can't findsomeone, then you call me, right
, and then you pay me and I'llfind people for you.
(33:23):
I do the networking for them.
They pay for the service.
You've got no one doing theservice for you.
I mean, recruiters can a littlebit, right, but recruiters work
for the companies that pay them.
You guys don't pay therecruiters anything.
In fact, that would beunethical.
They stopped that in the 80s,right?
So that means you've got to goconnect with hiring managers and
(33:44):
then demonstrate what yourvalue is.
Follow them.
Start by liking their posts,right?
Hey, we're both in the sameecosystem.
I thought it'd be great toconnect.
Hey, thank you so much forconnecting with me.
If there's anything I can do,you know, let me know.
By the way, I see that you'reconnected to Jim and I know Jim.
Jim's a great guy.
I hope you're having an awesomeweek, right.
And then you hit them up twomonths later and then two months
(34:05):
after that, hey, happy birthday.
You know.
Hey, by the way, I wanted tolet you know three months down
the line.
So that means network now,three months down the line.
Then you give them the ask hey,I'm wrapping up a contract and
I'm reaching out to myconnections on here.
Thank you for being one of them.
If you could please point me inthe right direction.
If you're aware of anyone inyour organization or one of your
(34:28):
friends is hiring, every hiringmanager is friends with other
hiring managers.
Okay, like, literally all myfriends are business owners or
hiring managers.
Like, it's just how it is.
They know other people who hire, right, so got to get up in
that crowd.
Take the ladder up one notch,does that make sense?
Okay, all right, let's take.
(34:52):
I don't even know what time itis.
What do we got there, larry1020.
Okay, so that's when we'reabout to wrap up.
I would love to do one moreauthentic question.
Talia Johnson (35:02):
I'm struggling with where to focus my attention
and I hear this a lot with manypeople who are looking for
their first role.
I'm sort of not in my firstrole and I'm still kind of going
.
You know, I did that thing, butI'm super interested in this
and this and maybe even this IfI tried.
(35:23):
It Spoils for choice.
Josh Matthews (35:25):
Yeah, chinese menu yeah, okay.
Talia Johnson (35:27):
How do I know which path to go on, what things
to focus on.
Do you have any advice for me?
I?
Josh Matthews (35:34):
do.
Okay, this is a fun exercisethat anybody can do and it'll
only take you about 15, 20minutes to do it.
You can do it tonight.
What you do, just open up yourcomputer right, or grab a pen,
and then I want you to writedown your worst job description.
This is a backdoor into the wayyou think I want you to write
(35:56):
down the worst job description.
I did this when I I mean 30years ago.
I did this.
I read it in a cool book and Idid it and it was pretty awesome
.
I was climbing up high towersin the cold and in the rain.
I just wrote everything thatwas crappy.
You know, I had a boss thatdidn't listen to me.
There was zero advancement,like all these kinds of things.
(36:18):
Be really crystal clear andspecific.
Write down your nightmare of ajob, your nightmare of a career,
your nightmare of a manager.
What are you doing every day?
I don't get vacations or I'm oncall 24 seven.
Write that down and then go tobed, okay.
And then the next day I wantyou to take it and, by the way,
you could just drop it into AIand do this.
(36:40):
I recommend you do it yourself.
You just take it and then youwrite the opposite of that I'm
working indoors, my boss listensto me, right, this kind of
thing.
Or like, oh, I'm doing indoors,my boss listens to me, right,
this kind of thing.
Or like, oh, I'm doing, youknow, the bad thing might be,
I'm stuck on a military CPQproject or something.
I don't even know if thatexists, but, like, I'm stuck on
some you know government projectwhere you know bureaucracy
(37:01):
reigns king and it's a nightmare.
Like I don't want that.
So, okay, what do we want?
Well, okay, now I know that Iwant to work with non.
You know I want to work with,you know, publicly traded
companies or privately heldorganizations, but not the
government, right, notgovernment contracts.
So you can find that outthrough this exercise, right?
(37:22):
Does that make sense?
Yeah, and then you can takethat and just stick it in
perplexity or chat CPT and saythis is my ideal job.
What types of jobs are outthere?
What kinds of companies withinmy field or within my city or my
state fit this description?
And it will tell you.
And then you say tell me more,because it'll give you like
three or five.
(37:43):
I want the full list Now.
I want you to rank them basedon my criteria, and now you go
and do all that networking stuffthat we were just talking about
.
Would that be helpful, talia?
She said absolutely All right.
You guys, thank you for comingto my little show.
I really appreciate it.
You're so good and nice forcoming down here.
I think you all deserve a roundof applause for participation
(38:06):
and for spending your time heretoday, of applause for
participation and for spendingyour time here today.
I want to wish every single oneof you the best success, the
best career.
Okay, if you're struggling,hang on, don't quit.
If it's not working, dosomething different, right,
change, figure it out, but don'tquit.
Popular Podcasts
Boysober
Have you ever wondered what life might be like if you stopped worrying about being wanted, and focused on understanding what you actually want? That was the question Hope Woodard asked herself after a string of situationships inspired her to take a break from sex and dating. She went "boysober," a personal concept that sparked a global movement among women looking to prioritize themselves over men. Now, Hope is looking to expand the ways we explore our relationship to relationships. Taking a bold, unfiltered look into modern love, romance, and self-discovery, Boysober will dive into messy stories about dating, sex, love, friendship, and breaking generational patterns—all with humor, vulnerability, and a fresh perspective.
On Purpose with Jay Shetty
I’m Jay Shetty host of On Purpose the worlds #1 Mental Health podcast and I’m so grateful you found us. I started this podcast 5 years ago to invite you into conversations and workshops that are designed to help make you happier, healthier and more healed. I believe that when you (yes you) feel seen, heard and understood you’re able to deal with relationship struggles, work challenges and life’s ups and downs with more ease and grace. I interview experts, celebrities, thought leaders and athletes so that we can grow our mindset, build better habits and uncover a side of them we’ve never seen before. New episodes every Monday and Friday. Your support means the world to me and I don’t take it for granted — click the follow button and leave a review to help us spread the love with On Purpose. I can’t wait for you to listen to your first or 500th episode!
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com