Use the Personal Touch to Get a Job

A recent study showed that sales people who used their prospects' names generated a 239% increase in sales.

The simple act of using a name can have a dramatic impact on your own ultimate success in landing a new job! 

During your next interview, focus on remembering the names of the interviewers. Find a reason to say their name at least three times during your conversation. Repeat their name at the end of the interview to make a lasting impression. >vacancy
But don't stop at that. Make it a point to remember and use the names of the other people you meet -- the receptionist, the HR person, anyone you speak to during your visit. They'll remember YOU and maybe nudge the boss in your direction when it's time to make the hiring decision!  

> job vacancy indonesia 

Here's a personal step that you must plan ahead for. After the interview, go out to your car and take out the nice notepaper you've brought along for this purpose. Write your thank-you notes while the interview is fresh in your mind.

In today's high-tech world, a handwritten note is becoming a scarce -- and appreciated -- commodity.

Place the note in an envelope and write the name of the interviewer on it (do separate notes and envelopes for each interviewer, if more than one). Go back inside and hand-deliver them to the receptionist... smile and use his/her name when asking that the notes be delivered.

Do you think any other candidate will do this? Heck no! (Not unless he/she reads this article!)

Have an instant advantage by using the personal touches of: (1) remembering and using names; and (2) handwriting and immediately delivering thoughtful thank-you notes! > employee

How To Tap Into the "Invisible" Job Market

Is there a company in your area that you'd love to work for? Do you assume that, because you don't see them advertising in the classifieds or posting jobs on their website, they have no openings? That may or may not be the case. That truth is, only about one-fifth of job openings are actually advertised! 

job vacancy indonesia

Here's how to tap into the huge "invisible" job market.

1. Make a list of companies you'd like to work for that are likely to have positions in your field. When composing your list, do some research and take notes about each company. You'll use that later. 

2. Obtain the names of the people in those companies who have the power to offer you a job. Simply call each company’s main number and ask for the name (ask them to spell it) and title of the manager in your field of expertise (or check to see if this information is available on their website). If possible, also get their email address and direct phone number. Don’t let the receptionist give you the name of the Human Resources manager (unless that is the department where you are trying to get a job) because your first point of contact should be with the hiring manager in your field.

3. Write and send a attention-grabbing cover letter with your resume. Address it specifically to the hiring manager in your field. The saluation should include his/her name and title. (Using something like "Dear Hiring Manager" in an unsolicited letter will likely cause it to be tossed in the garbage.) Say something specific about the company (to show you have a genuine interest and did some research) and explain how your skills and qualifications would help them achieve their goals. vacancy

If you can refer to someone the addressee knows, this will give your letter a big boost. For instance, "Jim Jones in your accounting department mentioned that you might have a need for someone with a background in direct marketing" (or whatever your field is). Yes, this is name-dropping, and it works! If you don't yet have a name to drop, do some networking... talk to everyone you know and see if they know anyone who works at that company; join associations that may have members who work for that company; go to trade fairs in which they may participate... and so on and so forth.

Your cover letter is extremely important because it's your first contact with the hiring manager.

4. Follow-up with the people you sent cover letters and resumes to. You can do this through email or by calling them. Here's a general idea of what you want to say (don't use this word for word): “My name is _________. I'm a graphic designer (or whatever your job title is) and I recently sent you a cover letter with my resume. I realize you are very busy, but I would greatly appreciate it if you could verify that you received it. I am very interested in working for your company and am eager to show you how I can be a contributing member of your team. I'd love to speak with you in person (if doing this by email) or come in for an informational interview."

If you're sending them an email or leaving a message on their voicemail, conclude with: "Please contact me at your convenience..." (leave your contact info; 24-hour phone number and email address). Any other steps you take will depend on the success of this one.

You might want to follow-up one more time after about 10 days if you don't get any response to your first contact. But don't continue pursuing it after that. Focus your job search activities elsewhere.

Even if the majority of people you contact say there are no current openings, these are not necessarily wasted steps. You are demonstrating a proactive approach, and employers admire drive and ambition. You may make such a great impression that you'll be remembered as soon as a vacancy opens up! employee

How to write a cover letter?

