Tag: #GOOGLECLOUDJOURNEY

The employees of Codento have many things in common, such as a human approach to work and an interest in cloud technology. For each employee, however, Codento naturally means different things with slight nuances.

At Codento, three times a year, led by our HR, comprehensive discussions are held with each employee individually. The agenda in these meetings is to gather employee understanding and survey work well-being: How is the customer project going, how is Codento treating you, are you feeling heard in the work community and how are you able to recover after working days.

In this article, I bring up topics that have come up several times in these discussions, my aspiration is to form my own interpretation of Codento’s day-to-day operations as realistically as possible, dealing with both sides of the coin. So, underneath you will see some topics accompanied by more or less organized thoughts.

 

Interest in Cloud Technology

The people of Codento see very meaningful e.g. that we can use our working time to study and that we can earn bonuses from Google Cloud certificates. Therefore, we naturally have a lot of expertise and interest in the area.

On the other hand, sometimes it also feels like urgency in customer cases doesn’t leave you the time so you could study the shiny new things of cloud technology. Fortunately, we usually also find time to study in a suitable gap!

 

Caring about Employees

On several occasions, how Codento takes care of employees comes up in the HR discussions. Both HR, supervisors, and other Codentians are easily approachable and take your individual perspective into account.

On the other hand, sometimes supervisors also are a bit short on time, since customer work can take up time from the calendar. Of course, this is usually seen as understandable from the employee’s point of view, but the 121 discussions have always been held with us every month. If one forgets these, my colleague Marika and I will let them know!

 

Development Path to Google’s Cloud Technology

Development regarding cloud technology takes place in projects, studying for certificates, jointly organized workshops or bulletins, and informal sparring. Common enthusiasm for the matter is clearly visible.

On the other hand, it has also been seen as necessary to create clearer and more strictly limited development paths. This has been taken into account and e.g. through the new Agileday system, we can build a more personal plan for everyone and easier-to-follow steps in skill development.

 

Remote-focused hybrid work

At Codento, the employee is strongly trusted, as a result of which the time of work, way of working, and place of work can often be arranged by yourself. Of course, the requirements of client work set some boundaries here, but otherwise, we are open to all kinds of arrangements, as long as the work gets done. So there is a lot of flexibility for different situations and ways of working.

On the other hand, the people of Codento have also wished for more frequent visits to the office. In this way, getting to know both new and old colleagues goes more naturally and the group spirit is maintained a little better. Joint kick-offs and other larger gatherings have always left a really warm feeling.

 

Balance Between Work and Free Time

The people of Codento do not lose sleep at night because of work. The overall message in this area is clear when we ask our employees about recovery and workload. It is also very important for us to stick to this in the future.

Naturally, sometimes in a consultant’s work, there are situations where you have to do many things at the same time and the stress levels are higher. It is our responsibility as company representatives to ensure that no one has a situation like this for a longer time.

 

Openness and Transparency

Every week we have two all-hands meetings for everyone (called worksite meetings), where we review the sales pipeline and current customers.

On Tuesdays, the sales team presents the latest opportunities about the possible assignments, goes through the offers sent to possible customers, and tells what cases have been won or lost. This way, everyone in Codento knows what to expect in the near future.

On Thursdays, we review all current customers and give the floor to the consultants. In these meetings, a list of clients is discussed and comments are asked about how things are going and whether there have been any difficulties. This way, everyone in Codento is better informed about the present.

Of course, we don’t always have time or are able to share everything, but we try to give everyone as clear a picture as possible of the state of the company.

 

A Capable Team

Often in discussions, appreciation for the skills of colleagues comes up. The people of Codento appreciate each other’s expertise and are happy to share theirs. Our advantage is also that there is expertise in so many areas.

On the other hand, sometimes looking for direction for learning can also be a little tricky with a technically diverse group, no matter how skilled you are. Fortunately, this is constantly on our minds and guidelines are starting to have a clear figure.

 

Good lessons and interesting discussions

Bulletins, workshops, and training held by Codento’s own employees have often been praised. Who else would be better to guide you in a new and interesting topic or technology than an expert who is enthusiastic about the topic?

On the other hand, at every moment we don’t have time to organize as many such joint learning gatherings as we would like. This is naturally recognized in everyday consulting work, but sometimes we miss common learning experiences alongside work. However, the matter is always in the back of our minds and these gatherings are arranged at suitable intervals whenever we can.

