Is Cold Calling Dead - Your Career Intel

Is Cold Calling Dead - Your Career IntelSent to voicemail again? No surprise the FCC recently predicted that nearly half of all calls made this year will be robocalls, and a frustrated public is responding by choosing not to answer the phone. As more robocall companies dial from area codes or numbers that closely match the recipients own number known as caller-ID spoofing its becoming harder to distinguish whats a legitimate call. This puts abverkauf professionals in a tough position how to connect with prospects when every call gets sent to voicemail?4 Strategies for Getting Past VoicemailStanding out in a sea of 47.8 billion robocalls isnt easy. Cold calling can still be an effective sales tactic, but like any effective tactic, it needs to be part of a smart strategy. Our expert sales recruiters suggest the followingImprove your chances to connect by leveraging social media contacts.When possible, dont call completely out of the blue. At a minimum, connect first on LinkedIn, eith er directly or as part of the same LinkedIn group. If the person you are calling is in a common LinkedIn group, you are 70 percent more likely to speak with them on a cold call. Use these connections to your advantage.Send prospects a small, unique gift.If you find yourself consistently sent to voicemail, try smoothing the way by sending a small gift to their workplace. It could be a clever play on a service your geschftliches miteinander sells or a useful daily item, like a phone charger. Customize it with your business name and phone number. This improves your businesss brand recognition and can help break the ice when your call does get through.Pick the right time.Try cold calling early in the day before your prospect is hit with the latest client emergency or budget meeting. Some decision makers receive a constant stream of calls all day and dont have the bandwidth to answer calls from unfamiliar numbers.Treat gatekeepers like friends, not foes.When a receptionist or administrat ive assistant answers the phone, dont be frustrated. In fact, just getting an answer should be a reason to celebrate. They dont assume youre a spam caller Keep the momentum going in your favor by being pleasant to whoever answered. Try asking, I wonder if you can help me? and proposing a specific call back time, such as Wednesday at 330pm. Psychologically were programmed to be helpful when asked an easy favor. An assistant who may be low on the schreibstube org chart will also appreciate you acknowledging their importance.For more on succeeding as a sales professional, check out LinkedIn Profiles for Sales Professionals and Mastering Your Sales Selfie.

Details of Resume Writing Help Melbourne

Details of Resume Writing Help Melbourne There are many ways to compose an effective resume. positiv detail any essential abilities, including technical software and tools you may use. Resume writing tips enable you to understand the perfect techniques of resume writing. The majority of the books out there have excellent methods and advice that is going to be rather helpful your resume development efforts. When youre looking for a new job making an impression on the hiring manager is not simple in any way. Dependent on the received professional resume, it is going to be a lot easier to adapt it to actual job openings. Every professional knows the significance of putting a high quality and impressive resume to its prospective HR manager or recruiter to be able to convince them to provide the job. Developing a professional resume is absolutely crucial in todays tough job marketplace. Introducing Resume Writing Help Melbourne ur professional resume writers create industry certain resumes created to maximise your probability of making the brief list and land an interview. Your professional resume must be a lot more than a list of achievements in order to genuinely stick out from the crowd. If you choose to employ a professional resume writer be certain to check samples of their work and make certain youre going to be in a position to easily modify your resume to suit the positions that youre applying for. Your resume writer will request that you send them links to any roles you desire to submit an application for. Our professional resume and cover letter writing services will guarantee you stick out in the work marketplace. If for instance, youre asking for a teaching position, then a perfect teachers resume should not include work experience associated with sales or marketing for this issue. Writing a resume that really stands from the crowd is not a simple task, despite the fantastic number of sample resumes available in the web. As a conclusi on, in general its beneficial to begin utilizing an expert career services. Curriculum vitae The CV reflects the individuals attitude to the profession. Straight resumes make the fruchtwein out of it. If you havent before prepared a resume, a resume writing sample is a perfect approach to learn just exactly what you have to include in your resume. Possessing a properly formatted resume with the most suitable sub-headings and correct wording is currently vital. No matter which type of profession youre seeking, theres a resume writing sample that may support you in making your own resume. If you are not certain about how to prepare your resume, you can have a look at a resume writing sample.