Applying for a job or function? Chances are you using a cover letter is to respond to a vacancy. How to write a successful cover letter? Learn how you write an application letter with a letter and where you should look at. Finally, you can find two examples of a letter to get an idea how a letter might look like.Application Letter - Preparation

Job Vacancy Indonesia, Employee
Before you go start writing your letter, you must prepare yourself for. Here are some considerations for a successful cover letter.Who are you and who do you apply?
Think carefully before you start writing your letter, who you are and what you want. What are your qualities? Where do you get energy? What makes you value the business? Why do you want to apply for this position?
Make sure you know who you send your cover letter. What is the company you are applying? Where is the company you send your cover letter to go looking for and how do you fit this profile? Read the job well. It is a lot of useful information disclosed in your letter. If your profile does not exactly match what is required, this does not mean that your cover letter in advance little chance of success. Acknowledge the discrepancy and keep this in mind in your letter. In a letter one looks not to the most perfect candidate, but for the most appropriate (in line with the organization) candidate.
It is also important that you know who you target your cover letter. Send your cover letter to your future boss or send your application letter to the recruitment? Search the Internet for information about the person you focus on your application. The person gets a face and you're more specific issues (which turn out positive for you) respond in your letter. Finally, you should be aware of the general information of the organization. This does not seem to be important for your application, but is essential for imaging.The letter - Writing
When you well know who you are, what you want and who the organization, you can start writing the letter. The ad you have already achieved what the profile looks which you must meet. This should, in addition to your enthusiasm, reflected in your cover letter.
The letter begins with the rise of writing. This is in most cases an ad. Mention in your letter to which one is going. In addition, specify what the purpose of your letter is (to call for an interview).
In the middle of the letter go into the profile of the candidate and then the company is looking for and what will you give your (work) experience, making you think you qualify for the position. This will be partly reflected in the motivation. Motivate in the middle of your cover letter why you are the person for this job. Do not be modest in your letter. What you should consider yourself: When I am on this point will be questions during the interview I can answer in all honesty, without which I do myself short. Not sure, let someone else read your cover letter. This person can also get spelling errors in your application that you yourself have had missed. It is clear that a cover letter any language and / or may contain spelling mistakes.
Finally, close your cover letter off. At the end of your letter you indicate that you would like to attend an interview for your application to explain. Possible closing sentences:

    * I hope this letter for you a reason to invite me for a conversation in which I can explain things orally. For further information please see attached curriculum vitae.
    * Please view my curriculum vitae and motivation in a personal conversation.
    * For my further details I refer to the attached curriculum vitae. Hopefully I have informed you enough to invite me for an interview.
    * Of course I am, if you appreciate, prepared in the background of a personal meeting to explain my application.
    * I would very much appreciate this application to further explain in an interview.
    * Obviously, I hope this letter leads you to join me for an interview.

How to Encourage Your Child's Career Plans

Job Vacancy Indonesia, Employee, Vacancy 

Whether you have a teenager or a toddler, odds are you've heard "I want to be a [fill in your child's career of choice here] when I grow up."

Whether it's garbage collector, truck driver, ballerina, pilot, doctor, or veterinarian, it's easy to discount it. After all, kids have hundreds of wacky ideas every day. But what if we were to support it instead? Nurturing your child's dreams and ambitions is a healthy way to build their self-esteem and teach them the interesting things they want to know.

Listen to Your Child:

If your child is constantly talking about becoming an animal doctor (it's hard to say veterinarian when you're small!) why not do something to help them? Call a friendly vet in your region and explain how your child is simply enthralled with becoming a vet. Would they have a bit of time when you could bring in your child? Perhaps the vet can show them around and explain a little bit about their job. Many places of work alos particpate in "open house" type programs where they open their doors to the public. Make some calls and find out. Your child will appreciate how you listen to what really makes them happy.

Find Out Your Child's Interests:

Many children and teens are quite vocal about their interests and some are more shy. With a little encouragement, most will be able to tell you what they like. Don't be too pushy. "Have you thought about your future?" and "What do you want to do with your life?" may put your kids off by adding unnecessary pressure. Instead, try to notice the activities they do, and ask them questions about it. If your child likes sports, ask them if they've ever thought of becoming a coach someday. It's interaction that will get them thinking.

Don't Limit Them:

Everyone has a place in the world and everyone deserves a shot at doing something that makes them happy. Don't limit their choices by encouraging a certain job on them. "Oh, little Billy's going to be a great doctor or lawyer" makes little Billy feel inferior his whole life if he doesn't accomplish your goal, unless of course it's his goal too. Leave the door open in case it really isn't his goal. Remember to support your children by accepting the concept of non-gender specific jobs. Little Billy can be a nurse or a teacher just as much as Heather can be a brain surgeon or an engineer.

Encourage:

Do what you can to support your child without pushing them. Support their choices. Sure, you might not think your child will really be able to be a doctor if they can't stand the sight of blood, but they will appreciate your support. Some day, they may get over their fear of blood or decide it really isn't for them. Either way, the fact that you supported them and didn't mock them, will mean the world.

