Looking For A Career In Customer Support – Here Are A Few Tips

If you are a social person customer support is a good career alternative for you. Well, if you still ain’t sure then just read on to find out how a career in customer support could actually be rewarding on a greater level. Here’s how –

Problem Solving – Customers come to support with problems and expectation of those being resolved at the earliest. Working in customer support the biggest or best benefit is that with time you’ll grow into a problem solver. Be it easy or tough issues, you’ll learn to find a way out in calmly.

Learn to be Empathetic – As you need to deal with a variety of different customers in support from the calm and quiet ones to the loud and combative ones, you will over a period develop abilities of staying calm and patient and the knack to solve problems while building rapports with your customers. By passage of time you will evolve into an empathetic person and a problem solver.

Broaden your horizons – Working with customers will help you understand the customer psychology well and you can later on even broaden your working horizons into areas of sales and marketing because of your understanding of the product as well as the customer could help you reach out to them and get the deal closed.

Networking – You will up your networking skills also because as a support you might not have all the answers to questions of customers. To answer those you aren’t really aware of you need to contact other people inside the organization and that’s when you get into networking and enhancing the same over a period of time. This network could help you explore new opportunities of growth and development in your profession.

Well, irrespective of whether you are looking out for a full-fledged career in customer support, it will definitely give you lessons that are valuable on a personal as well as professional level through your life.

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Questions That Are A Strict No In Job Interviews – A Short Overview

All though job interviews are taken by smart people who have a list of questions to be asked or a test already in place before the interview takes place a good idea is to be aware of certain questions are a strict no as far as job interviews go due to reasons like them falling under the category of being unlawful. Particularly international laws are very stringent compared to India and if you are hiring form the east or while in east, you need to be vary of them because they could land you into a soupy lawsuits that could blow a very big hole into your pocket or even get you behind the bars.

Some of the unlawful questions on the international circuit include the following. Some of them have been asked by many recruiters in their interviews in India. Check the list out -

1. Are you married
2. How old are you
3. Are you gay
4. Do you plan to have children
5. When did you complete your graduation
6. Which country do you belong to
7. Do you know English. Is it your first Language
8. What is your birth place
9. What is your height
10. Do you have any kind of disabilities

Though, there are many more questions that belong to the list, the aforementioned list is just few of them which are still commonly asked in interviews even though they shouldn’t be. Having said that, for people living in India the laws aren’t that stringent and the recruiters could easily do away with asking these questions. Still, ideally it would be good to know about the questions that are illegal in interviews and abide to not asking them as well to set good recruitment standards for your firm or organization.

*Sourced from Internet

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Welcoming New Employees To The Organization

Not all employees undergo a proper joining procedure before they start working. Most of them usually undergo formalities like computer allocation and overview through the company policies, bank account, income tax, and insurance-related formalities. But, Pre-boarding and Onboarding processes are very advantageous. This is how

PRE-BOARDING

Pre-boarding is a process that is after the candidate accepts the employment offer and before their joining day. This helps save a lot of time of the employees and gets them working right on the first day itself. Thus, pre-boarding is nothing but simply preponing the process before the employee’s joining date.

A  better idea is to manage the pre-boarding activities and make it a feel good affair are as follows.

1. Inform the employee and the team through a welcome mail
2. Ask the employee to come before the joining date for a complete tour of the office and familiarity with the working environment and colleagues
3. Have an introductory session in a casual setting like lunch meet of the employee with the colleagues.
4. Connect with the employee from the very beginning and make them feel comfortable. Ask them to be free to ask any queries they have or doubts in mind if any.

If you think from the employees perspective it’s a very important day for the employee as well as it is a major decision for the employee. At times employee wouldn’t immediately accept an offer because of the uncertainties related to leaving the previous job or not and the new role as well as the new company environment suitability.

Even though onboarding is one of the most vital parts of an employee’s inclusion in the team, doing the whole process before the joining date is a good idea. Get the paperwork done all before the joining and keep up the hype of the hiring process till the joining day.

Well, the end result -your employee is on the job on the very same day.

*Sourced from the Internet

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How To Find The Right Culture Fit For Your Organization

Hiring the apt candidate is like fishing out a pearl from the ocean. You have the task of choosing that one candidate who suits the culture of the organization perfectly in comparison to all others. But, finding that one isn’t a cakewalk. Asking smart questions and candidates answering them smartly is not that difficult unless the questions revolve around finding a misfit for the organization.

Even the meaning of culture fit is at times conveniently interpreted as in someone who has the same background as others in the organization. This kind of approach could leave scope for the inclination to a particular candidate during the assessment.

At times, with an objective of asking appropriate questions the recruiters, try to dig on the internet for popular questions around the topic. Even though these questions are good to ask, they apparently don’t get you near to the answers rather information you want to know about the particular candidate.  

To pick the right fit for the candidate, you need to identify if the candidates do have the values that your company also believes in and how they can blend it into the work they are going to do in your organization. Hence, taking help of internet would not help. To ask relevant questions that help you pick the right candidate for your the organization, you have to understand not only the values of your company and try to rephrase the questions for the candidate in order to get answers that help. Also, another point that you need to take into account is that at times candidates are not able to use the proper words or phrases to convey what they feel exactly.