4 Kinds of Hiring Data You Need to Start Tracking

4 Kinds of Hiring Data You Need to Start TrackingHiring today looks a lot different than it did 10 or 20 years ago. What used to rely on a piece of paper and a gut feeling now relies on recommendations, evidence, and data. And its all thanks to recent advances made in technology. Of these factors, hiring data is particularly important, as it can essentially reveal how well (or not well) a job candidate will perform in a role, if hired. Rather than taking a candidates word for it, hiring data can provide the much-needed evidence hiring professionals need to make an informed decision.So, to help you better identify top talent, here are four things to take into consideration when it comes to hiring data1. Start with a rubric.Before you even begin gathering candidate data, you need a streamlined evaluation process. Thats why we advocate for using interview rubrics to eliminate emotional biases and conduct a mora efficient recruiting process.A rubric can prevent you from jumping to conclu sions by replacing emotional judgment with bite-sized factors helping you make objective, micro-evaluations about each candidate.Great candidates come in different forms. A rubric will help you compare different profiles and resolve differences in strengths and weaknesses.Jordan Wan, founder and CEO, CloserIQBefore hiring data can be collected, you need a streamlined evaluation process. jordanxwanClick To Tweet2. Focus on predictive dataHiring managers should focus on data metrics that have evidence of being predictive of on-the-job success, such as a pre-hire assessment score, a company culture fit score, a job test score, and a structured interview score. Using these types of data metrics will increase the likelihood of hiring the right candidate, but it wont guarantee it. This is because there are many on-the-job contextual factors (e.g. your supervisor, your co-workers) that also determine how successful someone is at work.The best ways to use these data metrics when evaluating potential new hires is to put in place a standardized, objective system for every candidate. My biggest tip for effectively using this data when hiring is to use software tools that automate and standardize the process for you software that assesses every resume for you, software that tests candidates job-related knowledge, software that helps you interview candidates, etc. Using software will not only allow hiring managers to accurately use data to compare candidates to each other, it significantly reduces the amount of time and administrative burden it takes to collect and analyze this data.Ji-A Min, Head Data Scientist, IdealLooking for top talent? Focus on data metrics that have evidence of on-the-job success. ji_aminClick To Tweet3. as well as what can be measured.Our experience shows that the most reliable metrics are the ones that can be properly and objectively measured. It is easier and less subjective to focus on hard skills. Skills such as how well somebody can use Exce l can be a reliable metric, especially when it comes to productivity at the workplace, so it can be hard to ignore.Everybody knows that soft skills are really important. However, it is so hard to measure them, let alone to get honest responses from candidates, that the attempt to get any metrics usually is not worthwhile. Stelios Lambropoulos, Product Manager, TEST4UThe most reliable metrics are the ones that can be properly and objectively measured. s_lambropoulosClick To Tweet4. Rethink time to hire.Weve been using time to hire for a while, until we found ourselves in this situation OK, this job takes longer to fill than the other job. But why? Often, its by the end of the hiring process. Thirty days have gone by and we honestly didnt know where to dig up the reasons for the slowness. So, we found a better metric to use interview to hire.We track both the time and the reason why the hiring decision is made. The time tracking starts the moment a candidate is tagged with interview s tage and it ends the moment they sign the contract. Then, we track why the candidate gets the job offer. Since the implementation of this metric, we have seen two improvements in our hiring process we close candidates faster and we are more aware of why we choose some candidates over others.Perry Oostdam, co-founder and CEO, Recruitee Forget time to hire, try interview to hire. PerryDamClick To TweetWhat hiring data metrics do you measure? Let us know in the comments below