Encouraging your child in their career choice is a great way to tell them you believe in them. It helps them achieve a postive attitude and self-esteem. If they believe they can do anything, they just might.

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!

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.

Employment Law Solicitors: How to Choose the Right One for You

By Meena C Shah
  
Job Vacancy Indonesia, Employee, Vacancy   

You've just been informed that you are being dismissed because your job has been made redundant. While this may probably be the worst thing that has happened to you as an employee, it isn't the end of the world. Under the employment law you are entitled to certain claims from your former employer as a result of your redundancy. However, if you are like most individuals who have also been made redundant, it is most likely that you are not familiar with employment law. You need the services of an employment law solicitor.

Most people are often too intimidated to even consider seeking the services of an employment law solicitor. This has a lot to do with the fear of the costs involved with hiring a solicitor. Good solicitors are willing to provide you with a free consultation either on the phone or in person to help determine whether you do have a case worth pursuing. If you do have a case, the employment solicitor will provide you with an estimate of the costs and expenses before proceeding. Stay away from solicitors who want to charge you immediately without first hearing your side of the story.

Now that you have decided on seeking professional help, the next step of course is to choose the best employment solicitor to hire.

With all the available employment law experts and solicitors around, the main thing of course is for you to get the best for what you can afford. This is not of course to say that you should scrimp on your budget. Remember expertise does come at a price. Often the inexpensive services come from solicitors who may lack the experience or knowledge necessary for you to get the most out of your claims. Always look for the solicitor's credentials first then decide whether you can afford their services.

Another good way to choose the right employment solicitor for you is to check out the internet. Good solicitors will have a website that is both comprehensive and informative. You should be able to know the extent of the services that they have, experience, even sample case reports to know if they are able to handle your particular case. A website says a lot especially about the way a group of solicitors or a firm is organized. If you understand their website and are interested, chances are you will like the kind of services they can offer you.

Aside from a good website, good solicitors will also be easy to contact. Good employment law solicitors should provide you with all the necessary information for you to contact them and not just hide behind a fancy name for a firm. They should be able to provide you with a toll-free telephone number, a complete address so you can mail them or visit them directly at their office, an email address and an easy to fill out inquiry form.

Finally, your chosen employment solicitor should be able to talk to you in layman's terms and not try to impress you with heavy legalese jargon. You're trying to find help to understand something not find someone who will confuse you more.

Remember, employment law solicitors are there to help you make something positive out of your negative situation so strive to always find the ones who can help you make the most out of your redundancy.

Step by Step Guide to Employee Satisfaction Surveys

By Martin Day
  
Job Vacancy Indonesia, Employee, Vacancy   

The benefit of running an annual employee survey has for a long time been widely accepted but many organizations have been put off by the amount of effort that is required.

Many organizations who have bit the bullet and conducted their own internal employee satisfaction surveys have often relied on word-processors to allow them to design and compile a survey, then gone through the effort of printing and distributing the survey and spent time chasing and collecting the completed surveys and then even more time transferring the survey response information into a meaningful management report.

Fortunately with the introduction of the Internet and hosted survey websites like www.surveygalaxy.com what was once a time consuming, resource hungry, long winded and cumbersome process is now slick, quick and easy.

This document provides a step by step guide to help implement a survey that will bring considerable benefits to any organization.

Step 1 - Identifying The Need

The reasons an organization would need a survey are as wide and they are long. Listed here are a few of the common reason why employee satisfaction surveys are conducted.

Event Driven

If your organization is about to embark, or is going through, a change management program employee surveys can assist in managing the change, measuring the effectiveness of the change, help to deliver a 'message' and gather valuable feedback throughout the change cycle.

For organizations that are experiencing rapid growth employee surveys can monitor internal communications and management structures to ensure that employees are aware of their reporting and management responsibilities.

Where an organization is suffering from poor moral brought on by either internal or external influences an employee survey can be used to identify the specific concerns of employees so those concerns can be properly addressed.

Where there is an increase in turnover of staff employee surveys can help an organization identify the underlying cause of employee unrest and through their findings help find solutions.

Periodically

As part of a periodic assessment, surveys will help an organization review their personnel and monitor on an individual level job satisfaction, training and career development.

Employee surveys also offer senior management the opportunity to look at the soft underbelly of their organization to confirm that their 'top down' view of the organization matches the reality and 'bottom up' perspective.

With the help of employee surveys an organization can establish good employer/employee communication that will in turn bring both direct and indirect benefits.

