Category: Analytics Jobs

Looking For A Job? Treat Your Job Search Like A Job And You Will Find One

On a daily basis, I get approached by people asking if I can either give them a job or help them find a job.

My response is usually do you have a resume? How many jobs have you submitted your resume to today?

When I get back negative remarks to those questions, I do my best to create an educational moment.
Going back a few posts I talked about teaching a man to fish and my last post was hard work and persistence allow you to create your own luck.

In my almost 30 years of working, I applied for more jobs then I can even imagine. But in that 30 years, I think the longest I have ever gone without working is about three months.

I am a firm believer, that even in extreme situations, the best way to find a job is to treat your job search like a job. To be focused and have a plan to help you create opportunities so you don’t just sit around waiting to get lucky and have a job fall in your lap.

With that in mind, I did a quick Google search on some tips to bring focus and discipline to a job search. Here are some of the high points:

1. Set Goals. Provide yourself with targets and track your progress towards meeting them.
2. Network. Make a list of people who have jobs like the one you want. Interact with them.
3. Be Polished. Spend the extra time to make your resume flawless. Dress up. Be Early.
4. Practice. Volunteer your time. Look for free training. Do practice interviews.
5. Be Selective. Resist the temptation to apply for everything. Focus on what you are good at.
6. Positive Surroundings. Look for people who can inspire, empower and motivate you to keep on the hunt.
7. Use Technology. If you are reading this, then you most likely on LinkedIn or Facebook. You have a natural network right there and the most powerful communication tool around. Don’t waste them.

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Finding a job is one of the hardest and most challenging jobs around. If you treat it as such, you are much more likely to find a good job quickly then someone who doesn’t.

The Most Over Looked Metric In Recruiting

Which recruiting metric is most important to you?

This is something I am asked all the time and I generally go back to something I came across awhile ago. I have yet to find a better one…

“I am convinced that the most important metric and the only one I care to follow is; how long did the person I place stay with my client company? Are they still there, or did they leave? Were they promoted? Or were they Fired?”

Source: http://www.recruitingblogs.com/

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So, the metric we should be interested in improving is that of the success and tenure of our placements. How long do they stay? How well liked are they? How well do they fit in with the rest of the team? Do they get promoted? This is the true test of “Added Value” which is why companies hire recruiters.

I have hired over 150 people over the past few years and many of the best ones are still going strong, so we must be doing something right. 🙂

If you need help in your recruiting process, DMAIPH can help! My expertise with recruitment analytics makes me uniquely qualified to help you measure your most important requirement metrics.

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Ten Tips to Make Your LinkedIn Profile Stand Out

There are over 300 million members on LinkedIn including about 3 million in the Philippines. You can use LinkedIn to do a lot of things to enhance your career including:

> Manage your professional identity.
> Build and engage with your professional network.
> Access knowledge, insights and opportunities.
> Share your company’s brand and culture.

Most People still have not taken advantage of all the things LinkedIn has to offer. Here are Ten things you should be doing to optimize your profile:

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1. Define yourself.
2. Have a great picture.
3. Add a summary.
4. Use of keywords.
5. Ask for recommendations.
6. See who has viewed your profile.
7. Join groups.
8. Mention volunteer work.
9. Connect to people where you want to work.
10. Stay active, post, follow and share.

Want some ideas on how to buff out your profile, check my All-Star profile. Hehe!

https://www.linkedin.com/pub/dan-meyer/4/771/675

What To Do When Employees Don’t Succeed?

http://www.recruiter.com/i/4-positive-alternatives-to-firing-staff/?utm_content=buffer888a9&utm_medium=social&utm_source=linkedin.com&utm_campaign=buffer

Came across this interesting article on LinkedIn, about what to do instead of firing an employee. It caught my attention as the BPO Industry in the Philippines continues to grapple with attrition rates that are way to high.

In short, the problem is that with a perceived deep talent pool to tap, BPOs have put little effort into retention policies instead being quick on the trigger thinking they can easily find a better employee. This mindset is not only self-destructive but also badly out of line with available data. As it gets harder and harder to recruit quality employees, many times the answer is pour more money into recruiting or more money into incentives, but almost no one is putting more money into training and coaching.

