What is the difference between $0.002 and 0.002cents?
http://www.youtube.com/watch?v=lCJ3Oz5JVKs
Friday, February 6, 2009
Saturday, September 6, 2008
On Interviews
http://www.pinoyexchange.com/forums/showthread.php?p=29103916#post29103916
Off the top of my head...
Interviews are like direct sales (you're selling yourself).
Answer questions directly, then add your 'features and benefits.'
Filipinos are well known for their indirect approach to answering questions (an Asian trait as well). Work in the Off-shoring and Outsourcing industry requires efficient communications skills, primarily as the usual channel for client interfacing is 'Voice Based.'
Take note that you may subconsciously 'oversell' yourself though. So, have a strategy and reiterate 3-5 points about yourself in-line with the job being applied for, which will make your interviewer keep the actual interview short and sweet because you've shown evidence of attitudes, experience, and abilities commensurate with the position.
Scenario 1: "Pahaging"
Interviewer: How old are you?
Applicant: I'm old enough to learn and be enthusiastic...churva churva.*
Scenario 2: "Confidence in Situ"
Interviewer: How old are you?
Applicant: I'm 26 years old. I have been gainfully employed in this industry for amount of years...<2>...
Lesson: Answer the question first directly. Do not oversell.
Interviews are biased towards the interviewer.
Make sure you are completely involved in the conversation.
Appear calm and focused.
Speak directly to your interviewer and not at a wall.
Maintaining eye contact and using Haptics (body language, e.g. smiling and meaningful posture) are subconscious signals you can use to your advantage to make your interviewer feel special.
Do not have scripted answers, instead have personal guidelines.
Do not bank on rehearsed, scripted answers.
Instead, understand your own strengths and weaknesses based on your previous work experiences and life experiences.
The usual format will be for you to have to explain or prove these strengths and weaknesses through 'situational questions.' These questions allow the interviewer to gauge your effectiveness for the particular program you are being interviewed for.
Work Experience Narration
Be sure you can narrate your work experience backwards and forwards or even upside down. One story, all the time, every time.
Be prepared to explain: gaps, length of tenure, reasons for leaving, results (factual and data based), and other bullets from your resume that may stick out.
The interview's actual reason
We hire people for only two reasons:
1.) The applicant's ability to generate revenue through skill sets and experience.
2.) The applicant's ability to save costs for the organization through his/her skill sets and experience.
This holds true, all the way up the career ladder.
Magnabash: Get back to me if you feel what I've shared is valid; I will be happy to share more strategies and lessons on this topic.
Best regards.Off the top of my head...
Interviews are like direct sales (you're selling yourself).
Answer questions directly, then add your 'features and benefits.'
Filipinos are well known for their indirect approach to answering questions (an Asian trait as well). Work in the Off-shoring and Outsourcing industry requires efficient communications skills, primarily as the usual channel for client interfacing is 'Voice Based.'
Take note that you may subconsciously 'oversell' yourself though. So, have a strategy and reiterate 3-5 points about yourself in-line with the job being applied for, which will make your interviewer keep the actual interview short and sweet because you've shown evidence of attitudes, experience, and abilities commensurate with the position.
Scenario 1: "Pahaging"
Interviewer: How old are you?
Applicant: I'm old enough to learn and be enthusiastic...churva churva.*
Scenario 2: "Confidence in Situ"
Interviewer: How old are you?
Applicant: I'm 26 years old. I have been gainfully employed in this industry for amount of years...<2>...
Lesson: Answer the question first directly. Do not oversell.
Interviews are biased towards the interviewer.
Make sure you are completely involved in the conversation.
Appear calm and focused.
Speak directly to your interviewer and not at a wall.
Maintaining eye contact and using Haptics (body language, e.g. smiling and meaningful posture) are subconscious signals you can use to your advantage to make your interviewer feel special.
Do not have scripted answers, instead have personal guidelines.
Do not bank on rehearsed, scripted answers.
Instead, understand your own strengths and weaknesses based on your previous work experiences and life experiences.
The usual format will be for you to have to explain or prove these strengths and weaknesses through 'situational questions.' These questions allow the interviewer to gauge your effectiveness for the particular program you are being interviewed for.
Work Experience Narration
Be sure you can narrate your work experience backwards and forwards or even upside down. One story, all the time, every time.
Be prepared to explain: gaps, length of tenure, reasons for leaving, results (factual and data based), and other bullets from your resume that may stick out.