Step 2 - Management Buy-In

Management buy-in is always desirable for any initiative and many will argue that it is essential to ensure a successful employee survey, however, in some instances the findings of an employee survey can lead to kick-starting a management that has grown complacent and detached from their employees.

Some organization may be fortunate in that the senior management recognize and drive the need for employee surveys, while in others the management may need to first be convinced of the direct and indirect benefits an employee survey will bring.

The level of management commitment to an employee survey will have some bearing on the nature of the survey and to some extent will help determine what questions are to be asked and the manner they are asked.

A management that is supportive of the initiative may require feedback on specific areas of the business or they may give the go ahead because they feel confident that the results will only confirm that the level of employee satisfaction throughout the organization is high.

In nearly all cases it is good practice to at least try and get management to buy-in to the employee survey from the very start as they have a lot to gain and are in a position to effect any change that is later identified as being required.

Step 3 - Designing The Survey

Designing a good survey will take some time and effort but by following the basics of survey design and concentrating on the 'need to know' questions and removing the 'nice to know' a survey will rapidly take shape.

Determining the exact questions that should be asked will be entirely dependent on the individual organization, its structure and the previously identified primary need and objectives of the employee survey.

When considering what questions to ask consideration should be given to how the results are to be analyzed. For example there may be a desire to ask for individual comments but these types of answer formats can be very time consuming and cumbersome to analyze and should therefore be avoided or used sparingly.

With online surveys it is generally better to do a few smaller surveys than one very long survey as the longer the survey the higher the drop out rate will be.

Step 4 - Proof Reading And Testing

Grammar, Spelling And Clarity

Before publishing the survey make a careful check for spelling and typing mistakes and incorrect grammar. If available it is always better to have someone who has not been involved in designing the survey to proof read the survey with clean eyes, if no one is available try to take a break before checking through the survey again.

Say What You Mean And Mean What You Say

When checking the survey you need to consider the survey from the viewpoint of the respondent, you may know what you mean by each question but will the questions be clear to the employee?

Allow The Employee To Answer Truthfully

For closed questions where the employee will be required to choose from a number of available responses have you allowed the employee to answer accurately? Make use of responses like 'Don't know', 'No comment' or 'Not Applicable' where you have made the question mandatory but the employee may not be able to answer.

Consider allowing the employee to include an 'Other' answer but also appreciate that 'Other' answers will add to the complexity when analyzing the survey results.

Don't Require A Response To Questions That May Not Have One

Check that for any questions that you have made mandatory you do require an answer, for example open questions such as asking for additional comments should not be mandatory unless you definitely require the respondent to write a comment.

Check You Will Be Able To Analyze The Data

Check through the survey again but this time looking at how the results of the survey will be analyzed. Consider how you are likely to want to analyze the survey data, have you asked the right questions to be able to perform detailed analysis? For example if you wanted to view the detailed response data from the perspective of the different genders, or maybe departments, check you have asked the employee to indicate their own gender and/or department.

Don't Ask Anymore Questions Than You Need To

Consider all the questions in the survey and look for questions that are not 'need to know'.

Test The Link And Try Completing The Survey

Publish the survey and then send the survey's link to a number of people who will be willing to test the survey. By completing the survey yourself you will get a feel for how the respondent will view the survey. From your own and others feedback stop and make adjustments to the survey as required.

Repeat this process until you are happy with the survey.

Check The Data

Take time to view the online summary results of the test data and confirm that the data is being collected in a manner that can be properly analyzed and that will give meaningful results.

Step 5 - Promoting And Deploying The Survey

Where all or the majority of employees have access to the internet or company intranet deploying the online survey is as easy that ABC, either via email or by establishing a link to the survey from your own website or Intranet.

Where there are some or many employees that do not have direct access to the internet there are a number of alternatives that can be used from issuing the survey in printed form, providing a shared terminal or giving them an incentive to complete the survey at home.

Anonymous Responses?

There is a choice to allow all surveys to be completed anonymously. Allowing a survey to be anonymous may encourage employees to speak their minds enabling the survey to provide 'a warts and all' report, in turn giving management an opportunity to address underlying problems before they become serious.

However, allowing anonymous comments also allows employees to be more cavalier and flippant with their responses. Some organizations would therefore only want to consider comments where employees are prepared to stand by their convictions and that will also provide an opportunity to follow up the specific concerns of individual employees.

The decision to allow anonymous responses or not will, among other factors, be down to the individual organization, the specific nature of the survey, the surrounding circumstances, the management style and the existing employer/employee relationship.

