Types of Call Centers for Work From Home Jobs

Types of Call Centers for Work From Home JobsTypes of Call Centers for Work From Home JobsCall centers are places where telephone operators (or call center agents) field incoming calls and/or make outgoing calls to customers and sales leads. But there are several types of call centers. Virtual Call Centers Also known as home call centers, these types of call centers are one-person operations inside someones home. You may be an employee or an independent contractor. Usually, you will be using your own equipment rather than having it provided to you. You wont have to commute, but you may still be locked into a set schedule. Also be warned that this is an area targeted by work-at-home scams, so you need to research any opportunity well. Learn mora aboutstarting a virtual call center. Inbound Call Centers Some call centers only take inbound calls, in other words, the customer is calling you rather than you calling the profil customer. The bad news is, they may be calling only becau se they have a problem, and they may have been on hold for quite awhile before you talk to them. These call centers tend to focus on customer service, providing assistance to customers who have a problem or who need instructionsor taking orders or reservations over the phone. However, sales can still be an important part of an inbound call center agents job, especially adding on items or upselling. You may have to use a database tolook up answers to customer questions and resolve their problems. You may be entering their orders accurately for fulfillment. Outbound Call Centers Some call centers (sometimes called telemarketing centers) make outgoing calls only. You are calling potential customers rather than receiving calls from them. These tend to be sales-oriented operations and are best for people with sales skills. You may be cold calling a list of numbers or following up on leads from people actually interested in the product or service. Its a position where you have to mak e a lot of calls before you have a sale and where you will face a lot of rejection. It takes a positive attitude and a thick skin at times. Bilingual Call Center Jobs Bilingual agents are often needed, especially those who can speak Spanish as well as English, but also for other languages depending on the product and area of service. These jobs typically pay more than the single-language positions. Part-Time Call Center Jobs Both full- and part-time positions are available at call centers. Some companies may require full-time commitment while others dont make a commitment to a specific number of hours. Some are more flexible as to which hours you work, while others require a specific, regular shift. Night and weekend coverage is a possibility, as well as seasonal work. For more about any of these types of call center jobs, read all about call center workand five things to know about home call centers Find a Home Call Center Job Use these lists to find reputable employers wit h home call center job opportunities. Companies With Home Call Center JobsVirtual Call Center Jobs in CanadaFind a Call Center Job in Your State

Training Employees In-house Has Powerful Advantages

Training Employees In-house Has Powerful AdvantagesTraining Employees In-house Has Powerful AdvantagesInternal training offers employers and employees advantages that are not found when you send an employee to an external training program or seminar. Training transfer occurs more naturally and employees cement learning through training other employees. On-the-job training that enhances an employees skills and ensures her readiness for the next promotion, or eligibility for internal transfers, is generally far superior to a public seminar. Why Internal Training and Development Is a Superior Way to Train Employees Thiscore article about training lists the various ways that organizations can provide training to employees. While some of the methods involve external attendance at training programs and seminars, the power of the training and development activities that employees do internally are normally far superior for these reasons. Internal training and development leap the huge b arriers that encumber external training. Internal training reflects a solid knowledge of the organizations culture. The internal training uses real-life examples, problems, and challenges that participants encounter every day at work. Successful internal training identifies the exact skills and knowledge that participants need to succeed in their jobs. It also prepares employees for success in their next job. Internal training is presented in the language and terminology that participants understand and can relate to. Internal training develops the skills of employees and cements their own knowledge of the topic. You are likely familiar with the old adage that the best way to make sure that an employee thoroughly understands a topic is to have the employee train others. Tips About Internal Training for Employees behauptung tips will help you provide effective internal training and development for employees. On-the-Job Training Use the Performance Development Planning Process to lay out a plan for the internal development of an employee. This is specific job-related training that results in a successful, developing employee. Internal, on-the-job training includes such activities as Invite the employee to contribute to the department or company-wide decisions and planning.Provide the employee with access to a higher level, more strategic, planning meetings.Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence.Enable the employee to establish goals, priorities, and measurements.Assign the responsibility of teaching machine operation, quality standards, production standards, and safety practices to employees who train new employees or employees who are new to the work area. Assign supervisory or team leader responsibilities, or function as an assistant lead while learning.Assign the employee to head up projects or teams, or function as an assistant lead while learning.Enable the employee to s pend more time with his or her boss in a coaching / mentoring relationship. Set goals for employee development as a team.Provide the opportunity for the employee to cross-train in other roles and responsibilities. Mentoring and Coaching Mentoring, coaching, and field trips, both inside and outside the company, help employees develop their skills and knowledge. Employees who teach others most effectively incorporate the knowledge and skills themselves. Assign the employee a formal mentor from within his or her work group. The more experienced employee has the responsibility to help the employee learn the skills necessary to succeed in their job.Sponsor a take a coworker to work day, as one of my clients did. Employees applied to participate and spent the day learning about another job function within the company. As an example, a developer spent the day learning about public relations. menschenwrdig Resources sponsored a debriefing lunch to gather the employees takeaways, explore the ir learning, and improve the experience for the future. Encourage employees to seek out informal mentors on their own in areas of needed development and interest. Internal Training Sessions Internal training sessions and methods are effective. Especially if they offer employees new skills and ideas, internal training, reading, and meeting can replace much external training in organizations. Internal training is also cost effective and the training facilitator or resource remains available daily to participants following the training session. Offer an internal training session. The facilitator can be an employee or a trainer or consultant with whom the organization has developed a relationship over time. This ensures that the trainer is cognizant of the organizations culture and needs.Require employees to train other employees when they attend an external training seminar or conference they can share the information learned at a seminar or training session. Offer the time at a depart ment meeting, a brown bag lunch, or a scheduled training session to discuss the information or present the information learned externally to others. Purchase relevant business books for employees. To compound the impact of reading, sponsor an employee book club during which employees discuss a current book and apply its concepts to your company.Offer commonly-needed training and information on an Intranet, an internal company website. This works effectively for new employee orientation and gives new employees a source to check following the orientation, too.Provide training by either knowledgeable employees or an outside expert in a brown bag lunch format. Employees eat lunch and gain knowledge about a valuable topic. Survey employees to determine interest or ask Human Resources staff to consolidate training needs from employee performance development plans (PDPs). Sponsor an internal conference at which employees can learn new ideas and skills. You can mimic an external conference with lunch and all of the trappings of an external conference at a local conference center. Offer conference sessions taught by internal staff on topics of interest to their internal audience.Picture a real day-long conference and youll see the opportunity to cross-train across departments, utilize the skills of internal employees, and tap the knowledge of informed resources such as your health insurance provider or your 401(k) source. Internal Training Summary Internal training is a cost-effective, encouraged, effective method for training employees. Whether the training is provided on the job, from informal or formal coaches and mentors, or in internal seminars, brown bag lunches, or conferences, internal training has the potential to positively impact employee learning and development. Give internal employee training a try. You will quickly recognize the power of internal training as a tool for employee development.

