By CAREEREALISM-Approved Expert, Kris Parfitt“There is only one thing worse in life than being talked about, and that is not being talked about.” (Oscar Wilde) When searching for employment everyone wants to create the “we can’t live without this candidate!” buzz. There is always the fear your resume will go unnoticed or deleted. It’s easy to feel as though you are the opposing player in a ruthless game after sending your resume or after that first round of interviews. There is the waiting game: “I interviewed a week ago and haven’t heard anything.” The hoping game: “Did they notice my qualifications are a perfect match?” And, the dreaded losing game: "I haven’t had a single interview, I must be a loser!” Instead of playing the disempowering game of looking for a job, what if you launched a campaign for ‘the best job ever’? Imagine bumper stickers with your name and tag line, “Jennifer Smith, Director of Sales 2009!” By definition, to campaign is to use a systematic course of activities for some specific purpose. It would be a more refreshing approach to brand yourself to your target audience, be known by them and network with them such that they want you to contribute your leadership and skills to their cause. When we are focused on a goal we have something to live into, and when we share this goal with the people around us, they help us succeed. Much like a candidate who campaigns for a certain position in office, you too could create a future to live into using a systematic course of activities for a specific purpose: that perfect job or for some the perfect paycheck. CHECK OUT this VIDEOwith Kris where she explains the value of a career campaign. A successful campaign has a clearly defined goal and a strategic course of action with an organized time line. Leaders in positions of influence didn’t campaign for the position on a part-time basis. It also wasn’t handed to them either; they had a plan, they committed and they yielded results. Following is a loose outline of a campaign strategy for job hunting. Please use this as an inspirational guideline to creating your own employment campaign. Go ye forth and get yourself employed while maintaining your confidence, leading your success and having fun! 1. Identify your goal – state what you want using the SMART goal process:Specific, Measurable, Achievable, Realistic and Timely For example: “I will be employed as a PM with a hi-tech company in the Seattle area making no less than $100K, with full benefits, by July 1, 2009” is a SMART goal compared to “I need to get a job soon.” The key to identifying your goals is to fine tune your SMART goal to represent exactly what you want by when you want it. Coaching tip: Create this campaign in your own style so you are excited and eager to get up out of bed and start the ball rolling every day. Have fun with it! 2. Develop your objectives – measurable actions from which you can assess that your goal(s) are being met and achieved. Set specific dates that are milestones for having X number of interviews, job offers, resumes sent, people networked with, coffee meetings or lunches with network members, etc. For example: Document in your calendar by May 15 you will have sent out 10 resumes, scheduled 3 coffee dates with leaders in your network and 2 informational interviews with colleagues in the industry you are searching in. The key to managing your objectives is to check in daily and weekly to see if you are meeting them. If you’re not, see what is happening that keeps you from achieving your objectives. I can guarantee 80% of the time it will be you getting in your own way. Coaching tip: Don’t consult your inner voice when it says, “I don’t feel like looking for a job today.” Hang up on that conversation and move forward. Being unemployed has consequences, especially when you have others who are impacted by your lack of a paycheck. Enjoying this article? You could get the best career advice daily by subscribing to us via e-mail.3. Design a strategy – a plan of action that can be used as your game plan for reaching your goal(s). Use the Measurable aspect of your SMART goal to guide your strategy. For example: For 2-3 hrs a day focus on researching new positions in your field of expertise and related fields. Also research the latest in lingo and new developments that will keep you up-to-date in your industry while you're unemployed. Then spend 2-3 hours sending resumes, networking, responding to blogs relevant to your field of interest, or better yet contribute regularly to an established post that recruiters and hiring managers read. Then finish the day spending 2-3 hours responding to and following up with people who have responded to your campaign. (Scheduling interviews, sending thank you letters, responding to people in your communities and networks who are checking in, etc.) Coaching tip: When people in your communities, your circles of friends, family and colleagues know who you are (your brand) and what you are doing (campaigning for your SMART goal), they keep their eyes out for things that will help you succeed. Keep the fires of your network/community burning hot! It’s your choice how you want to handle being unemployed. But believe me as a former recruiter, we don’t hire victims we hire leaders who perform and produce results. We do observe the candidates we interview and how they are handling their job search. If they are being leaders in their employment campaign then we more than likely want them on our team. It’s a good demonstration on how they would handle challenges in their positions. As Oscar Wilde suggests, make yourself known such you are talked about. Create a campaign. Get known. Get hired.Register now for Kris Parfitt's FREE webinar next Tuesday, February 9. Kris Parfitt is a career strategist and leadership branding coach who is committed to finding your roadblocks and moving them out of the way so you can have the career success you want. Kris has over twenty years experience in leadership, counseling, and training positions all of which have provided an exceptional education which allows her to be a dynamic coach, one that focuses on inspiring you to acknowledge and express your extraordinary abilities and potential. Connect with Kris via LinkedIn or follow her on Twitter.