Ask them questions about problem-solving done by them for the organization they have been working with or have worked with and how they instilled their values into their work habits. It’s apparently not just about the relevant qualification of the candidate and even if you have a team from various departments to pop questions around the culture it is absolutely alright.

Well, today most recruiters do consider culture fit as a vital criteria for hiring a candidate and that it only adds-on towards adding the most desirable and valuable asset to the organization.

*Sourced from the Internet

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How To Write Rejection Letters To Candidates

Rejection as it is not easy to digest and hence, many companies abstain from sending rejection letters. But, as far as candidates are concerned, they do wait to get a reply from the recruiter they apply to and are excited about. Many times recruiters feel awkward kind of to let the candidates or applicants know about their rejection in passing through the recruitment process. But, many surveys have already brought this fact forward that candidates do expect the employers to reply back even if it is a no.

Apparently, not replying to a candidate might just affect the brand value of a company service or brand. So, how to go about it and convey that no in a way that the message goes across and your brand value is also untouched. Here are a few types of rejection letters that you might choose to send to the candidates or applicants you have decided to say no.

1. Short and simple – This sort of letter is crisp and clear with a simple message letting the candidate know that they are not selected and that there's always the next time. The letter though direct and blunt needs to be drafted in a way that the candidate does not feel offended and takes it as a genuine response. This letter is common for all the applications.
2. Personalized - Personalized messages bear the name of the candidate and does convey the exact reason behind not hiring them thus helping them work in that area and grow. It is not a letter that criticizes or discriminates but highlights what you wanted your candidate to have. For example, if you are hiring a candidate with experience in a particular area and a candidate was rejected because he/ she does not have that, you may put it across stating that you were looking for a candidate with experience in so an so area.
3. Lengthy - At times short letters don’t go well, so a lengthy letter works better particularly when the interviews are conducted on a video call or phone. These letters need to have a line of appreciation for the candidate for taking their time out for the same other than putting the rejection message across.

Here are a few tips to consider while drafting that rejection letter. Primarily, rejection letters should be sent only before the selected candidate accepts the offer. Do mention about future possibilities in-store with the organization. Do praise for the qualities worth consideration and don’t extend the conversation further. All these tips could help you communicate with the candidate about their rejection in a way that is not offensive and maintains your brand's value too.

*Sourced from the Internet

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Hiring Tips from Amazon Head Honcho, Billionaire Jeff Bezos

Well, you and I know him and the world knows him as the richest man in the world. Ah! it’s Jeff Bezos, CEO of Amazon and the wealthiest person alive as per the recent list of Forbes.  While, the self-made billionaire, Bezos is the torch bearer of the giant organization Amazon, it’s his team that is working behind the scenes to keep the business going great guns. For those who aren’t aware about Jeff Bezos much, here’s some information about him. Jeff Bezos was doing a job at Wall Street before he quit in 1993 to establish a startup called Amazon that was primarily into selling books online, almost two and a half decades back. 

Considering the tremendous growth this company managed to achieve, you would certainly be keen to explore the hiring strategy of Bezos, all because undoubtedly an organization is driven by its people as much but its leader. Here’s a sneak peek in Bezos ways of hiring at Amazon - 

Efficient Hiring process not Necessary – As per Bezos, only the best be hired no matter how much it takes. He says he’d better screen out 50 candidates and not hire a single one, if not found best suit. It’s more the vision because on a long term that employee would not be much of a help to the company and the company would end up at square one again. In short, a bad decision in hiring can cost a lot more to the company than the cost of a hiring procedure.

Raise the Bar with every Hire – When Amazon was a Startup, Jeff used to take candidates through tough interview rounds. Eventually it expanded and now it’s the hiring managers who conduct the interviews. Yet, the modus operandi is based on Jeff’s vision around hiring people of the kind who made Amazon what it is today.

He only asks them three questions.

Will you be able to admire the candidate?
The idea is simple, hire the best and leave the rest. If you truly admire the skills, take him/her in.

Will this candidate be capable enough to raise the bar of the organizations level of effectiveness?
Amazons philosophy for hiring is, build to last. Bezos wants his hiring managers to hire people who are capable of working in teams and enhancing each other’s performances.

In what dimension might the candidate show a superstar performance?
As per Bezos, the best candidates should take positions that can bring the best out of them for the betterment of the organization. There are candidates that apply for a certain role but are more  or rather best suitable for some other position. Well, the hiring managers need to have that acumen. 

Hiring is not one man’s Decision – As per an ex-employee, Bezos believed that hiring was not only a team effort but a team decision as well. Hence, multiple people conducted the interviews and then met up for discussion and finalization of the same. Each one had to vote as well. Even if one of the team members said no, it meant rejection of that candidate and search for a new one.

Well, it’s commendable that Amazon stayed afloat, managing to survive the influx of dotcoms in the early 2000s and grow into a mammoth brand that it is today and yes, its people are major stake holders of the golden harvest its reaping today.

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