Military Family Separation Allowance (FSA)

Military Family Separation Allowance (FSA)Military Family Separation Allowance (FSA)Family Separation Allowance (FSA) is payable when a military member is separated due to military buchens from their dependents for mora than 30 days. In order to be payable, the staffelung must be involuntary, i.e., the dependent is not allowed to accompany the member at government expense. The rationale for FSA entitlement is that forced family separation results in added household expenses when the member is absent for a period greater than 30 days. Family separation allowance rates have not changed for several years. Types of FSA There are three types of Family Separation Allowance FSA-R - This type of family separation allowance is payable when a member is assigned to a permanent duty station (either overseas or in the states), where the members dependents are not allowed to travel at government expense. Payment begins once the member has been separated from their dependent(s) for mora than 30 days.FSA-S - This type of FSA is payable when a military member is stationed on a ship, and the ship is away from the homeport continuously for more than 30 days. Prior to February 9, 1996, dependents were required to live in the vicinity of the homeport in order for the member to continue to receive this type of FSA. Effective February 10, 1996, the dependents were no longer required to reside in the vicinity of the homeport. FSA-T - This type of FSA is payable when the member is on temporary duty (TDY) (or temporary additional duty) away from the permanent station continuously for more than 30 days, and the members dependents are not residing at or near the TDY station. Prior to February 9, 1996, dependents were required to live in the vicinity of the permanent duty station in order for the member to continue to receive this type of FSA. Effective February 10, 1996, the dependents were no longer required to reside in the vicinity of the permanent duty station. A member can only be paid for one type of FSA at a time. For example, if a member is receiving FSA-R because he/she is stationed at a dependent-restricted base, and the member then performs temporary duty (TDY) away from their home station for more than 30 days (FSA-T), then the member cannot receive double payment. FSA is payable for temporary duty/training even before proceeding to the initial duty assignment. This means that new recruits who attend basic training and/or job training when they first join the military, receive FSA, once they have been separated from their dependent(s) for more than 30 days. Amount Payable Separation Requirements FSA is payable at the amount of $250 per month. FSA is not subject to federal income tax. FSA is not authorized unless the separation is involuntary due to military orders. In other words, the dependent(s) must not be entitled to travel to the new duty station at government expense. For example, if a military member receives an overseas assignment to Ge rmany, and is given the option of serving an accompanied tour, but elects to take a shorter, unaccompanied tour instead, FSA is not payable because the member had the option of being accompanied by dependents, but voluntarily elected to be unaccompanied. There is one exception to this rule if transportation of dependents is authorized at government expense, but member elects an unaccompanied tour of duty because a dependent cannot accompany the member to or at that homeport/permanent station due to certified medical reasons, FSA is payable. FSA cannot be paid when a military member is legally separated from his/her spouseunless there are other qualifying dependents. FSA can also not be paid for separation from dependent childrenif the children are in the legal custody of another. The lone exception occurs when the member has joint physical and legal custody of the child(ren) and the child(ren) otherwise would reside with the member but for the current assignment. Family separation a llowance does not accrue to a member if all of the dependents reside at or near the duty station. If some (but not all) of the dependents voluntarily reside near the duty station, FSA may accrue on behalf of those dependents who do not reside at or near the duty station. The military considers dependents as residing near a duty station if the member actually commutes daily, regardless of distance. Dependents are also considered as residing near a duty station if they live within a reasonable commuting distance of that station, whether or not the member commutes daily. A distance of 50 miles, one way, is normally considered to be within reasonable commuting distance of a station, but the 50-mile rule is not inflexible. Commanders make the decision, based on the individual circumstances. Military Couples Not many years ago, a military member who was separated from their military spouse due to military orders was not entitled to FSA unless he/she was also separated from his/her min or dependents. This has now changed, but not more than one monthly allowance may be paid with respect to a married military couple for any month. Each member may be entitled to FSA within the same month, but only one can receive payment. Payment is usually made to the member whose orders resulted in the separation. If both members receive orders requiring departure on the same day, then payment goes to the senior member. Temporary Social Visits For FSA-R, a member can continue to receive FSA if the dependents visit him/her for no longer than three months. Facts clearly must show that the dependents merely are visiting (not changing residence) and that the visit is temporary and not intended to exceed 3 months. For FSA-S (when the ship is in a port), and FSA-T, social visits cannot exceed 30 daysor entitlement to FSA is lost.

