DOLE issues manual of procedures in handling complaints on trafficking, illegal recruitment

In its effort to curb illegal and predatory activities that take advantage of job seekers and to strengthen its mechanism against such menace, Labor and Employment Secretary Rosalinda Dimapilis-Baldoz yesterday said she has issued Department Circular No. 02, Series of 2012 also known as the Manual of Procedures in Handling Complaints on Trafficking in Persons, Illegal Recruitment and Child Labor.
“The DOLE strongly advocates safeguarding human dignity, especially of women and children and the issuance of Department Circular No. 02 is just one of the steps we are taking to uphold it,” Baldoz said.
The manual will serve as a standard operating procedure to be used by the DOLE Regional/Field Offices in its implementation of the relevant provisions of the Labor Code; Republic Act No. 9231, or the Special Protection of Children Against Child Abuse, Exploitation and Discrimination Act; Republic Act No. 9208, or the Anti-Trafficking in Persons Act of 2003; and Republic Act No. 10022 or the Migrant Workers and Overseas Filipinos Act of 1995 and other related laws.
The manual aims to achieve an organized and effective management of cases on trafficking in persons, illegal recruitment and child labor. It shall also function as a guide in organizing coordinated efforts among concerned agencies, which is expected to lead to the effective identification and prosecution of the perpetrators.
Signed 07 May 2012, the manual contains step-by-step procedures on handling complaints or cases by the Philippine Overseas Labor Office (POLO) and by the Philippine Overseas Employment Administration (POEA) or DOLE Regional or Field Offices.
It provide guidelines to field implementers of proper and correct steps to be taken during receipt of case and its preliminary evaluation; inspection, surveillance, entrapment and arrest; case conference and rescue operation in case a child/children are victims; reintegration and after care of victims; docketing; legal assistance and counseling towards the filing of the case; and in the existence of probable cause for the filing of criminal and administrative case on illegal recruitment, trafficking in persons, and child labor.
The manual also directs the focal person to establish a system of record keeping for all complaints and information filed and docketed, as well as flowchart and illustration of the procedures for easy understanding.
“The manual contains legal measures to assist and enable the prosecution of the offenders, as well as to afford victims protection, rehabilitation and reintegration into the society. It contains guidelines in addressing complaints, reports, or information on illegal recruitment, trafficking in persons and child labor,” Baldoz said.
The formulation and development of the manual is one of the anti-child labor programs and strategies outlined in the Labor and Employment Plan 2011-2016 to bolster the country’s fight for the elimination and prevention of child labor.
Other strategies in the LEP 2011-2016 involve the organization, reactivation, and strengthening of child labor committees at the regional, provincial, and municipal levels; development of a reporting and referral system of child labor incidence utilizing the Child Labor Knowledge Sharing System (CLKSS) website.
“The DOLE will always endeavor to protect our workers and jobseekers against discrimination, exploitation, and violence. The battle rages on and it is our duty to win,” Baldoz ended.

 

Source: http://www.dole.gov.ph/secondpage.php?id=2881

8 Important Tips about Resignation

King Henry VIII sent two of his six wives to the executioner for beheading. Even if Queen Anne Boleyn and Lady Jane Seymour may have denied in their farewell message any imputed wrongdoing, they both hailed the king and wished him long life, perhaps in the hope of royal clemency. Resigned as they were of their fate, they exemplified graciousness worthy of emulation of anyone who wishes to resign.

I would like to share with you some tips that can turn your resignation into a career sustaining move that may very well be important in your professional life:
1.     Request a meeting with your immediate supervisor/manager. On that said meeting, signify your interest to resign via an “oral resignation”.  Make sure you work out what you’re going to say and then stick to it. Your immediate supervisor/manager will try and probe you for more information – details that you may not want to give at this stage. Don’t be obstructive but simply make it clear that you are submitting an oral resignation. Try to give emphasis on the positives: you never know when your career will mean that you cross paths with your former employers so don’t dwell on the negative aspects of your time in working in the company. Always leave the meeting on a good note and be as co-operative as possible. Make sure you stress that you will undertake the handover of any uncompleted work to the best of your ability. Remember that people remember both the first and last impression you make on them. And you sure would like to always leave a good impression about your professionalism.