8 Ways You're Being SHUT OUT Of The Hiring Process
1-hour workshop to help job seekers figure out what's getting them tossed from the hiring process
September 28, 2022
Are you terrified of screwing up a job interview? Does the thought of writing a cover letter horrify you? Are you scared to network with others? What do you even say, anyway? If you're struggling to overcome your job search fears, this live event is for you.
We get it. Looking for work can be scary, especially if you’ve been at it for a long time and haven’t gotten any results.
Understanding which fears are getting in the way and how to overcome them will make all the difference. Sometimes you might not be aware of which obstacle is getting in the way of your goals. If you want to overcome these fears once and for all, we invite you to join us!
In this training, you’ll learn how to:
- Utilize strategies for coping with your job search fears
- Be confident in your job search—from writing your resume to networking
- Face your fears and move forward
Join our CEO, J.T. O'Donnell, and Director of Training Development & Coaching, Christina Burgio, for this live event on Wednesday, October 5th at 12 pm ET.
CAN'T ATTEND LIVE? That's okay. You'll have access to the recording and the workbook after the session!
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November 30, 2022
I think one of the hardest things about networking events is just getting a conversation going with someone—without being awkward about it. Approaching someone new can be stressful, but it doesn't have to be. So, what are some natural and easy ways to break the ice?
Here are some tips and tricks for starting a conversation at a networking event:
Go Fishing At The Food Table
While waiting in line for food, start chatting up the person next to you. This is a great opportunity to get a conversation started because you already have something in common: the food. Everyone is thinking about the same thing. What am I going to try? What looks good? So instead of just standing there in silence, start a conversation.
Here are a few conversation starters for this situation:
- "Oh man, everything looks so good. I'm not sure what to get! What are you thinking?"
- "Yummy, they have ____! Have you ever tried it?"
- "Hmm, I'm not quite sure what that dish is...do you know?"
Find A Loner
If you see someone standing alone in the corner, clutching his or her drink, and looking miserable, don't be afraid to walk up and introduce yourself. Typically, these people need a little help getting the conversation going.
Here are some icebreakers:
- "Man, these networking events can be so crazy. Mind if I join you over here where it's a little quieter?"
- "Wow, there are a ton of people here! The food must be good, huh?"
Everyone loves compliments, especially when they are feeling insecure (and many people do feel that way when attending networking events). If you're struggling to start a conversation with someone, find something to compliment.
Here are some ideas:
- "Yum, that drink looks good. What is it?"
- "Cute shoes! Where did you get them?"
Talk About Sports
People love talking about sports. If you're a sports person, use it to your advantage!
See someone wearing a Red Sox cap? Say something like, "Red Sox fan, huh? Did you catch the game yesterday?" Overhear a group of people talking about last night's game? Express your interest in the conversation by saying something like, "Are you talking about ____?" and then chime in.
Just Say Hello
Sometimes, the easiest way to meet someone is to offer a handshake and say, "Hi, I'm Peter."
Simply introducing yourself with a smile and a dash of confidence can work wonders.
Keeping The Conversation Going
I know what you're thinking. Yes, yes, that's all well and good, but how can I keep the conversation going after the initial question? It's easy! Talk about something else you have in common—the event itself!
Here are some ideas:
- "I'm Gina, by the way, nice to meet you..."
- "So, is this your first time at one of these events?"
- "So, how did you hear about this event?"
- "What a great place for an event, huh? Have you ever been here before?"
After that, try learning more about them. Questions can include:
- "Are you from the area?"
- "What line of work are you in or trying to get into?"
Next step: get them talking. Remember, people generally like to talk about themselves. So, once they tell you what they do, ask questions about it. Here are a few:
- "That's very interesting..."
- "What drew you to that line of work?"
- "What do you like about your job?"
- "Why are you interested in working in that industry specifically?"
BONUS: Your Exit Strategy
It's that time: your drink is dry and you're ready to move on. When the conversation starts to wind down, don't try to force more. Remember, you're there to mix and mingle—don't chain yourself to one person all night.
If you'd like to exit a conversation, try one of these lines:
- "Alright, I'm going to get some food now that the line has died down a bit. It was great meeting you!"
- "Have you met Lisa? She works in your industry as well. I'm sure you both will have plenty to talk about. I've got to say hello to someone, but I'll be back."