Step 6 - Monitoring The Survey

While the survey is in progress you will be able to view the summary results online and also monitor in real-time the number of surveys that have been both started and completed.

If after a few days the number of completed surveys falls short of the expected target it is advisable to send periodic reminders to employees asking them to complete the survey.

Step 7 - Analyzing The Results

There are no hard and fast rules for analyzing the data. Much depends on the individual survey, the questions asked and the number of responses.

Most surveys will benefit from many of the results being displayed in graphical as well as tabular form.

When first analyzing survey data often a number of 'headline' results will immediately stand out that will provide you with a general overview and, providing the right questions have been asked, give you an instant assessment of the mood throughout the organization as a whole.

Where the results give areas of concern a more detailed analysis may be advisable. For example if employees were asked if they felt the organization provided equal opportunities to both genders and 25% gave a negative response it would be useful to know the gender split of the organization and also to look at what the gender split was of the 25% that answered negatively. Was the negative view shared by employees of both genders, evenly spread throughout the organization, or of a particular gender from a particular department?

There is a method of reporting that presents the result data in tabular and/or graphical form allowing those who are interested in the results to view the raw data.

Often used as a compliment to the first, another method is to interpret the results and provide an analysis of the data and offer a view as to what the meaning is behind the results, what circumstances may have contributed to the results being as they are and, where the results indicate a negative, what initiatives could be taken. Such analysis if done by a single individual is likely to be very personal, if done by a committee it is still likely to be objective and therefore open to interpretation.

Step 8 - Further Action

Probably the most important step is the last. An employee survey will either confirm that the perfect organization exists or it will highlight areas that are less than perfect by identifying individual and common concerns.

It may be that further more detailed surveys are required that target specific areas. For example the survey may reveal that employees working in a particular department are collectively unhappy, but the reasons for their dissatisfaction may not be clear. A smaller, specifically targeted follow-up survey may help reveal the root causes.

When employee surveys are periodically run an organization that has taken steps to address issues will see their efforts reflected in subsequent survey responses. Almost all organizations have some problems and it helps an organization's moral to see that a channel is available that will allow problems to be highlighted, addressed and resolved.

Summary

These guidelines are intended to help an organization conduct successful employee satisfaction surveys, they are however, only a guide.

Each organization is different in style and structure and the organizations 'personality' will go someway to influencing the tone and nature of the survey and organizations will have many different circumstances and primary reasons for conducting a survey.

By utilizing existing technology and conducting surveys online you are now able to monitor the heart beat of an organization, quickly, easily and, by using websites like Survey Galaxy, at minimal cost.

Job Tips : Job Search Tips for Older Job Seekers

Job Search Tips and Strategies for Older Workers
By Alison Doyle

Jobs Indonesia, Indonesia Vacancy

I'm always a little surprised at how young can be considered old by employers. In some industries, especially high-tech, even mid-thirties can be considered old. In fact, I spoke to one computer programmer who considered the workers in his office who were over thirty old!

Unfortunately for older job seekers, the older you are, the longer it can take to get a job and the harder it can be to get hired.

What can you do to address age discrimination and promote your candidacy for employment? There are strategies older job seekers can implement to help expedite a job search and to find gainful, and meaningful, employment.
Job Search Tips for Older Workers

Resume Tips for Older Job Seekers
One way to overcome the perception that your age is an issue, is to age proof and edit your resume. Limiting what you include on your resume, from a chronological perspective, can help job seekers avoid the stigma of being considered "too old" by a prospective employer.

Cover Letter Tips for Older Job Seekers
Your cover letter is critical, as well. Review these cover letter tips for older job seekers, including what to include in your cover letter, how to showcase your skills, and how to effectively market your candidacy to employers.

Emphasize Your Relevant Experience
When writing your resume and your cover letters, there's no need to mention every job you've ever had. Include only the most recent positions and, if you attended college, don't list your graduation dates.

Fashion Tips for Older Job Seekers
You can strategically write your resume and cover letter, but you can't change the basic facts - your actual age and your employment history are etched in stone. However, there are ways you can work on your appearance when you are job searching. And that can make a big difference when you're interviewing. Here's how to update your job search image.

Use Your Network
Networking is still one of the best ways to find a job. Regardless of when you graduated, if your alma mater has a career network use it to contact alumni in your field of interest. Use online and offline networking resources to make connections to help with your job search.

Consider a Career Change
It can be easier than you might think to change careers. Here's advice on how to successful implement a mid-life career change.

Get Job Search Help
If you're struggling with your job search, consider seeking assistance. There are no-cost programs provided by OneStop Career Centers, non-profit groups, and local libraries, for example, that can assist.