 

Ownership Opportunity

More than half of Codento’s employees are also shareholders in the company. It naturally gives meaning to the days when work is done for the common good of us all. We also try to hold emissions of shares for as long as possible, so that everyone who wants can join the journey.

Of course, this is not endless, and not necessarily always predictable. Hopefully, we can take the people of Codento along on the growth journey for as long as possible!

 

Cooperation with Google Cloud – Cutting-Edge Technology

It’s pretty cool from a developer’s point of view to be able to do things in cooperation with such a giant of information technology. As a partner, we get access to the latest information and interesting technologies a bit faster.

Sometimes you have to wait a bit for them to be used in practice, even though your fingers are already itching to make customer solutions with the latest tools. But, they always come into use at some point and we’re among the first!

 

Company Full of Great People

This is a very common comment in HR discussions. In general, the atmosphere and the people of Codento are pretty laid-back. However, we can all recognize that this does not mean that you cannot work seriously and fully. The work will certainly be done, as you can expect from a competent team.

Still, even though we have a wonderful group of people, we must strive to increase diversity more in the future. As you know, different backgrounds and perspectives affect the software or artificial intelligence models being built.

 

Here’s my point of view on Codento’s culture and Codentians. Someone else might describe us a bit differently but I’m sure there would be similar themes.

 

About the author :

Perttu Pakkanen is responsible for talent acquisition at Codento. Perttu wants to make sure that the employees enjoy themselves at Codento because it makes his job much easier.

Empathy at Codento

 

Empathy is one of Codento’s three values. What does it mean?

Empathy is (roughly put) the ability to understand another person’s thoughts. It’s the ability to put yourself in someone else’s shoes and see the world through their eyes. Empathy, therefore, requires the understanding that you have a separate mind from another person and that this other person can see things in a different way. This is again an essential part of interaction in working life as well.

Empathy is not only a friendly and caring attitude toward other people. That is just a common derivative of empathy.

 

Can you separate feelings and rationality?

In everyday speech, one might say that someone is a “rational person” and another is a “feeling person” or that different brain areas produce feelings, and one is more the engine of analytical reasoning. In reality, a person cannot tell these apart. All thinking involves reason and feeling.

Because of this, it is essential that in any job, you know how to recognize not only the logic but also where the thinking comes from in the mind of another individual. The interaction is, therefore, not a neutral exchange of logical arguments.

 

What does this have to do with technical consulting?

A lot, actually. The customer doesn’t just have us as a pair of hands mechanically producing lines of code. We are also there to make changes, offer perspectives and share know-how, among other things. All of this happens in interaction with people, and it goes without saying that the understanding I opened above from another person’s point of view makes the delivery considerably easier.

In addition to customer work, Codento also conducts internal development, e.g., regarding service products and various tools. The same principles as in customer work can be applied in this area. Actions are strongly linked to understanding another person’s point of view. Not to mention other socializing, culture, and coffee table discussions.

 

What role does empathy play in the everyday life of Codento?

We hold HR discussions with each consultant three times a year. They comprehensively review the feelings of a person from Codento regarding the client or the project they’re working on and Codento in general, themes related to coping and recovery in general, as well as, for example, getting help within the company if necessary. It’s not unusual that in these conversations it comes up how easy it is to be at Codento and a lovely group of people. This is not a direct effect of empathy but can undoubtedly be directly derived.

Working life is not automatic and robotic execution, let’s leave it to artificial intelligence and algorithms. Empathy is a critical ability in today’s working life.

 

 

About the author :

Perttu Pakkanen is responsible for talent acquisition at Codento. Perttu wants to make sure that the employees enjoy themselves at Codento because it makes his job much easier.

#GOOGLECLOUDJOURNEY: Six Fascinating Wishes for Choosing Employers

Part 7 – Community and empathy

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

The themes of community and empathy come up the most in my analysis material. This came as a slight surprise to me, but it’s not a miracle after all. We are social animals, and working life is not separate from “real” life itself, so why would working together at the workplace and bonding with other people not be important?

 

Corona time

The last couple of years we have been more or less isolated from friends, strangers, coworkers, and even family members. Thus, the longing to be together with others can rise to the top of the motivation list even for a slightly more introverted person.