The interview's actual reason
We hire people for only two reasons:
1.) The applicant's ability to generate revenue through skill sets and experience.
2.) The applicant's ability to save costs for the organization through his/her skill sets and experience.
This holds true, all the way up the career ladder.
Magnabash: Get back to me if you feel what I've shared is valid; I will be happy to share more strategies and lessons on this topic.
Best regards.
Off the top of my head...
Interviews are like direct sales (you're selling yourself).
Answer questions directly, then add your 'features and benefits.'
Filipinos are well known for their indirect approach to answering questions (an Asian trait as well). Work in the Off-shoring and Outsourcing industry requires efficient communications skills, primarily as the usual channel for client interfacing is 'Voice Based.'
Take note that you may subconsciously 'oversell' yourself though. So, have a strategy and reiterate 3-5 points about yourself in-line with the job being applied for, which will make your interviewer keep the actual interview short and sweet because you've shown evidence of attitudes, experience, and abilities commensurate with the position.
Scenario 1: "Pahaging"
Interviewer: How old are you?
Applicant: I'm old enough to learn and be enthusiastic...churva churva.*
Scenario 2: "Confidence in Situ"
Interviewer: How old are you?
Applicant: I'm 26 years old. I have been gainfully employed in this industry for
Lesson: Answer the question first directly. Do not oversell.
Interviews are biased towards the interviewer.
Make sure you are completely involved in the conversation.
Appear calm and focused.
Speak directly to your interviewer and not at a wall.
Maintaining eye contact and using Haptics (body language, e.g. smiling and meaningful posture) are subconscious signals you can use to your advantage to make your interviewer feel special.
Do not have scripted answers, instead have personal guidelines.
Do not bank on rehearsed, scripted answers.
Instead, understand your own strengths and weaknesses based on your previous work experiences and life experiences.
The usual format will be for you to have to explain or prove these strengths and weaknesses through 'situational questions.' These questions allow the interviewer to gauge your effectiveness for the particular program you are being interviewed for.
Work Experience Narration
Be sure you can narrate your work experience backwards and forwards or even upside down. One story, all the time, every time.
Be prepared to explain: gaps, length of tenure, reasons for leaving, results (factual and data based), and other bullets from your resume that may stick out.
The interview's actual reason
We hire people for only two reasons:
1.) The applicant's ability to generate revenue through skill sets and experience.
2.) The applicant's ability to save costs for the organization through his/her skill sets and experience.
This holds true, all the way up the career ladder.
Magnabash: Get back to me if you feel what I've shared is valid; I will be happy to share more strategies and lessons on this topic.
Best regards.Off the top of my head...
Interviews are like direct sales (you're selling yourself).
Answer questions directly, then add your 'features and benefits.'
Filipinos are well known for their indirect approach to answering questions (an Asian trait as well). Work in the Off-shoring and Outsourcing industry requires efficient communications skills, primarily as the usual channel for client interfacing is 'Voice Based.'
Take note that you may subconsciously 'oversell' yourself though. So, have a strategy and reiterate 3-5 points about yourself in-line with the job being applied for, which will make your interviewer keep the actual interview short and sweet because you've shown evidence of attitudes, experience, and abilities commensurate with the position.
Scenario 1: "Pahaging"
Interviewer: How old are you?
Applicant: I'm old enough to learn and be enthusiastic...churva churva.*
Scenario 2: "Confidence in Situ"
Interviewer: How old are you?
Applicant: I'm 26 years old. I have been gainfully employed in this industry for
Lesson: Answer the question first directly. Do not oversell.
Interviews are biased towards the interviewer.
Make sure you are completely involved in the conversation.
Appear calm and focused.
Speak directly to your interviewer and not at a wall.
Maintaining eye contact and using Haptics (body language, e.g. smiling and meaningful posture) are subconscious signals you can use to your advantage to make your interviewer feel special.
Do not have scripted answers, instead have personal guidelines.
Do not bank on rehearsed, scripted answers.
Instead, understand your own strengths and weaknesses based on your previous work experiences and life experiences.
The usual format will be for you to have to explain or prove these strengths and weaknesses through 'situational questions.' These questions allow the interviewer to gauge your effectiveness for the particular program you are being interviewed for.
Work Experience Narration
Be sure you can narrate your work experience backwards and forwards or even upside down. One story, all the time, every time.
Be prepared to explain: gaps, length of tenure, reasons for leaving, results (factual and data based), and other bullets from your resume that may stick out.