Keep Your Skills Current
Everyone applying for employment, regardless of age, needs to be computer literate. If you can't send an email, or don't know what Instant Message is, take a computer class. There are classes offered, free or low-cost, by continuing education centers, churches, libraries, and school. The more current your skills, the better your prospects for finding employment.

Don't Give Up
Job searching typically isn't easy, regardless of how old you are. So, don't give up. It might take a while to find a job, but, there are employers who understand the value of an older worker with maturity, life experience, and skills.

Share Your Job Search Story
Share your job search success story and what you learned during your job search. What job search tools did you use, what job sites worked for you, how did you conduct your job search?

INFORMATION TECHNOLOGY CAREER TIPS -> BE WISE

By jidaw.com

Jobs Indonesia, Indonesia Vacancy

How to Tips for the Information Technology Career. Be Wise tips are to help you with developing careers in computers for Careers planning, career choices and IT career strategy.

Boosting computer careers - the computer career in computer and information systems - Information Technology Career Tips. 

You will need to make career choices every step of the way. Decisions will be taken about IT certification, Computer education, Technical training, Practice tests, Study Guides, Exams, IT professionalism and jobs.

A successful IT Career is more about wisdom than anything else. BE WISE!

42. Too often our career growth is hindered because by “good” reasons. It isn’t a crime to experience hiccups in your career journey, but respond with positives - create time, improve your preparation, network, develop your skills.  

Stop Planting Excuses. Be Wise. Excuses achieve nothing.

What “good” reason can there be for not updating yourself? What are the “good” reasons for your inconsistency? There is no middle ground. You’re either doing something to improve your career or you’re buried in the excuse planting season. If we sow excuses, what do we reap? What’s stopping you from starting? Why have you given up? Be honest, what do you really want from your career - results or excuses? There is no reward for excuses.

41. “Wait for perfect”, “stay with the crowd”, “don’t take risks”. Run, don’t walk away from such thoughts. The worship of fear is born to kill dreams. A programming career without audacity is one without substance and character. Want to build a successful career in Networking? Ignore the familiar and rock the boat! Be Wise. Your career decisions and growth can’t wait for 100% certainty.
 

Sure plan, do your research, finish your homework, choose wisely. But to start your IT career or business, never ever wait for perfect. And go beyond noise and popularity. What are you afraid of? The unknown, failure, rejection or becoming an outstanding contributor in the IT industry?  

40. SUBSTANCE OR SHOW. Are your career decisions based on substance? Is programming the right path for you, or are you a “me-too” activist? Career growth requires taking risks. But what really is your motive? Money, show or purpose? Is certification what you need, or is the promotion in control? Be Wise. The choices we make are life changing.

Your training decision appears sensible, but how did you choose your course and training institution? What is the main issue driving your job change? Activity can never be a substitute for substance. What matters more - ceremony or career growth?

39. YOU ARE RESPONSIBLE. IT newcomer at zero level? Or does your career need a lift? Stop waiting for luck or fate. Enough of the excuses! You must own and drive your growth process. Are reward and fulfillment in your IT career horizon? Then banish fear and excuse. Be Wise. Provoke growth - Take risks. Seize the initiative. Connect with family, colleagues, counsellors for support and guidance. But never hand over your power. Nobody else is in charge of your movement forward. It’s your life. It’s your future. Responsibility for your growth lies with you.

38. THE OPPORTUNITY IN THE PROBLEM. When difficulties come how fast can you run? Are you one track minded when career efforts don’t seem to be working? Slow promotion, no job, “Boss-from-hell”? Tough! But develop your turnaround mentality and approach. Be Wise. Sometimes there are no right answers. Growth comes from being comfortable solving problems. Bad exam results do not mean bad IT professional. Career success has several routes. Is that challenge your full-stop or a seed for growth? Enough of the victim sing-song! Instead look for your opportunity in that problem.
 

37. HOPE IS NOT A STRATEGY. You have hope and can see opportunity in Information Technology, but are those enough to make your career happen? Where are you? Where are you going? Be Wise. Hoping for the best, “whatever will be, will be”?? Without a sense of direction how will you reach your full potential? What is the purpose of your IT education? Coordinate your efforts and plan with your priorities in mind. Ignore the noisy crowds - let the main issue be the main issue. It is your job to create your own path.

