Casual Articles - Business

Audit Jobs Overview and Requirements
In order to attract the best and brightest of those newly qualified to take audit positions – both internal and external – companies are going to have to come up with more money. A major survey of HR professionals at the Big Four firms and recruitment firms states that salaries for entry level audit jobs will increase up to 25% over the next two to three years. All this has taken positions in audit out of the back office and made audit jobs some of the most hotly recruited positions out there.External auditors are charged with looking over the accounts and business dealings of firms to which they are contracted and ensuring that their practices meet all the legal compliance standards. They check that the financial accounts present a ‘true and reasonable’ picture of the firm’s position, and show the profit or loss for the year. Those in internal audit jobs have the task of ensuring that their firm is in compliance with increasingly complex regulations and standards and makes recommendations to the management on how it can increase its efficiency.In either case, to become an auditor requires passing a series of examinations and some specialised training. As the complexities of the regulations increase, most industry experts believe that there will be more and more positions that require specialised training.Entry into Auditing There are a number of ways to enter the auditing field. Generally, entry requires some experience in accountancy and training with one of the accountancy bodies. The requirements for entry for under 21s are two A levels/four H grades, plus three GCSEs/S grades (A-C/1-3) including English and Maths at either level, or equivalent qualifications. A degree is not always necessary, as there are several routes of entry into accountancy for both students and adults. These include

uctured Telephone Interview.

A 24x7 Automated "Employment Information Line"/Phone Screen Can Be As Simple As An Extension on your Current Voice Mail System:

“Hello … and Thanks for Calling … you’ve reached the 24 Hr. Employment Information Line for the ABCXYZ Company.

At ABCXYZ Company you will have the Opportunity to Have Fun … Make Good Money … and provide a Service that Our Customers Really Appreciate.

You’ll Earn a Guaranteed Base Wage of $__/Hr … Bonuses … Get Training … and All the Support you’ll need to Succeed.

We’re Conveniently located Downtown … with Easy Public Transit Access … and there’s Plenty of Parking nearby.

To Succeed … You’ll need to be Confident … Professional … and have an Excellent Telephone Communication Style.

To Take The Next Step in Our Hiring Process … at the Sound of the Tone … Please Tell Us Your Name … and Please Spell Your Last Name.

Also … Please Give Us Your Telephone Number … and the Best Time to Call You Back.

And finally … Please Read Back to Us the Ad you are Responding to … and Remember … this is a Telephone Audition … So give it Your Best Shot!

Here Comes the Beep … So Give Us Your Name … Your Telephone Number … and Read Back the Ad.

Good Luck in your Job Hunt …

Thanks for Calling.”

A 24x7 Automated "Employment Information Line"/

Brand Identity Company - Brand Identity Guru
Hiring a brand identity company is very important. In every marketing campaign, your company should have a solid brand identity on which to hang its hat. Over time, no matter what your ad at the moment says, your brand identity will be the thing people remember and what that gets them to call you when a need arises. Unsure about your brand identity? Then you should consider hiring a brand identity company.Your brand identity is something you should solidify before you ever embark on a marketing campaign. If you hire a brand identity company they’ll make sure your brand identity is ready for the light of day and that you won’t have to change it three months later when your business grows. Changing a lot confuses people. As a brand identity company, we’ve seen strong companies become underachieving companies simply because their brand wasn’t solidly defined from the start. If you hire a brand identity company, they guarantee that won’t happen. If you hire a brand identity company, you will have a brand that people recognize and know on first glance. Anything else you say on top of that will be gravy.This is how a brand identity company can help you:- Deciding what you want to say to your customers.- Designing a logo that represents your company. This is one of the most important parts of your brand identity. How do you give it life and personality?- A brand identity company will help you design your biz cards, letterhead, advertisements, and websites. These should each be consistently designed in a way that reflects the brand image you’ve chosen to put out there.- A brand identity company will also help you develop a tag line, a catch phrase that provides further definition and personality to your company (like BMW’s “The Ultimate Driving Machine.”)Above all, the most important aspect of your brand identity is to keep it c

Reduce Turnover • Raise Productivity • Lower Absenteeism

A typical Call Center employs 3 Different Types of Call Center Agents:

1. Top Performing Agents - “Grade A” Agents with the “Right Stuff” that pushes them to Succeed, and the seemingly Natural Compatibility with the Duties of the Position. You probably have a few in your Call Center Operation now and wish that you could duplicate them.

2. Adequate Agents - “Grade B” Agents who Perform their Duties Adequately Enough “to get by” – but No Better.

3. Marginal Agents - “Grade C” Agents who have a High Level of Absenteeism, Low Productivity, Poor Performance & Poor Customer Satisfaction Ratings and who have a Negative Impact on Agent Team Morale.