The interview's actual reason
We hire people for only two reasons:
1.) The applicant's ability to generate revenue through skill sets and experience.
2.) The applicant's ability to save costs for the organization through his/her skill sets and experience.
This holds true, all the way up the career ladder.
Magnabash: Get back to me if you feel what I've shared is valid; I will be happy to share more strategies and lessons on this topic.
Best regards.
Sunday, August 17, 2008
In Response to Aditya Birla Minacs
Aditya Birla Minacs
Objectively:
-Practically unlimited financial resources as is funded by India's second largest business conglomerate (e.g.-Indian version of the Ayala's or Sy's with Tata being first and Aditya Birla being second).
-Is riding on Minacs' experience and clients, Minacs is Canada's largest BPO company which Aditya Birla bought out and merged with its TransWorks group (BPO arm) two years ago.
-Operates on/at COPC and ISO2002 levels. Process based (which the Indians are notoriously good/bad at depending on how you look at it).
-ABM will only partner with bluechip organizations--job security assured.
Subjectively:
-Working with Indian managers provides you with a strong process/reporting skills base. You gain the advantage of having their 5 year head start in the industry.
-This experience exposes you to their work ethic wherein long hours is the norm. The cultural raison d'être being that due to high levels of unemployment over there, there is a premium for bpo jobs which provide up to 3 times as much renumeration situationally. Hence, Indians think nothing of working an extra 6 hours without pay to retain their jobs. The local analogy would be that an agent there earning PHP 8,500 a month would be a Filipino agent earning an equivalent PHP 24,000 here.
-ABM is rapidly expanding, Supervisor Team last year is now Management Team this year--Career growth assured based on longevity and performance at work. Talent is present.
Bottomline:
+: You will receive upper percentile renumeration, comp. package especially at a supervisory/managerial level
-: You will have to work within the framework of the Indian BPO culture, Service Levels delivery at all levels.
http://www.pinoyexchange.com/forums/showthread.php?t=348895&page=4
Objectively:
-Practically unlimited financial resources as is funded by India's second largest business conglomerate (e.g.-Indian version of the Ayala's or Sy's with Tata being first and Aditya Birla being second).
-Is riding on Minacs' experience and clients, Minacs is Canada's largest BPO company which Aditya Birla bought out and merged with its TransWorks group (BPO arm) two years ago.
-Operates on/at COPC and ISO2002 levels. Process based (which the Indians are notoriously good/bad at depending on how you look at it).
-ABM will only partner with bluechip organizations--job security assured.
Subjectively:
-Working with Indian managers provides you with a strong process/reporting skills base. You gain the advantage of having their 5 year head start in the industry.
-This experience exposes you to their work ethic wherein long hours is the norm. The cultural raison d'être being that due to high levels of unemployment over there, there is a premium for bpo jobs which provide up to 3 times as much renumeration situationally. Hence, Indians think nothing of working an extra 6 hours without pay to retain their jobs. The local analogy would be that an agent there earning PHP 8,500 a month would be a Filipino agent earning an equivalent PHP 24,000 here.
-ABM is rapidly expanding, Supervisor Team last year is now Management Team this year--Career growth assured based on longevity and performance at work. Talent is present.
Bottomline:
+: You will receive upper percentile renumeration, comp. package especially at a supervisory/managerial level
-: You will have to work within the framework of the Indian BPO culture, Service Levels delivery at all levels.
http://www.pinoyexchange.com/forums/showthread.php?t=348895&page=4
In response to Top 5 and Bottom 5 Call Centers here in the Philippines
If a company is Stock Exchange listed (US or PI) then its worth considering.
If a company is under 100 seats, then you'll see account, payroll, and management issues
The top five will provide: work life balance; good pay and challenging work
The bottom five: will harm your resume.
http://www.pinoyexchange.com/forums/showthread.php?t=160353&page=17
If a company is under 100 seats, then you'll see account, payroll, and management issues
The top five will provide: work life balance; good pay and challenging work
The bottom five: will harm your resume.
http://www.pinoyexchange.com/forums/showthread.php?t=160353&page=17
In response to Ghost Stories
The industry has its own paranormal stories to share, you're right.
Cross center, you will find common threads:
1) Stories revolving around elevators,
2) Stories revolving around the women's washrooms, and
3) Stories revolving around Doppelgangers.