Can we assume that the triumph of communalism in my analysis is due to this very unusual global situation of recent years? Perhaps. At the very least, it sounds likely that it played a role. However, I wouldn’t count on the fact that the importance of human-to-human communication would decrease without the impact of the pandemic.

 

Meaningfulness

Although work can be seen completely as a means of making money, in general, we still need some kind of connection with other people. The workplace, on the other hand, tends to be the environment where we spend a large part of our day, so it is understandable to want it to be pleasant.

Pleasantness probably consists of a safe atmosphere, a sense of belonging, shared interests, and similar things. Belonging and common goals also create meaning, which is very important to a person. The sense of meaning is also useful for the company in the longer term when more effort is likely to be put towards the common goal and this effort causes less mental load.

 

Empathy and business

Our recently held Nextgencloud Webinar covered the topic of competitive advantage of a business in this digital world. A culture of psychological safety emerged in the discussion as an important factor for achieving a competitive advantage, which leads to the fact that problems can be raised and thus also solved with the right tools.

If people are supposed to act coldly and rationally, you probably won’t get to this kind of culture. The right means for a culture that benefits the bottom line of such a company and the employee can be found, among other things, in the skills of listening and being present.

 

Summary

As I wrote above, the category of empathy and community, which emerged as the most important factor as a slight surprise, is actually not that surprising. In my own bubble, I have begun to perceive the world of thought of genuine humanization of working life to an ever-increasing degree, which warms my heart. Maybe there is hope in working life!

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY: Six Fascinating Wishes for Choosing Employers

Part 6 – Professional skills in the organization

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

In addition to maintaining and growing your own professional skills, which I wrote in the previous post, it is great to be surrounded by competent people. In this way, competence and professionalism develop together which benefits all parties involved. It is said that a group is more than the sum of its members. This saying can also be applied in the IT sector.

In my analysis of the characteristics important of an employer, professionalism in the organization turned out to be a separate category which was the fourth most important of the six categories. It includes the skills of the team, the skills of the supervisor, and the skill of listening to the personnel.

 

Teamwork and social skills

Team competence can be understood in at least two different ways. Someone might make a difference between soft and hard skills, I make a difference between different skills because “soft” skills are skills just like any other. Taking others into consideration and interaction skills is sometimes hard work, and when successful, the team members create the psychological safety I mentioned earlier, which again plays a key role in the success of an expert organization. Mindfulness of others is thus an important success factor in an organization.

 

Technical know-how all around

Technical professionals are also interested in the know-how of others. The environment for working is enjoyable when those around you know something that you don’t know yourself. This does not require a machine from which gurus of the same topic one after another rush into the yard, but people from different backgrounds. A junior coder can just as well have new and interesting tricks to teach a senior since they look at the field with completely fresh eyes. Here too, to the point of the reader getting bored, I bring up the importance of a safe atmosphere and a sense of security, so that thoughts and things can really be shared.

 

Foreperson and the skill of listening

Listening – or at least pretending to – is easy. Listening and truly internalizing the thought turns out to be difficult time after time. It is thus in itself a demonstration of skill to know how to listen to people and take actions based on that. An important skill, especially for a supervisor. One theme in the organization’s professional skills category is the competence of the supervisor, while another was the consultation of the personnel.

Even at a more abstract organizational level, consulting the personnel for important topics is a skill. This is the point when I stumble into my own words because my categories listed in the opening post regarding competence, empathy and community, and processes get mixed up when thinking about the topic. As a criticism of my own “research” work, I could already say at this stage that the categorization I have formed should not be taken as the final truth. Fortunately, finding the final truth is secondary in these writings after awakening thoughts!

 

Summary

There are many kinds of professional skills, and a unique cluster of them creates the skills for success. Others type out beautiful code at lightning speed, while others know how to tell the customer and other important parties how beautiful that code really is and how useful it is for you. Others, on the other hand, know how to understand different points of view, are skilled at the ways of respectful interaction and thus keep the whole group together. We should continue to take into account how important different backgrounds and skills are for the organization.

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY: Six Fascinating Wishes for Choosing Employers

Part 5 – Know-how and work tasks

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

The importance of meaningful work cannot be forgotten. In my analysis of an employer’s important characteristics, the answers in the Know-how and work tasks category summarize the technical professional’s desire to be useful and develop their skills when working on sufficiently challenging puzzles.