2.     Submit your resignation letter. Make sure you submit a formal resignation letter at least 30 days before the date of your intended departure in the company. Make sure you make 3 copies – one for your immediate supervisor/manager, one for your HR department and your receiving copy. Giving your employer at least 30 day notice is in compliance with the Labor Code and demonstrates good faith to the company as well. It also gives the company enough time to strategize work load assigned to you and look for possible replacements. Remember that in your resignation letter should be short and direct. If you’re leaving in good circumstances and feel that you want to say a little bit more, again, emphasis the positive – perhaps thank your immediate supervisor/manager for the opportunities he / she gave you – you never know when you may need your ex-employer to vouch for you or to give you a reference. If however, you’re leaving in strained or bad circumstances, resist the temptation to badmouth and let off steam. Never say anything bad about your colleagues, your supervisors/managers or the company as a whole. Remember that any negative comments will remain in your personnel file and may come back to haunt you.  Keep in mind also that, your letter of resignation may be used as a stick with which to bash you later on, that’s why I recommend that it be always short and simple.

3.     Never broadcast your resignation. It is not proper to announce to everyone your resignation. After informing your immediate supervisor/manager about your decision to leave the company, it is best to keep the knowledge of you leaving the company only to your most trusted and closest circle of friends. Do not inform everyone. The proper time would be a day before your last day at work wherein you can send a thank you email to all of your colleagues. Include your forwarding address, email and phone numbers. If you have a website or blog, include the link and ask them to visit the sites. Make sure that your website and blog will help propel your career not jeopardize it. No offensive content, please. A great tip would be to enter the email addresses of your intended receivers in the BCC space. It makes the receiver feel special. BCC lends a sense of exclusivity regardless if everyone else received the same message. Remember also to leave an “out of office” auto-reply in your official email so that letter senders will not be misled.

4.     Work till the very last day. It really doesn’t matter whether you’ve been paid out your final salary or not. You must work until the very last day of your stipulated contract or agreement when you resign.  You want to keep things absolutely professional and not leave with a sour taste.

5.     Give proper appreciation and thanks to your soon-to-be ex-officemates. Try also to take time out to speak to all of your colleagues and associates. Give them support and make positive comments about their contribution to your time at the company. If you have a rift with any colleague, make sure to see him or her personally for a pleasant closure. Don’t burn bridges regardless of your prevailing workplace condition. Try to remain in touch with your former officemates because again, you never know when they’ll be useful to your personal and career development in the future.

6.     Mentioning your next employer. If you resigned because another company has hired you and are proud of it, then mention it. Be aware beforehand of your new company’s nondisclosure requirement.

7.     Informing your prospective employer/s about your resignation. If you have pending applications, let your prospect companies know that you have resigned and that you’ll be ready to join your next company. This works especially when you have been shortlisted and their decision has not been forthcoming. Do not sound as if you resigned because you are anticipating that one of your prospect companies will hire you readily. It is always recommended to observe subtlety and delicadeza.

8.     Completing all the proper exit paper works & exit interviews. Make sure to complete your clearance process and attend the required exit interviews. It is best to ask what you will be getting for your Final Pay Check. It should contain any outstanding salary, your pro-rated 13th month pay and any other holiday entitlements and/or bonuses, commission payments that are due to you.
Any seasoned and well-rounded professional would tell you that resignations should not be treated as a date with the guillotine. Instead, use the experience to sharpen your career blade. Your goodbye from your current company may be your welcome mat to other opportunities such as sustained relationships, job leads and income prospects. There is a popular saying that says – “whenever a door closes a window open” I have a very similar mantra and it goes as – “whenever a door closes, a bigger gate of opportunity opens!”
-  Darwin Rivers

 

Source: http://agentsentral.com/index.php/advice/career/546-8-important-tips-on-resignation.html

 

—————-

Mr. Darwin B. Rivers is a Human Resource professional/executive with more than 12 years of progressive leadership and management experience both in Operations and Human Capital Management in the BPO/Call Center industry with leading global multinational companies. He has also done consultancy engagements with numerous small & medium size companies in various industries. Mr. Rivers is also an active member in different HR organizations and socio-civic networks. Currently, aside from his full time work as HR Head of his current company, Darwin is the featured HR resource person in www.agentsentral.com an on-line social network for people working in the BPO/Call Center industry. He also maintains his own professional blogs focused in Human Capital Management and Wealth Management two of his core advocacies.