When you can step out of the industry for a minute and look at the patterns its pretty mind-boggling that such a booming and vibrant industry is so short-sighted.

So, with that back drop in mind, I found this article a good one to help me and my management team put some pauses in place and do a little more due diligence before coming to the decision to give up on someone.

The 4 bullet points listed are all very good ones to chew on:
1. Employ Self-Assessments to go hand in hand with KPI data points
2. Setting clear and achievable goals to mark success
3. Targeted coaching and training
4. And redeployment to positions with a better chance for success

I’ve added these discussion topics to my next management meeting agenda and will build in additional check points within our assessment process. All in all a good read indeed!

HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.

Convergys eyes 6,000 new hires this year… But From Where?

A recent ABS-CBN headline touts how one of the biggest BPOs in the Philippines is planning to increase their staff by about 15%. And they are not alone, in the past few months I have seen a lot of the bigger players (including IBM and Google) make public announcements about staffing up here in the Philippines. But a lot of people are asking where will they come from?

Based on research being produced and/or complied by IBPAP, we are seeing a widening of the talent gap between the number of seats available and the number of quality candidates to fulfill them. The Philippines is about to graduate hundreds of thousands of college students, yet so few of them will be ready to step right into a call center job. The government has made huge strides in partnering with the industry leader and higher education to create courses that will help fuel the demand, but its not nearly enough.

And to make things even more interesting, we are seeing a lot of mergers between bigger players (Convergys just acquired Stream) as they try to consolidate to offer more services to bigger clients abroad. So the big fish are eating well. However, the same cannot be said for a lot of the smaller BPOs.. most set up by Filipinos with the idea of capitalizing on the call center boom. But they are for the most part struggling as they either can’t find accounts or enough staff to fill the client requirements. The competition has never been more fierce when it comes to finding good people.

So where does that leave the industry? Is the pool big enough to supply the big fish like Convergys with 6K more employees? 2014, will be an important year in the evolution of the BPO industry in the Philippines.

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As for DMAI? We continue to grow quickly as we have a mostly work from home team that is almost completely made up of former call center agents who have walked away from higher pay for better work life balance. Is this the wave of the future? I think so!

The Mission of the DMAI Family of Companies: Creating More Analysts

I just wanted to share this blog post from the World Bank as it addresses exactly what we at DMAIPH have been saying and are trying to address; the need for more high end skills training in the Philippines.

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8 of 12 from this training batch found jobs with BPO companies within a couple weeks of completing the two day Introduction to Analytics training!

http://blogs.worldbank.org/eastasiapacific/node/3096
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The Philippines faces an enormous jobs challenge. Good jobs—meaning jobs that raise real wages or bring people out of poverty—needed to be provided to 3 million unemployed and 7 million underemployed Filipinos—that is those who do not get enough pay and are looking for more work—as of 2012.

In addition, good jobs need to be provided to around 1.15 million Filipinos who will enter the labor force every year from 2013 to 2016. That is a total of 14.6 million jobs that need to be created through 2016.

Did you know that every year in the last decade, only 1 out of every 4 new jobseeker gets a good job? Of the 500,000 college graduates every year, roughly half or only 240,000 are absorbed in the formal sector such as business process outsourcing (BPO) industry (52,000), manufacturing (20,000), and other industries such as finance and real estate.

Around 200,000 new job seekers find work abroad, and around 60,000 will join the ranks of the unemployed, go back to school, or rely on financial support from family for the time being.

This still leaves 600,000 new jobseekers who have no choice but to work in the low-skill and low-pay informal sector in rural and urban areas.

Higher growth can provide more Filipino workers with good jobs. With sustained GDP growth of 7 percent per year and the removal of constraints in fast growing sectors (e.g., addressing skills shortages so that the BPO industry can accelerate its annual growth from 20 to 30 percent), the formal sector will be able to provide good jobs to around 2 million people in the next 4 years – that is double the current figure.