In fact, the challengingness and interestingness of the work tasks emerge as the most essential aspect of the employer’s offer as a single factor of a category, even though the category of skills and work tasks as a whole remains the second largest of the six larger categories. It is therefore clear that it is not at all secondary to think about what work tasks are done for pay, but rather that getting access to the strangest things and gimmicks can very well be a critical question when choosing a job.

 

Searching for meaning

Meaning in working life can come from simply being able to use the skills you know to solve various difficult problems. The concept of meaning does not necessarily have to be viewed as a plan of a higher power or through finding the purpose of life, but it may well emerge in a short moment as a result of a single success. However, I am not saying that meaningfulness in (working)life cannot also be found at a higher level.

In many cases, interesting and meaningful tasks mean being concretely helpful. For many experts, it is important that the solution made serves some person or group of people in a concrete problem. Preferably in one that is as revolutionary as possible. So, although coding is, in general, a very fun job, we hope that it also has real benefits for real humans.

 

Development in professional skills

In addition to solving real problems, the development of professional skills is important. Based on the data of my analysis, for a technical professional, trudging in place is often unpleasant, while learning new things is extremely meaningful.

Skills can be developed in many ways. The ways include courses online, courses in your own studies, certificates, internal company projects, sparring with colleagues, and of course, learning through your work. The organization should be able to offer a balanced package, for example, built from these pieces, sufficiently pre-chewed.

Of course, the aspect of psychological safety must be remembered in this package. Although learning something new requires (and is often desired on behalf of the expert) a suitable challenge, a hard challenge does not always lead to an optimal learning result. The best outcome in learning comes from supporting emotionally and providing enough information and support while the level of challenges is optimal. Not always an easy equation, but if prioritized it’s certainly doable by everyone!

 

Summary

The meaningfulness of work tasks can even be thought of as self-evident, especially when the issue has now been juggled a bit between my synapses. However, sometimes it may be forgotten or overlooked, even though it is a very simple matter. And as seen in the data, experts do not take it for granted. If it was already in mind beforehand, there would be no need to mention it separately in the conversation.

Where technology and customer choices are important in terms of strategy and business, current and potential employees must also not be forgotten. What I mean with this is that the maximum possible involvement of experts in these processes will certainly not go to waste but will be an asset to the company.

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY: Six Fascinating Wishes for Choosing Employers

Part 4 – Processes and organization

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

For a knowledge worker, the brain is the single most important organ in the human body, so in a well-functioning organization, its optimal ability must be maintained. One way to achieve this competitive advantage is to make processes, ways of working, and work tools as functional as possible. Even though the process and organization category was the second least prominent of the six categories in the minds of experts in the IT field in my analysis, it is still an important topic to discuss.

 

What processes?

I know I risked losing most of my readers when I mentioned the word process. I’ll make the situation even worse with a definition. Wikipedia defines the word as follows: “A process is a series of actions to be performed that produces a defined end result”. The first thing that comes to mind is that aren’t algorithms to some extent part of the definition of a process, in which case processes should be a matter of the heart for a software developer.

However, it has been proven that this is not always the case, so the topic requires clarification. The important difference here is probably between software and relationships between people. Processes and algorithms are therefore needed in well-functioning software, but interaction cannot always be reduced to the sum of its parts. Of course, machine learning algorithms are also working in this field (too), which have come quite far in the subject, but the HR department cannot be replaced with a software robot at least yet.

 

Processes in the right place

Processes must therefore be found in the right place in the organization. In general, employees appreciate when things work, so easy forms and timely surveys are working processes. When you pour your morning coffee not only on your lap but also on the computer and you need to quickly get a new one, it’s lucky if this happens with a pleasant form found in an intuitive place. Also, if you didn’t have to wait four days for your supervisor’s approval via e-mail to fill out the form, this sounds like an effective process!

 

Processes in the wrong place

What about the wrong kind of processes we talked about? They can likely be found where the matter would be more easily handled with normal interaction skills and the ability to take others’ emotional states into account. From where the process has been forced into place for the joy of creating the process instead of interaction.

For example, if an employee’s motivation and emotional state are measured with a multi-phase survey, we may have gone a little too far, if the same thing could be done in a more nuanced way by means of a short conversation. There is of course a place for a personnel survey, but not everything has to be in a numerically measurable form, but qualitative and informal discussions often lead to a better result. In organizing these, some kind of process is again good, so that the discussions will definitely be held!