- "Well, I think it's time for me to head out. I would love to talk with you again, though! May I have your card/contact information?"
Remember these conversation starters (and enders) during your next networking event to get the most out of your time there. Happy networking!
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This article was originally published at an earlier date and was inspired by the author's personal experiences and the advice of Susan RoAne, author of How to Work a Room.
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During the pandemic, organizations had to interact with their customers digitally. Contact centers provided the company’s “human face.”
Without face-to-face interactions, it is a lot harder to understand how your customers feel, since you cannot experience customer behavior directly.
Running a contact center is like steering a submarine: you need a periscope to see what is going on.
What Does A Contact Center Manager Use For A Periscope?Bigstock
Contact center managers have two tools—post-call customer satisfaction (CSAT) surveys and sentiment analysis.
CSAT surveys ask customers to react after their encounters with the company, prompting them to give a numerical score.
Sentiment analysis uses speech analytics to take customers’ “emotional temperature” during the conversation.
I believe that sentiment analysis is a better “periscope” than post-call surveys.
Post-Call CSAT MeasurementBigstock
How It Works
When the interaction ends, the automated survey asks the customer to give a numerical score. This measures how they feel about the interaction. Customers may also be asked to say why they gave this score.
Survey Wording Issues
One popular CSAT measurement is the net promoter score (NPS). Customers are asked how likely they are to recommend the company to their friends and relatives.
NPS’s strongest advocates believe asking how likely customers are to recommend the company is better than asking how happy they feel. It’s not clear how carefully respondents think about the question. They are asked to respond unexpectedly. They rarely have the time or the interest to consider the question carefully. Their response will most likely reflect their emotional state.
NPS’s scoring system may not match up with how customers think. NPS classifies anyone giving a score of 6 out of 10 or below as “detractors,” or people who will complain about the company. Customers giving 9 or 10 out of 10 are classified as promoters, or people who will tell everyone how good the company is. Those giving 7 or 8 are classified as “passive.” Respondents are unlikely to think in such depth. If their problem has been solved, they will give a high score, if it hasn’t, they will give a low score. Some respondents have even given a 7 or 8, because “they never give 10 on principle.”
About 3% of customers respond to post-call surveys. This is too small to be considered a representative sample. Where results show poor CSAT, this may reflect angry customers’ motivation to show their feelings or get “revenge” on the agent. It does not necessarily indicate how all customers feel.
Inconsistent customer reactions and low sample sizes make aggregating CSAT data a frustrating task. Inaccuracies potentially baked into each result are then compounded by the volume of results.
At a high level, ranking agents’ average CSAT or NPS scores can raise some red flags if an agent has a lower score than the team average. The same can apply to team or queue averages.
How It Works
This is a much newer technology than post-call surveys. Speech analytics software can be programmed to identify and indicate whether customers are expressing positive, neutral, or negative feelings.
It is trained to recognize such feelings based on samples where the speaker’s feelings are known. The system uses artificial intelligence (AI) to construct a picture of which combinations of phrases, pitch, pace, and volume match feelings that have been identified in a recording by the AI’s trainer. Where mismatches are discovered, the system can be further trained.
For sampling purposes, the sounds on a voice call can be split into each party on the call and analyzed separately. Sentiments can be identified even when both parties are speaking at once.
This is the major differentiator between sentiment analysis and post-call surveys. Sentiment analysis is usually applied to all calls. It can be applied to all parts of a call, showing users how customers’ feelings change throughout the call. The sample size is likely to equal the population being studied, so the statistical significance of the data cannot be denied.
Sentiment analysis reflects how the customer feels without having to process and respond to a question.
One limitation is that because there is no question, you cannot tell why the customer is angry. The root cause might be the agents’ behavior, the issue with the product, or be unrelated to the call at all.
Since the sample size is so much larger, there is more scope for aggregation and analysis. You need to build a set of benchmarks to establish what is “normal” for your population. If a water-utilities contact center handles issues relating to wastewater disposal, customer sentiment will be fairly negative as a matter of course.
League tables showing average sentiment by agent, team, or queue can quickly identify where improvements can be made. Comparing or correlating this with other data such as call length or first contact resolution, you can see how contact center operations affect customer perception. You can see what makes customers angry or happy, and then tune your offerings as a company accordingly.
Sentiment analysis clearly produces more data than a post-call survey, but it's usually more expensive to collect. Cloud computing is making speech analytics and sentiment analysis more affordable for smaller contact centers.
What do you use as a “periscope” on your contact center? How useful are the results? Do they match your expectations or are they surprising? I’d love to hear more!
Here are links to some other articles on NPS, customer feedback, and customer sentiment:
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