36. DO SOMETHING NOW. You have ideas and you love the IT profession. Great! But unless you act, all you get is a big fat zero. What’s your excuse? The environment isn't right? Expecting to be supported? Be Wise. Wait for perfect and wait forever. Take charge and start building your amazing IT career now. IT professional, make your knowledge move today! Challenges exist but create your own path by investing in effort. Sitting in the farm all day doesn't make you a farmer. It is what you do that matters. Take action. Grumbling never achieves. 

35. MONEY HAS ITS LIMITS. To grow your IT career money helps for training, certification and books. But money is not the supreme ultimate resource. Stop allowing money to limit you! Be Wise. Can money cover up a dinosaur like attitude to tech learning? Or will money buy people networks or goodwill? Without putting in effort, time or common sense what is money? Does money mean creativity? Money assists but understand what money can do for your IT career, alternatives that exist and what you must do for yourself. 

34. CREATIVITY IS NOT A LUXURY. You can't grow by feeding on the predictable. Are you satisfied with the one-way street of convention? Training and certifications aren't enough in the world of constant change. Be Wise. Think outside familiar and comfortable routines to create new value. Is the creative path stressful? Or does it look strange or crazy? So what? Open your mind! Status quo is dead. Growth is the reward for expanding your mental bandwidth. Let dead dogs rest in peace.

33. PURPOSE AND CONTRIBUTION. The IT professional must have goals and a purpose. But it's not just about your agenda. Direction is important but your technical strengths are nothing without the value balance. Be Wise. What are your priorities vis a vis contribution? The key driver for career growth isn't your Java certification or your agenda, but is instead the value you create. Are you solving problems with your programming skills? Does the business make more profit with your networking know-how? Contribution is what gives backbone to your agenda.

32. GET BEYOND THE CERTIFICATE. Has your learning experience honed your problem solving skills and your learning ability? Have you used the classroom to build personal networks and improve your people skills? Be Wise. As you learn, open up your mind to ways of making the right impact in your career. What you put into your learning effort will often determine what you get out of the experience. Do you want growth, or is the certificate your only goal? See further than the certification. 

31. STOP LOOKING FOR GUARANTEES. Building a fulfilling IT career is not maths. Your Java knowledge doesn't guarantee anything. You need to step outside your comfort zone and take calculated risks if you want to succeed in Network security. 

Be Wise. Real IT professionals tackle the unknown and also anticipate and embrace change. The silver bullet-shortcut-password mindset is for robots. Network with other people, take up challenges and apply wisdom while learning from your experiences - both good and bad. 

30. IT IS NOT A HAPPY-GO-LUCKY PASTIME. It's about intense preparation and committing lifelong to a full-fledged career. Networking isn't flash-in-the-pan gambling. Or is programming an all comers affair? Be Wise. What is interest without the drive, without commitment? You should enjoy going the extra mile to look for the solutions, to remain current, rather than getting yourself hooked on quick fix supplied by the immediate results druggist.

29. The true IT professional is a positive, knowledgeable and supportive influence. Cisco guru, do you help or do you intimidate with your expertise? King of Java, are we safe in your hands? Be Wise. Trust is the mother of growth. But professionalism and trust isn't just about being "nice". It's also about having the courage and judgment to do the right thing in difficult situations.

28. You're perfect, right? Don't make me laugh! Nobody is an angel. But don't empower your weaknesses. Why let limitations bully you into defeat? Be Wise. Grow, learn from mistakes and empower your positives. Who are you and what do you offer? Despite shortcomings make a difference, be a positive contributor, with your attitude and tech know-how. It is your mission.

27. Knowledge is a "must-have" for your IT career. But have a clear understanding of what knowledge tools (training, education, certification) can and cannot do. What can knowledge do for you and what do you need to do for yourself? Be Wise. While knowledge confers advantage, it doesn't guarantee anything. Without a positive solid ethics attitude, initiative and people skills the train isn't leaving the station.

26. Stop asking only questions about pay, jobs and benefits. Your salary is not your value. Be wise. Growth comes from service and contribution. Ask the right questions: Is there a future in IT? Does that future include me? How do I empower myself to become a value provider?

25. What is your staying power in IT like? You can't afford to get burnt or worn out by the incredible rate of change and challenges. Be Wise. No matter how well you start and perform, how worthwhile is your effort if you don't finish? Develop your backbone with a can-do, can-bounce-back attitude. Achievement requires resilience - commitment and perseverance in the face of change and obstacles.. 

24. Sometimes less is more if you get your priorities right. Vegetating away at a job that doesn't enhance your value, simply because of the money is downright dangerous. Is it just about the pay packet? Be Wise. Growth is when you are creating opportunities for yourself now and in future. It isn't just about a meal ticket.