Toxic workplaces How to spot on e and what to do about it

Toxic workplaces How to spot on e and what to do about itToxic workplaces How to spot on e and what to do about itIssues with the cultures of big companies, including Uber and Google, have recently been in the news, turning the spotlight onto the subject of toxic workplaces. But few are talking about the causes.What are the indicators that a companys culture or workplace could quickly turn toxic?The roots of a company culture include rules, expectations, and policies. If these are subjective - left open to interpretation - the company invites differing opinions, which causes conflict, which results in toxicity. Subjective work processes and systems are the sources of most toxic company cultures.How you can spot a potential problemIf you are on the outside of a company looking in, there are some indicators that should encourage you to explore further. Using whatever access you have to people in the company and/or company materials such as job descriptions, policies, and procedures, look for subjectivity.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreFor example, if a job description consists of vague phrases such as must be a team player, have strong communication skills, or be a power user of authorware, how are you going to be evaluated on your performance in that job? Someone will be making subjective decisions about your performance.When you ask people in the company, even if you are asking during an interview, how to qualify for pay raises or promotions and the responses are subjective descriptions such as excel in your job, go the extra mile, stay out of trouble, or keep your quality scores up, you will probably face that same subjectivity when it comes pay raise and promotion time.The more objective the job descriptions, policies, procedures, and processes in a company, the less chance there is for conflict and the workplace turning toxic.What to do if you are al ready in a toxic situationIf you realize that your workplace, like most workplaces, is already toxic, you may be able to do some damage control - even if you arent the boss. You can make the attempt to bring objectivity to at least your realm of the workplace.Start with your job description. The ideal, objective job description defines thePrimary tasks you accomplish in your jobConditions under which you perform those tasksObjective standards by which your performance on each task is evaluatedTake whichever parts of that formula are lacking to your boss with the humble, sincere intent to turn the subjectivity into objectivity. You do this by taking the fuzzy language out of the job description.Fuzzies can be squeezed out of job descriptions, policies, and processes through a relatively simple process taught by human performance guru, Dr. Robert Mager. He calls it Goal Analysis, but he describes it as defuzzifying fuzzies.Once a fuzzy is discovered, it must be translated to observab le performances. If done in conversation it sounds something like thisbabo You have to be a team playerEmployee Well said, Boss. When you observe me being a team player, (or whatever the fuzzy is) what actions are you observing?Boss Well, first of all you show up to team meetings on time.Employee Fair enough. What else?Boss You should be volunteering for assignments on the team.Employee Got it. What else?The what else questions continue until the boss decides the list of observable performances describes a team player.Calling this a simple process does leid mean this conversation or the efforts to review and revise work processes to rid them of subjectivity are easy. It takes a lot of effort, but the process is not complex.In addition to the job description, some of the processes that you want to be objective, includeYour performance evaluation processHow your pay raises are determinedHow promotion opportunities are evaluatedHow your work is scheduled and assignedHow you are recogni zed for the work you do and the innovations you introduceIf any of these are open to interpretation, they are open to the possibility that the interpretation may not be in your favor.The problem with having fuzzies in these processes is that it puts bosses in the tenuous position of being the judge. Yes, you want bosses to have good judgment, but you dont want work processes to cause them to interpret subjective guidance on what should be done, how it should be done, and how it should be evaluated. That opens each situation to conflict, which is a tremendous obstacle to performance in the workplace.When you drill down to the root of most workplace conflict, you will find the disagreement is over a work process that is subjective. Even a good boss will find it difficult to be good when they are trying to defend subjective work processes and systems. As W. Edwards Deming, the acknowledged Father of the Quality Movement, put it, A bad process will beat a good person every time.Rex Conn er is the lead freund and owner of Mager Consortium and the author of What if Common Sense Was Common Practice in Business?You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