Job Transfers: Is your “Company “Right-sizing You?

Hi Darwin. My name is Thess and I’ve been working in my company for almost 3 years now as part of the QA Department in my company. We are a BPO located here in Ortigas Pasig. Our company is experiencing some “right-sizing” and I am being transferred to another Department by my Manager.

I have hesitations in transferring back to Operations (since I no longer want to take calls), my question is can Management transfer me from another department considering that I have been a QA with them for more than 2 years now? Are they breaking any labor laws? A friend of mine commented that this can be a case of “constructive dismissal” and I should go to court. Please advise me on this matter. Thank you!
Hi Thess! Thank you for sending me an email regarding your question. First, please know that I understand where you are coming at. I know how you feel that after spending so much time doing QA work (which I think you’ve been promoted to since you mentioned you were formerly doing calls) you might feel your company is “demoting” you by bringing you back to the “floor” to take calls as an agent.

In a number of cases, the Supreme Court has recognized and upheld the prerogative of management to transfer an employee from one office/department to another within the business establishment, provided that there is NO DEMOTION in rank or a dimunition  of his/her salary, benefits and other privileges. This is a privilege inherent in the employer’s right to control and manage its enterprise effectively.  Even as the law is solicitous of the employee’s welfare, it cannot ignore the right of the employer to exercise what are clearly and obviously management prerogative. The freedom of management to conduct its business operations to achieve its purpose cannot be denied. You mentioned that the reason why you are being transferred to another department is because your company is “right-sizing”. This would mean that they are trying to ensure that the nos. of manpower per department equates their need and in most cases being cost-effective and profitable. So, technically your company does have the right to transfer you in any department they would want PROVIDED again that your benefits and privileges’ that you are now already enjoying would not be affected.
The PH Labor law states that when the transfer is not unreasonable, nor inconvenient, nor prejudicial, and it does not involve a demotion in rank or dimunition of his/her salaries, benefits and other privileges, the employee may not complain that it amounts to a “constructive dismissal”. Note thought that an employee who quits his work because of the employer’s unreasonable, humiliating or demeaning actuations which render continued work impossible is deemed to have been illegally dismissed. You may check the case of PT & T vs. NLRC and International Harvester case, Yuco Chemical Industries vs. NLRC) for a perfect example regarding this.
I hope I was able to answer your question. My advice to you is that if there would be no other opportunities within your company aside from the present option that they are giving you, why not look for a QA job in other BPO/Call Center? With your experience I am sure you would be able to get a QA job that you prefer.
Good luck on your career!
- Darwin

Source: http://www.agentsentral.com/index.php/advice/career/535-job-transfers-is-your-qcompany-qright-sizing-you.html

 

Job Opening for QA Testers/QA Web Specialist

*** One of my clients is looking for QA Testers/QA Web Specialist

** This is for a US BPO Company

JOB TITLE: QA SPECIALIST/QA TESTERS

DEPARTMENT: APPLICATIONS DEVELOPMENT

DIRECTLY REPORTS TO: MANAGER – APP. DEVELOPER

INDIRECTLY REPORTS TO: DIRECTOR – APPLICATIONS DEVELOPMENT

The role:

Benco is seeking an experienced software quality assurance professional to leverage their knowledge of software development and testing to help us design our system in a way that promotes better testing, implements bug prevention strategies and improve overall system reliability.  The ideal candidate is someone who has software development experience but whose passion is for improving the quality of software through development best practices and testing strategies.  You will work closely with developers to understand the underlying code, and find better and creative ways to break software and identify potential problems.