23. The worst thing you can do to your IT career is to take important decisions, such as investing in certification, without thinking about your long-term career focus. Be Wise. How will your decisions and investment take you from where you are to where you should be? Having a long-term career focus is the single most important driver for high quality career achievement.

22. Run, don't walk away, from any training provider that says you're guaranteed a job if you register for classes with them. Be Wise. Are you more interested in giving somebody money than your education or career?

21. As you gather experience in the industry, don't burn bridges you might need tomorrow. Be Wise. It is easier to succeed when you build your own personal network of individuals that you can rely on for advice, job leads, technical assistance and other helpful support.

20. Have a passion for what you do. Understand, and be happy, with what you do. Be Wise. It's difficult to be motivated; it's difficult to excel when you work at something you don't like.

19. You can't claim to like the IT field and yet be unwilling to make the effort required for constant knowledge acquisition. Be Wise. In the IT field, ignorance is the path of the dinosaur.

18. Don't run from challenges that will crop up from time to time in the course of your career. Be Wise. Often challenges are an opportunity to conquer a difficult area, and carve a niche for yourself.

17. Your career is about value. Be Wise. Certifications, tech skills, degrees, experience don't amount to much if you can't use them to create real business value.

16. Focus on substance rather than style when taking career decisions. Be Wise. "All that glitters is not gold". Avoid becoming a hostage, always choose career value over popularity and hype.

15. No IT career is better than the other. Be Wise. "One man's meat is another man's poison". The best career for YOU should be based on YOUR interests, assets and abilities.

14. Setting career goals is important. But planning is a lame excuse for unfruitful career indecision. Be Wise. Your IT Career isn't just about planning. It's also about doing, not promising to do. You must follow through.

13. Approach your IT Career like a marathon, not a short sprint. Be Wise. If immediate results are what you are after, then the IT field might not be for you.

12. As an IT professional, maximize your career advantage by developing a good combination of soft skills and IT knowledge. Be Wise. Of what value are your IT skills, if you can't effective present yourself or your skills?

11. The acquisition of popular advanced level certifications by newcomers is not a guarantee of jobs. Beginners need to master the basics before moving to the advanced. Be Wise. Why waste your money and time on advanced level training and certification that is not useful to you at your level?

10. Integrity is the hallmark of a true IT professional. A bad reputation spreads faster than wild fire. Be Wise. Solid tech and soft skills will not take you anywhere if you can't be trusted.

9. Sometimes the career advice you need to hear may sound upsetting to you. Don't listen only to what you want to hear. Be Wise. Choose Brutal but honest over nice but self-deceit. Use frank but painful advice to make the necessary changes that will grow your career.

8. As you invest in knowledge and self-development don't carried away by "the best". Can you make the effort? The best instructors, books, training centers cannot replace your effort. Be Wise. It is one thing to have "the best" tools, it is another thing to make the effort.

7. Learn from your mistakes and from your successes. Be Wise. If don't make any mistakes, you're not doing anything. You learn and grow not only from what you did right but also from what you messed up.

6. As you develop your IT skills and knowledge never confuse repetition with practice or learning. Be Wise. Mindless repetition on its own is cramming. Repetition must be combined with analysis and understanding to be of benefit to you.

5. Experience is essential for a career in IT. But depending solely on experience limits growth. Be Wise. What is experience without passion or initiative?
Experience on its own restricts you to what you do on a regular basis. To get real value from work experience - Invest in lifelong learning. Invest in a success-driven attitude.

4. Interest in an IT career is of no value without action. Be Wise. Interest is cheap. Effort will cost you. What're you doing? What are you investing to achieve your career goal? Time, money, books or just interest?

3. You will need to use career tools and your personal network as you progress in your career. But don’t be totally dependent on others. Be Wise. Learn how to dig deep by your own effort. To move without resourcefulness is to move in reverse. Besides, whose career is it anyway?

2. IT is not a “get-rich-quick” scheme. IT is professionally and financially rewarding if you focus on acquiring practical skills and building your career rather than on sudden, immediate wealth. Be Wise. Nobody is in IT for the sole purpose of making you rich. If “fast money” is your sole aim, you won’t last under the intense workload and incredible rate of change.

1. Personal networking is essential for career growth. Over 80% of all career opportunities are found through networking. But your personal network doesn't work for you alone. It isn't a self-centered one-man show. Be Wise. What do you contribute to the network? The key to having a strong and dependable personal network is not "receive only" or "give to receive", but instead it is "give more than you receive." 

A successful IT Career is more about wisdom than anything else. BE WISE!