FBI instructor on how you can help prevent workplace violence

FBI instructor on how you can help prevent workplace violenceFBI instructor on how you can help prevent workplace violenceFor the past 30 years, Laurence Barton, the highest-rated instructor at the Federal Bureau of Investigation Academy and a consultant for Fortune 500 companies, has studied what turns our co-workers into threats. Unfortunately, his knowledge is in increasing demand. There have already beenseven workplace shootingsin the U.S. in the last 28 months. To save lives, preparation needs to start before a disgruntled employee enters your building with a gun.Barton talked with Ladders about how employees can identify and stop unstable, at-risk employees before its too lateWatch out for grievance collectorsWe first need to understand that unhappy employees are bedrngnis necessarily at-risk employees. Many grievances - whether they are about race, pay scale, or whatever - are legitimate, Barton told Ladders. But when co-workers cannot stop talking about their grievance, and they keep blowing it out of proportion to the actual grievance, they become grievance collectors, and this personality type is the kind of employee on the path to self-harm or harm to others.Grievance collectors track minor slights against them obsessively. They call CEOs out in alarming social media posts. Barton said they are likely to keep a timeline of who did them wrong when in a diary or journal. Complaints leave the everyday world of schwimmbad bosses and terrible coworkers and into the nefarious world of conspiracy. They become convinced that their company is out to get them. They become dangerously determined to settle the score without a lawyer.Anyone can have a bad day, but when they become repeated bad days, we need to get them counseling or separate them from the firm, Barton said.Address the grievance seriouslyYou are an employee, not a cop or a psychiatrist, but you can still help people by treating grievance collectors with the dignity and respect you would want to receive if you were in distress.Building your situational awareness means not looking the other way when people are clearly troubled.When people send up a signal that somethings wrong, we need to be listening, Barton said. Instead of bypassing the co-worker who is crying uncontrollably or making wild claims, address them.Im a big believer in just asking, are you okay? he added. Most people can be talked off the ledge.Of course, use your judgment to see if you are the right person to be having this conversation. If the employee is volatile and argumentative, extricate yourself from the situation and escalate conversations to human resources.Barton said he has asked his clients, Have you thought about the employees tried giving them a week off with pay, and explaining that their comments are inaccurate, irresponsible, that they are causing alarm for other people?Words matter. Barton suggests using the word separate over fire. Instead of playing into the grievance and saying, I agree, tell your aggrieved colleague that you understand. ansicht words may not matter to you, but they may make all the difference to an at-risk employee feeling isolated.The person needs to be validated that you, at least, are listening to them, Barton said. He advises not taking notes in these conversations, particularly if you are HR. They make the conversation seem more like an interrogation. If you want me to tell you how I feel inside, and youre sitting there like a transcriber, it feels like a setup.Dont humiliate employees during their exitBe careful when and how you terminate someones employment if the situation escalates to that point.Humiliation is often the tripwire for when the person who has risk factors may act on those grievances, Barton said, citing incidents where an embarrassing exit was the final trigger.In 2010, for example, Omar Thornton fatally shot eight of his coworkers after being confronted with video of him stealing beer. After being told he could resign or be fired, he chose the former and let himself be escorted from the building. Then he returned back toHartford Distributors with a gun.Firing does not even mean you are freed from the persons endangering influence.You may exhale more easily, but having the person out of sight does not necessarily mean the company is no longer on aggrieved persons mind. Sometimes firing is the worst thing people can do, Barton said. Once you separate a person, you lose the ability to have accurate surveillance.Once the aggrieved person is physically gone, you do not know what he or she is doing.Ultimately, safety comes with building your instincts and thinking through how you would react to volatile situations. Pay attention to your intuition, Barton cautioned. At work, we turn it way down. Im not saying be paranoid, but be situationally aware.