 

Processes and ways of working as a hygiene factor?

In one of my previous posts, I wrote that, in my view, salary is in several cases a so-called hygiene factor, where lack of it evokes a negative emotional state/image, but at an appropriate level it does not evoke particularly positive emotions. The functioning of processes in the organization falls into this same pattern of thought, which certainly explains why it also came up relatively little as a category.

If something is not working in the organization, it is often noticed by the employees very quickly. If, on the other hand, things go smoothly and as promised or assumed, the days go on normally without any praise for the organization.

 

Summary

Processes can make an organization’s operations efficient and enjoyable at best. When they are found in the wrong place, they are irritating when, for example, the much-needed human dimension of working life is not realized in places where it could be realized. In management work, it is therefore good to understand this relationship, and no matter how much one would like to make everything efficient, as if computer-like automated, one should not forget the beauty of wandering and aimlessness.

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY: Six Fascinating Wishes for Choosing Employers

Part 3 – Autonomy and flexibility

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

We who do knowledge work are often in such a fortunate position in working life that we can influence our working hours and habits ourselves. For example, I may go mountain biking in the central park of Helsinki in the middle of a sunny working day, if only there is nothing agreed on the schedule and the work can be completed in the evening. This is just one example of a privileged position where I can define my working habits.

 

Forced to the office?

In various social media, in the “post-corona” era, there has been talk of a regression back to previous ways, when employees have been very strongly asked to go to the office just because that’s how it’s always been done. As if nothing had been learned from the corona era and all the lessons about hybrid and remote work had been forgotten. This is a negative example of the realization of autonomy and flexibility, although of course it must be understood, especially in relation to larger organizations, that some kind of policies must be made and also considered so that some employees do not end up in a non-equal position due to the nature of the work.

 

Community

One important aspect of visiting the office is of course community spirit, which actually also touches on my second category, community and empathy. Can a clear policy of visiting the office be justified by the promotion of team spirit? Do you have fun together when you are told to have fun together? Could be, but probably not.

Community spirit is built on voluntary togetherness and enabling. When a framework is created for a convenient trip to the office and being there, people will start to be seen there too. Of course, things are not that simple in reality, but please allow a little verbal jab at the old worlds of thought.

 

Trust

Fundamentally, enabling autonomy and flexibility starts from the image of human. For example, is it assumed that the employee will basically do what has been agreed upon and in the timeframe that has been talked about? Is it assumed that a person is fundamentally reliable and efficient even without supervision? Through trust, it can be assumed that internal motivation increases when the responsibility for doing things lies with oneself, and no one dictates the way things are done.

 

Responsibility

As a counterweight to trust, responsibility remains in the employee’s account, compared to a strong culture of supervision. This can also be seen as difficult in some situations when in addition to the more precisely defined work tasks, the employee’s day includes so-called meta work, i.e. preparatory work so that the work itself can be done well. No one tells you where to be, how to be, what to do, and what to look like anymore. You have to think about it yourself. Among other things, prioritization is ultimately a very difficult and time-consuming task at worst.

As I mentioned above, trust and responsibility increase internal motivation through the experience of autonomy, but tasks traditionally more aimed at managers spill over a little more into the everyday life of a knowledge worker. Knowledge work is thus always a balancing act with regard to optimal responsibility.

 

Foreperson work

The subject also touches my second category at least a little. In the category “Professional skills in the organization”, one subcategory is the competence of supervisors. For supervisors to make autonomy and flexibility possible they need to adopt a position where they know how to talk more deeply with those they manage and act more as an enabler than a director of work. This is not easy.

 

Summary

Autonomy and flexibility was, by the way, the third most prominent category when considering important factors in the workplace for software professionals. It fights in fairly similar ranks with other top-ranked categories of my analysis and is thus a very important part of the workplace culture in knowledge work. At least in software development and related tasks, enabling autonomy and flexibility has come to stay in those workplaces that want to compete for the best workers.

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY:  Six fascinating wishes for choosing employers

Part 2 – Salary

 

NOTE: If you wandered into this blog series for the first time, I recommend first reading my first post that elaborates on the whole series here

 

More or less surprisingly, salary was the category that came up the least in the answers. The same phenomenon can also be noticed, for example, in an informal conversation with a group of friends or on social media platforms. Led by the thinking and influencing work of millennials, meaningful work tasks has become one of the most important areas, leaving purely material aspects behind.