Resume Tips What to Bring to a Job Interview

Resume Tips What to Bring to a Job InterviewResume Tips What to Bring to a Job InterviewDont come empty-handed, but dont waste vorstellungsgesprch time with your portfolio.Your resume worked Youve scored an interview. Your shoes are polished, and your geschftlicher umgang suit is back from the dry cleaners. Now, what do you pack into your briefcase?Professional recruiters such as Jacqueline Hudson, a senior account executive for Renascent Group LLC, prep job candidates before an interview to make sure their briefcases - and their heads - contain all the documentation they need.We send them articles as well as questions that may be asked and information on the company to make sure they really know what theyre going into, Hudson said.To make sure that you, too, are prepared for what youre going into, heres a check list of what to take to an interview as well as what to leave behind, gleaned from recruiters, resume writers and job seekers.What to take1. Resume hard copiesThe interview er likely has a hard copy, but it is good practice to have several copies printed and ready to provide the interviewer and others you might meet on interview day.2. ReferencesStephen Van Vreede, an MBA and certified professional resume writer who works with Ladders, suggests clients provide a separate document with references only if an interviewer asks for it. A lot of people will try to go in and dump this stuff on the interviewer, Van Vreede said. You want to only provide it when asked.Van Vreede advises job seekers provide three professional references. These dont have to be letters in the case of professional references, a simple list will do. Include references names, company name, titles and contact information. For personal references, specify the nature of the personal relationship. While fruchtwein job seekers now provide mostly professional references, dont skimp on personal references if the reference has a relationship with the company.3. Resume addendaAn addendum is an y documentation that supports a claim (usually a bullet point) in your resume. It is mostly used for IT candidates to provide details on projects theyve managed or programs and systems theyve developed. Van Vreede recommends candidates use an addendum as a way to prevent a resume from getting bogged down with details but still have details ready upon request. It should include details such as cost savings, vendors youve engaged and efficiency gains.But dont use an addendum to bog down the interview, either, Van Vreede said. He suggests describing a given project verbally in the interview, then offering to leave the addendum with interviewer.4. PortfolioA professional portfolio is appropriate for showcasing materials created in the course of work, especially by creative professionals, including marketing pros, those in media or advertising, architects, or artists.5. PowerPoint presentationsIf applicable, offer to show presentations in place of or in addition to addendums and portfoli os. Be careful not to overtake the interview or waste the hiring managers time.6. Insightful questions (four to five)Insightful questions pertain to a specific organizations history, marketing tactics, standing amongst its competition, future and/or past product offerings, research and development, leadership, philosophy, and/or work environment.Renascent Groups Hudson advises job candidates to have at least four or five questions to ask an interviewer. The most insightful questions show that youve done your homework. Youve read news articles about the company and wont be surprised if the interviewer mentions, for example, that its recently undergone a data breach and is revamping its point-of-sales technologies. Or perhaps the organization has run afoul of regulatory compliance and plans to remap data backup procedures.The more knowledge you have about an organizations pain points and points of pride, the better youll be able to suggest ways that you can help with your specific acc omplishments, experience and core competencies.Demonstrating knowledge about the company also accomplishes a number of thingsIt relieves your interviewer of the task of educating you.it gives you a chance to delve into your own credentials.it demonstrates that you are competent regarding doing your due diligence when approaching an opportunity.it demonstrates that you are motivated about the position and the company.7. News articles or corporate collateral that mentions you or your work8. Certification listIT professionals often come with a boatload of certifications, said Steve Burdan, a CPRW certified professional resume writer who works with Ladders. He advises clients to put the creme de la creme of this list onto their resumes and to put the entire list onto a separate sheet to provide interviewers if appropriate.What to omit1. Generic questionsGeneric questions pertain to issues intelligent job seekers should have found out on their own. If a job seeker needs to ask an intervi ewer how large the company is, for example, or what countries the company does business in, he obviously didnt invest time in researching the organization.2. Cell phonesDont forget to turn off your cell phone during interviews.3. PDAs or beepersSame goes for all mobile devices. You might need your PDA or mobile device to access your schedule or other data, if requested by the interviewer. But be sure to disable the phone function during the meeting.