How did Salesforce start in El Salvador?
Gino Caprile was the founder of the pioneering company and is one of the few Salesforce Partners in Central America. He introduced the Salesforce platform in the Central American region. He saw a great opportunity when he first heard about it and started his journey in Trailhead.
In your experience, how do you develop talent in Central America?
Developing Salesforce Talent in Central America requires first, an effective recruitment process in which you identify people with the same vision and determination to become professionals in Salesforce, and for that the first thing you have to do, it’s to start creating awareness of the great characteristics of the platform. For those who show interest, they have the opportunity to join initiatives like Salesforce Trainee Groups.
This program aims to share the Salesforce knowledge freely with people interested in the #1 CRM Technology. No strings attached, it brings together a group of people and leads them to become Salesforce Administrators Certified. In this process, the identified candidates are invited to the recruitment processes, therefore the Salesforce Trainee Group Program itself becomes a source of talent. So far, there have been 12 generations of Salesforce Trainee Groups and the count keeps going.
On the other hand, there are also different strategic alliances with Universities that provide opportunities to students on their final stage and help them find their first job, in a company that offers them constant development, training, and of course, gaining experience with real projects. I truly believe that providing decent work opportunities to students or recent graduates is one of the ways to become part of the unemployment solutions that countries like El Salvador need.
How do you get the trust and confidence of clients in the United States and Canada?
Skills and knowledge are key, proving that they are capable to use them in real-time projects and with their clients is also important. That’s why it is important to keep learning and getting more Salesforce certifications.
Every employee is at constant training. In fact, we are proudly one of the few local companies that require its team members to never stop learning. As part of our culture and processes, once a new team member gets on board becomes a trainee and immediately he gets assigned a trainer, a more experienced team member who helps the new hire get used to the Salesforce Technology and the company processes, after an evaluation period were 2 Salesforce certifications, advanced level of English and real experience in Salesforce projects is required, a team member is promoted to Junior status and are eligible to be assigned to clients.
Talking about being at constant training, we require all of our team members to get 1 or 2 Salesforce Certifications per year as well as to develop other skills such as Project Management, Scrum Foundations, and others. We also bear in mind that Soft Skills are an important part of a person’s integral development, therefore we also require them to fulfill a Soft Skills program that includes training in areas such as Leadership, Customer Service, and Change Management.
What do you think is the key to identifying Salesforce talent in the region?
Support from the upper management in order to identify and produce the Salesforce talent. Funding and time are needed for these programs and they have to be one of the main priorities for the company. At the same time, you have to constantly construct a culture in which team members truly feel valued by providing growth opportunities, attractive salaries, and policies that ensure stability for retention.
The result after all of these steps are highly motivated and loyal Salesforce professionals with great communication and technical skills that can really understand the client needs and propose solutions based on their expertise through a Nearshore Model. A win-win situation for the company and its American clients.
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Human Resources Manager
Specialist in Human Resources with 5+ years of experience in the field, trained in the Business Administration career and with a master’s degree in Human Resources Management. His focus has always been to inject motivation into employees so they can feel valued in their workplace. She currently works as HR Manager at Adapta Technologies, a place where she identifies with her ideals and is responsible for ensuring the development and well-being of all its members.