 

Is salary an insignificant factor in today’s working life?

From the above, can it be assumed that salary is a completely irrelevant factor in choosing an employer? Absolutely not. From my non-scientific research, it must naturally be taken into account that even though the answers related to salary were the fewest in number, in my classification it fights against entire categories compiled from several answers. As a single, precisely defined theme, compared to, for example, self-directedness or the functionality of teamwork, it came up in reasonably big amounts.

Similarly, the design of questions must be taken into account. They ask about the most important aspects of what the employer offers, which does not bring up all the assumptions at a level deeper. In many cases, it can therefore be assumed to be self-evident.

In view of these circumstances and considering the emphasis on importance in the meaning-speech of current working life, salary was mentioned surprisingly often.

 

Salary as an enabler of meaning

In my opinion, salary is often seen as a kind of hygiene factor. It is supposed to be high enough to focus on pursuing more important things in (working)life, but it does not add much value to most people unless the number to the assumed median/average is particularly high. Thus, when the salary is too low, it is seen as a negative thing, but when it is just high enough, there is no added value in the employer’s brand.

 

Work just for pay?

One point worth noting is also the view that arose as a kind of antithesis to the speech of meaning, that one goes to work only for the salary and that employment is seen as a completely instrumental means of accumulating financial capital. In this case, meaning in life is often found somewhere else, such as family, free time, and hobbies.

However, human nature is such a complicated thing that in the ideal scenario of meaningfulness of work, a person often also finds meaning elsewhere, just as in the scenario of completely instrumental work, there might also be moments of meaningfulness.

One can also consider whether doing work just for the sake of pay is really a swing of the pendulum to the other side or a fact that has always existed, which in our socially constructed reality has been forgotten in daily thinking.

 

Summary

Although salary does not appear as often as other things in the priority list of important things in the workplace, it must be at least at a reasonable level – even in those jobs that offer a strong sense of meaning. And for some, it’s still one of the most important things in the workplace, and there’s nothing wrong with that either!

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions:

#GOOGLECLOUDJOURNEY:  Six fascinating wishes for choosing employers

Part 1 – Where it all started

 

Hello! Perttu here.

I work at Codento, a consulting company specializing in cloud technology, software development, and data/AI topics, and my job description includes, among other things, finding the right talent for our clients. Everyone who works in the field knows that the experts are sometimes a bit hard to reach, and thus I also need to be able to justify what is so special about us so that it is worth joining our growth journey. 

 

How can I better understand what interests experts in the workplace?

The easiest way to start this reasoning would be if I could get a larger sample of information that I could analyze and find some kind of categories and indicators of what the people who talk to us are looking for from an employer. Of course, many parties have already done this and I have read through reports like this, but it is always more fun with your own material.

 

My own research starts to form

I started collecting thoughts about important issues in the workplace from all the conversations I had with experts – of course completely anonymously already at the level of raw data. Not surprisingly, the thoughts start to form categories, and by classifying the answers, an overall picture of what technical professionals want from an employer begins to emerge. To freshen up my sunny June days, I spent some time wrestling with spreadsheet software and breaking down smaller areas or themes into larger bundles.

 

Six fascinating wishes when choosing employers

I created six categories, which are ranked in order of importance based on the number of answers. According to my unscientific interpretation, these categories are the following in random order:

• Salary
• Autonomy and flexibility
• Processes and organization
• Knowhow and work tasks
• Professional skills in the organization
• Community and empathy

 

Come along for my series of blog posts!

In the following blog posts, I will discuss these categories, present my thoughts related to them and reveal which categories emerged as the most important in the discussions and thus at the highest ranks in the analysis. The purpose of these posts is above all to stimulate thoughts and discussion. So I am very happy to receive criticism, thoughts, experiences, praise, and objections! 

Can you guess what emerged as the most important category among experts? 

 

 

About the author:

Perttu Pakkanen is the Talent Acquisition Lead at Codento. Perttu is eager in making sure that people joining Codento will fit with the values of Codento and enjoy the ride with us. Perttu’s passion is to understand what drives people in their career decisions.

 

Contact us regarding our open positions: