Emotions - Leadership Secret Weapon

By Patsi Krakoff, Psy. D.

"Leadership isn't something you do writing memos; you've got to appeal to people's emotions. They've got to buy in with their hearts and bellies, not just their minds." ~ Lou Gerstner, IBM's former CEO

Emotions are critical to business success because they drive behaviors. Companies that achieve an emotional buy-in from consumers and employees will have a competitive advantage in a world of increasing commoditization.

Business has a long tradition of ignoring emotions in favor of rationality. But a growing body of scientific evidence reveals that subconscious feelings drive decisions, up to 95% of which are made through the brain's emotion centers and only then filtered into its cognitive parts.

Psychologists, neuroscientists and behavioral economists now agree that leaders who fail to understand how emotions drive actions will ultimately fail.

Emotionally astute leaders leverage feelings to gain employee commitment, engagement and performance, according to Dan Hill, CEO of Sensory Logic and author of Emotionomics: Leveraging Emotions for Business Success (Kogan Page, 2008). However, there are two barriers that create a trust gap between leaders and their staffs:

1. The financial chasm that results from large pay disparities
2. A disconnect between verbal and nonverbal communication

While there is an inherent desire to identify and bond with one's leader, people exercise caution before committing their careers and livelihoods to anyone. No one wants to commit to the wrong cause or person, thus the importance of leaders' honesty and authenticity.

Evolution gave us feeling before thinking. Leaders must quell fears before expecting employees to embrace the cold, hard facts. Facts are malleable, but our gut instincts are unyielding.

• The human side of business consumes most of a company's operating costs. Failure to be emotionally adept is counterproductive-perhaps even suicidal.
• Employees are the players who turn their CEO's dreams of progress from a nuts-and-bolts strategic plan into reality-an outcome that requires emotional commitment.

Emotions Matter: An Action Plan The following action steps can help you achieve your desired results:

1. Create faith in a "greater we" by establishing yourself as a leader who's a real person-not the heir apparent to a big title, office and salary.
2. Be more personable in your communications. Only then can you generate the emotional momentum necessary to push through change.
3. Communicate a vision that inspires pride. Negative feelings can undo a company during a period of change, and they're highly contagious. Become a student of nonverbal expressions and body language.
4. Meet with employees in person, and use face time to connect with them and solicit or accept advice. Greater familiarity leads to sound relationships.

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The 10 Worst Job Tips Ever Part II

By Liz Ryan

6. SEND YOUR RESUME VIA AN ONLINE JOB AD OR THE COMPANY WEB SITE, ONLY

Successful job-seekers use friends, LinkedIn contacts, and anybody else in their network to locate and reach out to contacts inside a target employer. Playing by the rules often gets your résumé pitched into the abyss at the far end of the e-mail address talent@xyzcorp.com. If you've got a way into the decision-maker's office, use it. Ignore advice that instructs you to send one résumé via the company Web site and wait (and wait, and wait) to hear from them.

7. NEVER SEND A PAPER RESUME

I've been recommending sending snail-mail letters to corporate job-search target contacts for three or four years now, and people tell me it's working. The response rate is higher, and the approach is friendlier. A surface-mail letter can often get you an interview in a case where an e-mail would get ignored or spam-filtered. One friend of mine sent her surface-mail résumé and cover letter to a major company's COO in New York, and got a call a week later from a general manager wanting to interview her in Phoenix, where she lives. She showed up at the interview to see her paper letter—yes, her actual, signed letter, on bond paper—and résumé sitting on his desk in Phoenix (probably conveyed via an old-fashioned Inter-Office envelope). An e-mail might have ended up in the COO's spam folder.

8. WAIT FOR THEM TO CALL YOU

You can't wait for companies to call you back. You've got to call and follow up on the résumés you've sent. If an ad says "no calls," use your LinkedIn connections to put you in touch with someone who can put in a word with the hiring manager. Don't sit and wait for the call to come. Your résumé is in a stack with 150 others, and if you don't push it up the pipeline, no one will.

9. GIVE THEM EVERYTHING.

Give them your résumé, your cover letter, and your time in a phone-screen or face-to-face interview. But don't give anyone your list of references until it's clear that mutual interest to move forward exists (usually after two interviews), and don't fill out endless tests and questionnaires in the hope of perhaps getting an audience with the Emperor. Let the employers know that you'd be happy to talk (ideally on the phone at first) to see whether your interests and theirs intersect. If there's a good match, you'll feel better about sharing more time and energy on whatever tests and exercises they've constructed to weed out unsuitable candidates. Maybe.

10. POST YOUR RESUME ON EVERY JOB BOARD

This is the best way in the world to get overexposed and undervalued in the job market. (Exception: If you're looking for contract or journeyman IT work, it's a great idea to post your credentials all over.) People will find your LinkedIn profile if they're looking and if you've taken the time to fill it out with pithy details of your background. If you're not employed, include a headline like "Online Marketer ISO Next Challenge" or "Controller Seeking Company Seeking Controller." Your résumé posted on a job board is a spam-and-scam magnet and a mark that your network isn't as robust as it might be. These aren't the signs you want to put out there. Use your network (vs. the world at large) to help you spread the job-search word.

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The 10 Worst Job Tips Ever Part I

By Liz Ryan

The world abounds in bad advice for job-seekers. Here are some spectacularly unsound directives. Nearly every day, someone sends me a bit of astounding job-search advice from a blog or a newsletter. Some of this advice seems to come directly from the planet X-19, and some of it seems to have been made up on the spot. Here are 10 of my favorite pieces of atrocious job-search advice, for you to read and ignore at all costs: 

1- DON'T WRAP IT UP

The Summary or Objective at the top of your résumé is the wrap-up; It tells the reader, "This person knows who s/he is, what s/he's done, and why it matters." Your Summary shows off your writing skills, shows that you know what's salient in your background, and puts a point on the arrow of your résumé. Don't skip it, no matter who tells you it's not necessary or important.

 

2- TELL US EVERYTHING

Another piece of horrendous job search advice tells job-seekers to share as much information as possible. A post-millennium résumé uses up two pages, maximum, when it's printed. (Academic CVs are another story.) Editing is a business skill, after all—just tell us what's most noteworthy in your long list of impressive feats.

 

3- USE CORPORATESPEAK

Any résumé that trumpets "cross-functional facilitation of multi-level teams" is headed straight for the shredder. The worst job-search advice tells us to write our résumés using ponderous corporate boilerplate that sinks a smart person's résumé like a stone. Please ignore that advice, and write your résumé the way you speak.

 

4- DON'T EVER POSTPONE A PHONE SCREEN

A very bad bit of job-search advice says "Whatever you do, don't ever miss a phone screen! Even if you're in the shower or on your way to be the best man at your brother's wedding, make time for that phone interview!" This is good advice is your job-search philosophy emphasizes groveling. I don't recommend this approach. Let the would-be phone-screener know that you're tied up at the moment but would be happy to speak at 7 p.m. on Thursday night, or some other convenient time. Lock in the time during that first call, but don't contort your life to fit the screener's schedule.

 

5- DON'T BRING UP MONEY

Do bring up money by the second interview, and let the employers know what your salary requirements are before they start getting ideas that perhaps you're a trust-fund baby and could bring your formidable skills over to XYZ Corp. for a cool $45,000. Set them straight, at the first opportunity. 

source : businessweek.com

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Characteristics of a Good Employee

By N. Vijayarani

A good employee is like gold to a company. The employers always expect for employees with the following qualities and characteristics

Enthusiasm
The enthusiastic employees always have an interest in doing the job and thus the work will be complete in time and also with interest. Such employees create a positive atmosphere around them and do not say" I cannot". The positive atmosphere in their work space encourages the others also to work well.

Strong Work Ethic
Ethics is very important in terms of an employee. They must be hard working and that is what any employee will look forward to. The employee must finish his job and then move to the other one rather than being just enthusiastic and keep jumping from one work to the other without completing any of them.

Motivate and Initiate
The majority of employees just indulge in the on time work finish it and when it is time to go they leave. There is no use for the company as well as himself with such a behavior. Initiative must be taken and also motivate the others to do the works or even take the leadership and guide others. The employee himself should approach his upper level and ask for the other jobs rather than to wait and do what they just ask to do. He must also find creative solutions.

Reliability
The skills, talents and the behavior of the employee must make the employer believe that the employee is reliable and can be trusted for any work. Reliability not only refers to the honesty of the person but also the ability to finish a work in time.

Great Communication Skills
Communication skill is a major factor in terms of getting employed. The employee must know how to communicate with his colleagues and also his employers or the upper level of the organization. He must have the basics to understand and interpret what his employer informs or the work that he is given.

Positive Attitude
A good employee must always have a positive attitude and should always believe in "can do" for everything. If something goes wrong he should not be broken and should come back with the same attitude he had while doing the same work first time.

Honesty and Integrity
The employee must be honest and should not cheat, steal or betray his employer or even his colleagues. If an employee gets his wages for a full day he must have given the output for the full day. The personal phone calls can be avoided during work time and also the usage of the company phones for personal use should not be there.

Punctuality
On time to work and finishing a work in time refers to the punctuality. The employee must inform his superior if in case it will get late and should not take advantage of it.

Flexibility and Adaptability
The employee must be easy going with the others. People are always different from each other and it is not possible for everyone to be the same thus the employee must be easily flexible with the others. They must also get adapted with the surroundings to work properly.

Interpersonal Skills
The employee must always possess good interpersonal skills. He must have a neat physical appearance like properly pressed shirts and a neatly combed hair. He must also have a proper slang of his language.

Team Work Skills
The employee must be able to adapt for the team works and work efficiently with his team. He must be able to attain the company's goal working together as a team.

Loyalty
The employee must never let down his workplace to others. He must not talk bad about his own workplace. The confidential matters of the company must not be discussed with unknown and unauthorized people.

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Job Tips -> Become a Job Magnet

By Sherrie Madia

One of the most frustrating parts of looking for a job is that you have to get other people to at least give you a chance to show them what you've got. Getting in the door is the hardest part.

But when you become an expert, others seek you out. Or, at least, when you knock on the door, at least some people will hear you out for a bit longer if they think you know something that could help them.

You want to be like a magnet-pulling people toward you-instead of having to push yourself on others. By creating good-quality content that helps to promote your expertise, you'll prove that you are also a problem solver. You'll show that you can add value, and therefore others who need what you have to offer will contact you.

Before you say to yourself that you aren't going to put the work into creating content that promotes your expertise, realize that your competition is doing it. In the past, being perceived as an expert was a nice-to-have asset. Today, it's a need-to-have element.

Target Your Employer 'Wish List

Your paper resume, social network profile and social media resume are the message. They are your advertisement--a commercial of you. As part of your preparation for crafting and fine-tuning that message to take advantage of leveraging online social networking and social media channels, you need to know who your audience is. Why? Because it will affect how you present-or, as it is known in marketing-"position"-yourself. So, beginning with the end in mind, and with some direction, ask yourself, "Where do I want to work?"

As you proceed in both your people and company search, you'll come up with new ideas for places you want to work, or you may find that you can't break in to your original targets, so you might modify your targets.

Examples of a 'top X' employer wish list could be the direct competitors to your prior or current firm. However, if you have signed a non-compete agreement, that could get sticky.

Note that while meant to protect a company from customer defections or loss of proprietary intellectual property, at their core, these agreements can be challengeable in court depending on legal precedents and the particular state in which the agreement was executed. That said, no company can legally prohibit you from earning a living. If they choose, big companies with dedicated legal departments and deep pockets can make your life difficult should you choose to test the agreement that you have signed.

Other examples of a top employer wish-list could be key suppliers or vendors to your past or current company, or select distributors/dealers in your firms' sales distribution channel.

The first step is to write down a list of the top 10 companies you'd like to work for. Of course, there is no magic in the number 10-you might have a top 20-but start with a limited set of targets-Ideally, no more than two dozen.

This targeted "short list" is important because it acts as a jumping-off point to your main personal network contacts-those most closely known by you.

You will be communicating this target list to them. If you list too many, you can end up causing confusion and dilute the effectiveness of those who may be able to help you.

Specific Industries and Types of Companies

Beyond writing down your wish list of specific companies, you will also want to think of three or four different types of companies that you are looking to target.

Take your wish list of specific companies, and think of the types of companies that they represent. Also think about grouping them by industry, and then make a list of those firms too.

Here's an example: Let's say you worked for, or are currently with, Dell Computer. You've already made a list of Dell's competitors (HP, IBM, Toshiba, etc.), as part of your wish list).

• Been a PC lover? How about considering switching horses to Apple, and key MAC product vendors? There's a whole new universe of potential employers there you might never have thought of. Make a list.
• What about chip/semiconductor manufacturers like Intel and AMD? Make another list.
• How about monitor manufacturers like Nokia, Samsung, and the like? Make a third list.
• Or perhaps look at a different angle and go behind the scenes to computer OEMs who sell to the Dells of the world. They make key parts like motherboards, soundcards, graphic cards, and SCSI cards. Keep going! Brainstorm and let your mind run wild.

That's the kind of "lateral thinking" that will propel your job search. Don't filter, and be open to anything because you never know where the next opportunity will come from. It might very well be one you never heard or thought of before.

Don't get too broad. Lack of focus in communicating your target industry of interest to others (e.g., healthcare industry) will get you very little help because it's too vague.

To maximize the help your personal network can provide in your company-search/people-search, your contacts need specific direction. A list of targeted firms does just that. You'll want to narrow that down and say, for example, that you are looking for a position in a company that deals in healthcare medical recordkeeping.

This is not to discourage you from thinking broadly but rather to encourage you to avoid scattering your energies in too many directions.

source : ezinearticles.com

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Careers 0> 12 Ways to be a Confident Public Speaker

by Sandra Schrift

Jobs Indonesia,  Careers,  Indonesia Vacancy

Speak from your heart. If you believe in what you say, than others need to hear it. All confident speakers fall in the P2 (passion plus persistence). Be sure your speech contains your most fundamental beliefs and comes from authenticity.

1. Prepare, prepare, prepare!

2. Practice in front of a full-length mirror, for small groups. Join Toastmasters. www.toastmasters.org

3. Be positive. “I am a good speaker/trainer.”

4. Expect to be nervous. [deep breathe, exercise by walking, stretch, visualize your success, meditate] Make anxiety your ally. Increase your energy; heighten your awareness.

5. Focus on your audience. [It is NOT about you. You are there to help your audience]

6. Simplify. Use your time wisely and keep your presentation clear and simple so that your audience can understand what you are saying.

7. Connect with your audience. Look people in the eye, one at a time, as you speak to them. The audience wants you to succeed.

8. Act confident. Smile. Hold your chin up. Stick your chest out. When you do this, you will feel confident. Remember, YOU are the authority on the subject and they want to hear what you have to say.

9. Use humor wherever possible.

10. Offer the right message mix (inform, persuade, entertain, interact)

11. Establish credibility by the use of facts, statistics, and stories.

12. Learn from your mistakes. Making mistakes is part of your learning process. Scott Adams, creator of Dilbert, said, “Creativity is allowing yourself to make mistakes. Art is knowing which ones to keep.”

Careers : Top Ten Ways to Improve Your Communication Skills

by Dorene Lehavi

Jobs Indonesia, Careers, Indonesia Vacancy

1) Listen without judgment. The key to good communication is listening well. Save your judging for later after you have heard and understood what was said.

 

2) Listen with the willingness to be swayed to the other person's opinion. No obligation to actually being swayed, but stay open to the option.

 

3) Listen without thinking about what you will say next. Take time before you respond.

 

4) Do not be invested in being right. Being right is not the point. If you must be right, you are not able to listen nor communicate because you have set up a barrier already. If you are always right that means the other person is always wrong. That cannot be true.

 

5) If your mind wanders, ask for repetition. We all are subject to distraction. Try to stay focused.

 

6) In all cases repeat back what you heard and ask if it is correct.

 

7) Listen to yourself. Find quiet moments and pay attention to what you are hearing from yourself. Does your body tighten up about certain issues. Body language is not something to read only in other people.

 

8) Say it honestly, but with consideration for the listener's feelings. Be polite, respectful and sincere.

 

9) Understand and acknowledge that most things are not black or white, but somewhere in a gray area. Get comfortable with gray.

 

10) Have integrity and build trust. Don't say what you don't mean. Don't promise what you won't or can't fulfill. Follow through with any committments you make.

 

Good listening skills take practice. Specific coaching may be necessary if you find you have communication issues with your boss, colleagues, subordinates, partners or personal relationships.

Indonesia Vacancy : 5 Interviewing Tips To Get That Job

By Marie Roker

Jobs Indonesia, Careers, Indonesia Vacancy

Anyone who is a jobseeker knows that looking for a new job or careers is a job in itself. Once you have completed the laborious task of writing your resume and submitting it to various companies, you now have to pass the screen test to get the job. Interviews are the gateway to landing your ideal job. These five tips will help you get own your way to making that job yours.

 

1. Be Confident

 

Your first impression is your only impression.

Nothing is worse than a limp handshake, slumped shoulders, poor eye contact or poor communication skills. A potential employer can tell immediately if you are the man or woman for this job by your body language. Although aggressiveness is a turn-off, being passive gives the indication that you are not sure of yourself or your qualifications. Keep eye contact when answering questions or when the interviewer is speaking directly to you. Smile occasionally to show your interest and enthusiasm. Keeping a steady gaze on the interviewer can be disturbing to an interviewer. Look away occasionally. Lean forward to show that you are interested in what the interviewer is saying. Speak in a concise and clear voice. If you have problems annunciating certain words, don’t try to use them on an interview. If this is difficult for you, practice with a mirror and pay attention to your facial expressions. Other interview killers: Slouching in a chair, Crossing your arms, Playing with your hair or jewelry, Leaning back in chair

 

2. Act As If

 

You are what you believe.

Act as if you had the job. What would you do if you had this position? How would you act? How would a person in this position act and speak? What are your responsibilities in this position? What is a typical day like for you in this job? Change your attitude towards yourself and your strengths. If you start thinking that you won’t get the job, you will do small unnoticeable things to sabotage your chances. Great free resource: www.confidenceworld.com.

 

3. Know The Company

 

Know the business.

I once sat on a couple of interviews where the interviewees did not do any research on the company. This sends a message that you are looking for any job, not this specific job. Once you’re interview is scheduled, get on the net and start finding out everything you can about the company. A good place to start is www.hoovers.com, which gives you industry information, top competitors, names of CEO, etc. If you’d like to know what current or former employees have to say about the company, try www.wetfeet.com. Beware of disgruntled postings. Call the company headquarters and ask for the marketing department to get specific information. Weave your research into the interview by stating. I read an article in the Wall Street Journal, which mentioned that your company is thinking about XYZ. This lets the interviewer know that you have taken the time to know more about the company. You can ask questions about something you read, but don’t challenge them or you’ll come across as a know-it-all.

 

4. Be Prepared

 

Know what to say.

Most interviewers ask the same standard questions about your strengths, weaknesses, former employers, work history. If you are being interviewed by several people, this might be a good cop, bad cop situation. Pay attention to who is playing bad cop, they are looking for signs of weakness and dishonesty. To be well prepared, before the interview, write out all your accomplishments, both personal and professional. List your strengths and weaknesses. Be honest, it’s easier to remember the truth than it is a lie. Extra Tip: Write out situations in which you have demonstrated: leadership skills, determination, stress management, creativity, and flexibility. Be prepared to answer the question: Why do you want this job? If you’re not sure, reevaluate your decision. If you arrive a few minutes early, review what you wrote in the waiting room before the interview.

   

5. Ask For The Job

 

You get what you ask for.

The most important step in the interviewing process is one most people miss. ASK FOR THE JOB! Most interviewers are waiting for that closure. If you have done everything exceptionally well during the interviewing process, but have not asked for the job, you’ve just wasted an interview. Asking for the job shows the potential employer that you are assertive, confident and right for the job. It might feel uncomfortable, but this is your only chance to ask for something you really want. Make sure your voice is firm and you make eye contact. Think of it as your closing argument, you’ve got to win over the jury. You should also ask the interviewer if he or she thinks you are right for the job. Even if they tell you something unpleasant, think of it as a lesson learned. However, do yourself a favor and ask for the job. You deserve it!

Tips to get a job fast

By Bill

Jobs Indonesia, Careers, Indonesia Vacancy

Pinpoint your ideal position and what it will take to land it. Know your skills, pay needs and learn about the employer.

Just started looking for a job? Mark your calendar for January, because that should be just about when you will start your new gig.

No joke. The U.S. Department of Labor reports it takes the average American about four months to find a job. January is four months away.
 

So what if you could slash months from that search and be sitting thankful around Thanksgiving with a new job?

You already have some positive job search karma on your side.
Unemployment is low — 4.7 percent. And companies nationwide are hiring at an active pace, with 28 percent of employers saying they will add workers to their payrolls through December, according to the Manpower Employment Outlook Survey. In Indianapolis, 33 percent say they will hire more.
 

Of course, unemployment rates and hiring are out of your control, but there are some things you can do. Take note of these five tips to quickly get the job you want.

Dedicate yourself.
The average job seeker spends fewer than 15 hours a week looking for a job and in the end gets two job interviews, says Michael Farr, author of “The Very Quick Job Search.”

If you are serious about finding the right job, you have to be willing to invest the time. If you don’t have a job now, make your career search a 40-hour-a-week assignment. If you do, spend nights and weekends doing the research. The more openings you find, the more resumes you send, the more interviews you will get.
 

“The bottom line is that people who spend more time on their job search will usually get jobs faster,” Farr says.

 

Get real about pay.
“A lot of times, people think they will get a 30, 40, 50 percent raise in salary just because they are changing jobs,” says Gary Daugenti, president of JustSTAFF, an executive search firm in Los Altos, Calif.

If you’re making $30,000 now and think you can get a new job paying $50,000, plan on your job search lasting a few years, he says.

Know the going rate for the position you’re considering, and see if it’s one you could live with. Don’t expect the employer to think you’re so great that he will plump the pay just for you.
 

One of the quickest ways to get weeded out of the interview process is to ask for a salary that’s too high.

Search familiar territory.
 

Target your industry. If you are in the pharmaceutical sales industry, don’t go for a job with a company making auto parts. That drastic change won’t appeal to employers, who are looking for familiarity.

“They’re looking for your experience,” says Daugenti. “They’re looking for your contacts.”
 

That doesn’t mean you have to move to the same position at a different company. For example, if you are an accountant sick of accounting and want to go into sales, look for a company that sells accounting software.
Your expertise in the industry gives you a leg up.

Know yourself.
 

People have to understand what they do well.
“Know your strengths, and how they can be applied to the corporate environment,” says Jeff Hawn, managing partner at Princeton One Search in Columbus, Ohio.

Someone who doesn’t enjoy public speaking shouldn’t go into sales. Someone who is great with numbers and can do Excel spreadsheets in her sleep should look at finance or controller jobs.
 

Mesh your skills and preferences with an open job, and say it loud and clear in the cover letter. When you get the interview, your enthusiasm for the job will naturally show through.

Know the company.
 

Forty-seven percent of executives say having little or no knowledge of the company is the most common mistake job seekers make, according to Accountemps.

Before you go on an interview, search the company’s Web site and find out a few facts about what’s going on. Are mergers pending? A community cause the company is tied to? You don’t need to rattle off details at the interview, but it helps to sound knowledgeable when asked, “What do you know about our company?”

10 Tips on Choosing an Outsourcing Partner For Computing Services

By H Johns

Jobs Indonesia, Careers, Indonesia Vacancy

In tempestuous financial times, it's usually the pattern that the rate of outsourcing increases. Indeed, it's proved to be the case of late, in a climate in which business owners and employees alike have recognised the urgency of cutting costs and maximizing productivity.
 
IT outsourcing is more popular in 2009 than it has ever been. Many companies are choosing to outsource to an IT provider, rather than maintain an IT department. But how do you choose a reliable supplier? If you aren't an IT fanatic yourself, how do you know whether your systems are up to scratch or not? Whether you're being given appropriate advice? Or whether you're getting value for money?

In Gartner's 2009 outsourcing study, it was reported that many companies are developing outsourcing strategies to help them through tough times, but that organisations need to regularly assess their service levels and contract terms to achieve greatest return on investment. Allie Young, Vice President of Gartner, explains: "The well-educated buyer and provider will have the advantage. The potential for outsourcing to address immediate cost pressures as well as long-term recovery goals will be unprecedented...Many organizations that are not outsourcing will consider or move aggressively to outsource their IT or business processes to focus on their core business."

What to ask your prospective suppliers
Once you've decided that you want to outsource, ensuring that you ask questions of the companies you approach based around the following 10 subjects should give you a headstart.

1) Company Size How many engineers does the company have? How many full-time members of staff? Where are all these staff members based? Do they sub-contract or outsource any work? If so, what? If they are a very small company or a one-man band, what happens in the event of a crisis at another client's premises? Do they arrange cover if they are sick or on holiday?
 
2) Payment Structure What exactly is it that you are paying for? Are you entitled to unlimited support or do you pay per unit? Are there any extra/hidden charges?
 
3) Response Times Will you receive guaranteed response times in the event of an IT issue? What hours of the day can you call them?
 
4) Network Safety Will your network be monitored 24/7? If your website or email goes down in the middle of the night or at the weekend, will anyone know about it? Or be able to help?
 
5) Other Clients Do you get the feeling the supplier understands your business? Do they have any other clients in your industry?
 
6) Accreditations What accreditations does your supplier have?
 
7) Points of Contact Who will they be? Will you be given access to a dedicated account manager as part of your contract? Have you met him or her and do you trust them?
 
8) Stability How long has the supplier been in business? Are they financially stable?
 
9) Value Added Services What services does the supplier offer in addition to the ones you are in talks about? Network design? Bespoke software development? Disaster recovery and security consultancy? Who are their clients for these extra services?
 
10) References Will you be offered the chance to speak to any of their existing clients to find out first-hand about the services they provide?

Domestic Outsourcing Partner

By Marie Jacob

Jobs Indonesia, Careers, Indonesia Vacancy

Where overseas outsourcing has already gained a mature market, domestic outsourcing is gaining momentum for emerging nations like India where both the main business and the freelance contractor are located in the same nation. One of the primary reasons for outsourcing is to lower expenses in terms of labor, infrastructure and technology.

Though many domestic players have sprung up owing to the demand the ITES industry has, it is always necessary to know your vendors thoroughly before you could hook up a good deal for your outsourced projects. You can resort to the following points, in order to choose a better domestic outsourcing partner:

1. Work experience and credentials
The vendor that you wish to outsource your projects/domains should possess relevant work experience and credentials to support its credibility.

2. Reference checking
Reference checking has always helped to know a third party well. Checking with the references can help you to understand the vendor's capabilities properly.

3. Quality assurance
The vendor should be quality focused and these days many companies have adapted to standard norms and quality certification such as ISO 9001:2008.

4. Cost
If the pricing of any vendor I not cost-effective, then it primarily isn't serving the purpose of outsourcing. Thus, gather price quotes from all vendors available and see at your convenience which budget suits you the most.

5. Contract terms or SLAs
The vendor must be committed to the Service Level Agreement or SLAs and must be clear in its contract terms. The contract must also provide flexible terms for both the parties.

6. Confidentiality
You must always ensure that the vendor has a well defined set of security policies in place. How secure is your data at your vendor's site and what measures are taken to keep data safe are the questions that must be asked to the vendor.

Other points that you can further consider are location of the vendor, additional resources and capabilities offered by the vendor, reporting methodologies, vendor processes, financial stability of the vendor and cultural similarity etc. All these points may help you in deciding your best domestic outsource partner.

In Jaipur, one of the fastest growing outsourcing partners in the industry is Go4 Call Centre. Under the flagship of the parent company Cyber Futuristic Private India Limited, Go4 Call centre aims to serve your customer first with excellent customer support. Go4 Call Centre offers wide range of services through Inbound and Outbound call centre operations some of which include helpdesk services and remote troubleshooting of IT-related queries, transaction processing, accounting services, remote network management, end-to-end processing services etc.

Outsourcing : 5 Tips to Help You Select an Outsourcing Partner to Help Build Your Business

By Patti Malone

Jobs Indonesia, Careers, Indonesia Vacancy

To make this job easier, here are 5 tips that will help you select an outsourcing partner.

1. Does the outsourcing partner have experience with similar projects? or a record of accomplishment? Find out what projects the outsourcing person or company has handled before or are currently handling. Can you see who they have worked for, what kinds of projects they have done, and some real examples of their work? It is also going to help you narrow down your list if you find out that the person or firm has completed projects similar to yours.

2. Can you identify the outsourcing partner's business aims? Your company has its business goals and directions. It is worthwhile finding out what the outsource company's business aims are as well. Having an alignment in both companies' aims will give you an idea on how the project will turn out.

3. Will the outsourcing partner provide references from other firms that have hired their services? Being able to contact other employers gives you the peace of mind that the outsourced workers fulfilled their contract well and in a timely manner. Get feedback from them and make an assessment as to how long the project took them to fulfill or if they are able to deliver within your time requirements.

4. Does the outsourcing partner agree to your terms and conditions? Transparency between you and the outsourcing company will help both parties work harmoniously. You should document how long the project is going to run, when you expect it to be finished, and how many people will be involved in ensuring that the project will finish on time. Payment terms should also be clear when signing off the documents.

5. Can you build a long term relationship with the potential outsourcing partner? Do not select an outsourcing partner based solely on how long they have been in business. Initially, you may want to select two or more potential partners, give them the same job, and then decide which one you want to continue working with.