5 Tips for Explaining Why Youre Looking for a New Job

5 Tips for Explaining Why Youre Looking for a New Job5 Tips for Explaining Why Youre Looking for a New Job0Job interviews can be awkward enough, but havingto explain why youre looking for a new jobwhen youre still employed can take it to a whole other level. After all, you dont want to bad-mouth your boss or make any disparaging comments about your current ort as a reason why you want to leave (even if its true).Of course you should always be honest during a job interview, but sitting there complaining about your boss or coworkers the whole time will not paint a great picture of who you are. Instead, you should focus on one or mora of the followingso long as theyre real reasonsHere are five tips for explaining why youre looking for a new job while youre employed, without sounding like a whiner1. Explain that youve outgrown the position. In todays day and age where people are rarely reaching retirement having worked at one company for over 30 years, its highly probable that the job yo u started off with is going to get old and stale after awhile. And unless the company you currently work for has made an effort for the position to grow and change with you, theres a good chance that youre going to get bored and look for something more challenging as time goes on.So its perfectly acceptable to state that while youve loved working for the company and have learned so much in your job, you feel that youve learned everything that you can and are looking for a job with new challenges where you can better utilize your skills and experience.2. Discuss your desire orneed for flexible working options. Lets say that the company youre interviewing with has an open flexible work policy. Heck, they might be 100 percent remote and not even have a brick-and-mortar headquarters. And to be totally honest, thats one of the main reasons why youre attracted to working for them.But no matter what the reason is why you need workplace flexibility (e.g., you have small children, youre a ca regiver, youre disabled and need to work remotely, youre a military spouse, you hate commuting, etc.), its never a good idea to explain why youre looking for a new job by stating that you need flex- now. Sure, it might be a given that virtually every worker wants flexible work options, but in a job interview scenario, it shouldnt be the main reason you tout as why you want to work for the company.Instead, mention all the reasons why you would like to work for the company, and if youre asked about the companys flexible work policy, then you can mention how the flex can be a fit for your life without making it too personal.3. Discuss how youfeel this new job is a better fit. Heres the thing about job interviews- its not about you. Ultimately, every job is a companys problem that needs a solution, and you, job seeker, are that answer. During your job interview with a new company, its a good idea to point out potential pain points that the organization might be facing, and then explain how you plan to solve them with your fresh ideas, experience, and knowledge.Then you can focus the interview on why this new job aligns better with your career goals and where you want your career path headed in the future.4. Say youre looking to change careersand give a good reason why.One of the easiest ways to explain why you want to leave your current position in favor of a new job is that youve simply changed career interests, if thats actually the case. Being a career changer isnt necessarily a red flag to a potential employer but rather a sign that you know what works for you and what isnt- literally.So if you are applying for a new job that is different from your former field, let your interviewer know that you are changing career paths and that working for this company would be in line with your current career goals. Then explain all of your transferable skills and experience to show that you are qualified for the job.5.Tell them this is your dream job or companyEmployers a rent just looking for seat warmers to fill open job positions. They want job seekers who ardently want to work for their organizations. During your job interview, make it less about the company youre leaving and more about why the company youre interviewing with is the perfect fit for you. Explain how you believe in their mission statement, support their humanitarian efforts, and love their company culture.All of these factors can show a potential employer that youve not only done your research about the company pre-interview (which is always a smart move), but that you will fit in well with the company and not leave after six months or so.Explaining why youre looking for a new job when you already have one can trip up even the most seasoned job seeker. Be sure to focus your answers on what you can offer the company and youll hopefully be offered the position.