Call Centers attract a disproportionate amount of psychic energy through the people who work there and the electrical energy used.
1)Elevators serve as doorways.
2)Female washrooms combine moist environments with excessive female psychic/hormonal discharges--notice how the lights never work properly or flicker within weeks of replacement.
3)There is a higher proportion of people in the industry who are prone or sensitive to the paranormal due to their personal backgrounds (notice how all employees and professionals in this industry have colorful backgrounds).
Child entities abound as well, fed/encouraged by energy produced by centers. Usually linked to a tragic/sad employee experience.
Deceased construction workers roaming are prevalent, attracted to energies produced by centers.
http://www.pinoyexchange.com/forums/showthread.php?t=270001&page=3
Cross center, you will find common threads:
1) Stories revolving around elevators,
2) Stories revolving around the women's washrooms, and
3) Stories revolving around Doppelgangers.
Call Centers attract a disproportionate amount of psychic energy through the people who work there and the electrical energy used.
1)Elevators serve as doorways.
2)Female washrooms combine moist environments with excessive female psychic/hormonal discharges--notice how the lights never work properly or flicker within weeks of replacement.
3)There is a higher proportion of people in the industry who are prone or sensitive to the paranormal due to their personal backgrounds (notice how all employees and professionals in this industry have colorful backgrounds).
Child entities abound as well, fed/encouraged by energy produced by centers. Usually linked to a tragic/sad employee experience.
Deceased construction workers roaming are prevalent, attracted to energies produced by centers.
http://www.pinoyexchange.com/forums/showthread.php?t=270001&page=3
In response to should i tell my new employer that i am pregnant?
Its now August 2008, how's the pregnancy coming along K8.DGreat?
Baby first. There are companies that allow for pregnancies. If the company won't consider that, then its not a company worth working for. I've had women on my staff come in pregnant during their training period-If you're HR is up to snuff they'll support you.
http://www.pinoyexchange.com/forums/showthread.php?t=347567
Baby first. There are companies that allow for pregnancies. If the company won't consider that, then its not a company worth working for. I've had women on my staff come in pregnant during their training period-If you're HR is up to snuff they'll support you.
http://www.pinoyexchange.com/forums/showthread.php?t=347567
In response to Bakit walang UNION ang mga taga-callcenter???
Afterburns,
There is no union for BPO professionals and employees simply because there is no WILL.
SaintLuci poses that companies should protect themselves by having their own union,
"In my opinion, it is the opposite between "unionized" (usually manufacturing) companies and "non-unionized" call center companies. The call centers per se should actually be the ones to form a union because agents (and other employees) are so in demand that these centers are just losing them left and right (-SaintLuci)."
and she makes a valid point. This is in fact what the major companies did. CCAP (www.ccap.ph) was organized in October 2001 to lobby for tax breaks, business advantages, and as a medium between vendors, clients, and the government. BPAP (http://www.bpap.org/bpap/index.asp) was launched relatively recently as an umbrella organization to handle Offshoring and Outsourcing in the Philippines. BPAP has direct government support now.
You're right, we need an organization that will protect the interests, well being, and future of the actual BPO or rather O&O (woohoo, new term na naman) worker.
I know a few people who agree. I'm sure you do too. So the next step is to generate that WILL.
I look forward to hearing from you if this is still of interest or concern.
http://www.pinoyexchange.com/forums/showthread.php?t=349071
There is no union for BPO professionals and employees simply because there is no WILL.
SaintLuci poses that companies should protect themselves by having their own union,
"In my opinion, it is the opposite between "unionized" (usually manufacturing) companies and "non-unionized" call center companies. The call centers per se should actually be the ones to form a union because agents (and other employees) are so in demand that these centers are just losing them left and right (-SaintLuci)."
and she makes a valid point. This is in fact what the major companies did. CCAP (www.ccap.ph) was organized in October 2001 to lobby for tax breaks, business advantages, and as a medium between vendors, clients, and the government. BPAP (http://www.bpap.org/bpap/index.asp) was launched relatively recently as an umbrella organization to handle Offshoring and Outsourcing in the Philippines. BPAP has direct government support now.
You're right, we need an organization that will protect the interests, well being, and future of the actual BPO or rather O&O (woohoo, new term na naman) worker.
I know a few people who agree. I'm sure you do too. So the next step is to generate that WILL.
I look forward to hearing from you if this is still of interest or concern.
http://www.pinoyexchange.com/forums/showthread.php?t=349071
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