We ask for a lot from today’s Call Center Agent: Handle More Customers & Calls, Order Taking, Cross-Selling/UpSelling, Being Proficient with Computer & Support Systems, Being Non-Confrontational & Good-Humored, Work Well in a Team Environment, etc., etc.

As a Call Center Hiring Manager, your Challenge is Twofold:

1st – How Do You Find a Sufficient Quantity of Quality Applicants for your Call Center Agent Positions?

Many North American Labor Markets have reached the Saturation Point for Call Center Agent Applicants in the Local Labor Pool. In fact, 64% of all North American Call Centers now find it a “Major Struggle” or “Somewhat of a Challenge” to Find Quality Applicants for Call Center Agent Positions. And 37% of Call Center Employers are now Reporting “Severe” Competition for Call Center Agents by Other Employers.

2nd – How Do You Weed Out the Job Candidates Who Will Burn Out Fast Because They Aren't Suited For The Work, and Identify the People With the Skills, Motivation, and Work Ethic to be Your Top Call Center Agents?

While Almost Everyone can Use a Telephone, Not Everyone is Cut Out to Work Successfully as a Call Center Agent.

Hiring the Wrong Call Center Agent is the Root Cause of Turnover and Absenteeism, and is a Significant Drain on your Bottom Line, on Customer Satisfaction, and on your overall Call Center Agent Team Morale.

Today, the Average Annual Turnover Rate of Full-Time Call Center Agents is over 30%. The Turnover Rate for Part-Time Call Center Agents is Worse (84% - with 15 Month Avg. Job Tenure). And, the Average Cost to Recruit/Hire/Train a Replacement Call Center Agent ranges from US$2,600 – US$15,000 (depending on the type of Agent Position).

Every Failed Hire Causes You to Throw Precious Budget Dollars Down the Drain Retraining Recruits for the Same Position. Not to Mention the Lost Sales & Service Opportunities, Poor Customer Satisfaction Ratings, Lowered Productivity and Higher Absences associated with a Poor Job Fit.

There are a Series of Best Practices Steps you can take to address these Two Issues in order to Recruit More Top Performing Call Center Agents:

STEP 1: Create an Agent Success Profile – What are the Core Competencies, Personality Traits, Skill Set(s) and Demographics of your Optimal Performing Agents?

Who are your Top Performing Agents?

You should be Profiling your Top Performing Agents for their Gender, Diversity, Economics and Education.

Across all Call Center Industry Segments (except OutBound TeleSales and Technical Support/Help Desk), over 75% of all Top Performing Agents are Female and 66% of them are Working Mothers. Only 5% have College Degrees, and 30% of them participated in “Welfare-to-Work”, Unemployment Insurance or Public Assistance within 6 months prior to their Hiring.

Is there Specific “Must Have” Skills/Knowledge that your Top Performing Agents need?

How do your Top Performing Agents Profile in Terms of Typing Speed/Accuracy, Computer Literacy, Specific Industry Knowledge/Experience, etc.?

What are the Key Personality Traits of your Top Performing Agents?

Are you looking for an InBound Agent? (A Persuasive Communicator Motivated by Security, Work Environment, Coworkers / Team, Service and Recognition).

Are you looking for an Inside Sales Agent? (A Persuasive & Persistent Communicator who is Service Oriented, yet Motivated by Sales Opportunity).

Or are you looking for an OutBound Sales Agent (An Assertive & Persistent Closer who is Motivated by Income and Conquering Challenges and who Initiates Customer Interactions).

STEP 2: Create a Recruiting Strategy – Create a Recruiting Communications Plan that Identifies & Targets the Job Seekers that Meet your Agent Success Profile Criteria.

Your Recruiting Communications Plan should include:

Personal Referrals

Print Advertisements

Elementary & High Schools (Part-Time Job Opportunities for Working Mothers of Students).

Colleges, Universities, & Technical Training Programs (Part-Time Job Opportunities for Students).

Minority Organizations (Native Americans/First Nations, Gay/Lesbian, New Immigrant Support)

Online Job Postings

Virtual Communities

Job Fairs

Outplacement Programs (Transferable Skills: i.e. Laid-Off Customer Service/Sales Staff).

Unemployment Offices

Welfare-to-Work Programs

STEP 3: Deploy an In-Depth Telephone Screening Process – All of your Recruiting Advertising should use as the Call-to-Action a 24x7 Automated "Employment Information Line"/Phone Screen which is then followed by a Structured Telephone Interview.