Even so, the majority of Filipino workers will still be left out. By 2016, around 12.4 million Filipinos would still be unemployed, underemployed, or would have to work or create work for themselves in the low pay informal sector such as selling goods in sari-sari stores (small retail stores) and peddling on the streets, and driving tricycles and pedicabs.

Addressing this jobs challenge requires meeting a dual challenge: expanding formal sector employment even faster, while rapidly raising the incomes of those informally employed.

To create good jobs for the 12.4 million, a comprehensive package of reform is needed to create a business environment that is conducive for the private sector to create jobs and increase human capital. Reforms that will secure property rights, open the economy to more competition, simplify business regulations, and increase investments in health, education, and infrastructure are needed.

But will the private sector have the incentive to invest and create jobs for the 12.4 million Filipinos who are left out of the fast growing formal sector?

What do you think is key to creating more and better jobs in the country? Creating jobs for millions is a daunting task, but perhaps we can agree to start somewhere.

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Analytics Training – DMAIPH offers a wide range of analytics centric training solutions for professionals and students via public, in-house, on-site, and academic settings. We tailor each training event to meet the unique needs of the audience.

If you need empowerment and skills enhancement to optimize the use of analytics in your organization, we are here to help. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to set up a free consultation to learn which of our DMAIPH analytics training solutions is best for you. 

DMAI 2.0 > Recruiting the top analytical minds in the Philippines

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DMAI aka Decision-Making, Analytics & Intelligence, is a Philippines based company offering cutting edge of analytics solutions for both domestic and international clients.

DMAI is launching several initiatives and are looking for top analytical talent to join of rapidly growing team. Everyone on the DMAI team should have a natural curiosity and willing to take the initiative.

In addition, we look for the several general requirements across all positions. They include:
• Above Average English
• Strong Internet Research Skills
• A Positive Attitude
• A Willingness to go Above and Beyond

We are currently recruiting for the following positions:
1. Data Analyst
2. Analytics Project Manager
3. Administrative Assistant
4. Social Media Analyst

The Data Analyst position requires above average experience with MS Excel. Analysts should be very comfortable with pivot tables, using charts & graphs, and managing 100,000+ rows of data. Analysts also need to have experience taking data and analysis and building PowerPoint decks that give client actionable insights and recommendations. Experience with joining data sources and writing queries using SQL is also a must.

The Analytics Project Manager position requires excellent MS Excel and PowerPoint skills. The PM also needs to have a background with analytics. This position is expected to already have extensive PM experience and be well versed in Project Management methodology and comfortable managing projects with stakeholder located in different countries. Excellent English and Communication skills are a must.

The Administrative Assistant position requires previous experience with recruiting and with general office administration. The AA will support the DMAI Executive team and travel to various meetings and events to provide administrative support to training and speaking engagement event. The AA should also have some experience with HR functions like payroll, SSS and benefits. Excellent English and the ability to multitask on the go are must have skills.

The Social Media Analyst position requires a special person who is equal parts blogger/social media power user/seo analyst. Experience managing social media sites and pages is required. The SMA must have outstanding written English skills and able to write engaging content. The SMA must also have a passion for analytics and be a user of social media analytics tools.

Currently we are only looking for candidates located in Metro Manila, but may consider candidates living in the provinces in the near future.
To express your interest in any of the open positions, please send your most up to date resume to analytics@dmaiph.com

This is cutting edge analytics for support of clients abroad and you will get the chance to work with me, one of the leading analytics minds in the Philippines. If you are interested in learning more, please let me know immediately as we hope to have the team in place within a month or so.

We offer very competitive compensation based on experience and have a lucrative bonus plan as well.

To learn more about DMAI, follow us at any of the social media sites listed below:
> Facebook >>> https://www.facebook.com/dmaiph
> YouTube >>> http://youtu.be/blx8IuHsmCA
> LinkedIn >>> http://ph.linkedin.com/pub/dan-meyer/4/771/675
> WordPress >>> https://dmaiph.wordpress.com/
>Twitter >>> https://twitter.com/BPOElite1

Thanks for your consideration. Please send me your most updated resume if you would like to be part of this amazing team.
Sincerely,

Dan Meyer
President & Founder
DMAI