Responsibilities:

• Evaluates and tests new software applications according to business and functional      requirements.
• Provide  documentation for various test scenarios and cases.
• Perform  API level testing, system testing, functional testing, and UI testing.
• Applies  test methodology, engineering and product knowledge in the design of tests  and testing strategies.
• Plans  and conducts the analysis, design, test, and/or integration to assure the quality for large and complex projects.
• Performs reviews of design documentation for compliance with stated requirements.
• Develops new approaches to solve problems identified during quality assurance  activities.
• Communicates significant issues or developments identified during quality assurance activities and provides recommended process improvements.
• Prepares reports to communicate involvement and results of quality assurance activities.
• Develop and maintain automated test jobs.
• Develop and maintain unit tests.
• Test, report and track issues with ongoing software.
• Maintain high levels of release quality.
• Assist  development team in reproducing customer complaints and production issues.
• Assist systems/operations team with instructions for production deployments.

• Troubleshoot production issues.
• Develops and maintains end-user documentation for internally developed applications.

Requirements:

• Candidate must possess at least a Bachelor’s/College Degree, Engineering      (Computer/Telecommunication) or equivalent.
• At least 3-5 year(s) of working experience in the related field is required      for this position.
• Skilled at diagnosing, reporting, tracking and resolving issues in software      systems.
• Hands on experience in testing Web and windows applications
• Good understanding of web protocols.

• Familiarity with browser compatibility, load, and W3C accessibility testing and test      automation.
• Experience in full software development lifecycle and project documentation.
• Experience with implementing and auditing test methodology and QA Standards.
• Ability  to setup and maintain test environments (virtual environment experience preferred).
• Experience and hands on training with automated testing.
• Strong interpersonal and communication skills.
• Experience with Microsoft .NET development environment is a huge plus.

Enjoy the ff:

- 4 Day work Week (Fri-Sun Rest days)

- Flexible work schedule

- Very Competitive Compensation Package

- HMO and GLI

- Great working environment!

Please send your updated CV to: hrdguru.careers@gmail.com

100,000 jobs at NCR, entrepreneurial opportunities up for grabs on Labor Day Job and Livelihood Fair

More than 100,000 jobs, both local and overseas, and plenty of entrepreneurial opportunities will be offered by close to 300 employers at the Department of Labor and Employment’s Job and Livelihood Fair on 1 May, Labor Day, to be held at the World Trade Center in Pasay City, Labor and Employment Secretary Rosalinda Dimapilis-Baldoz announced yesterday as the Department gears up its preparation for the annual Labor Day celebration.
“in line with our vision of full, decent, and productive employment for every Filipino, as well as in pursuit of President Benigno S. Aquino III’s 16-point Social Contract with the Filipino People, the DOLE will hold on Labor Day 2012 a Jobs and Livelihood Fair to give the unemployed the opportunity to find a job, and those with entrepreneurial bent an opportunity to earn income,” said Baldoz.
“This activity is open to all jobseekers, new graduates, returning and displaced OFWs, and other interested Filipinos,” she added.
Initially, Baldoz said the DOLE has lined up 200 participating local employers in the business process outsourcing, tourism, banking and finance, hotel and restaurant, health and wellness, and construction sectors.
“The POEA has lined up the participation of some 100 licensed private recruitment agencies, 75 of them land-based and 25 sea-based,” Baldoz said.
The Labor Day Jobs and Livelihood Fair is being organized by the DOLE-National Capital Region, Bureau of Local Employment, Philippine Overseas Employment Administration, Overseas Workers Welfare Administration, and the Bureau of Workers with Special Concerns, with the support of the National Conciliation and Mediation Board, Employees Compensation Commission, Occupational Safety and Health Center, Bureau of Labor Relations, National Labor Relations Commission, Technical Education and Skills Development Authority, Maritime Training Council, and the DOLE’s Administrative Service, Legal Service, and the Labor Communications Office.
DOLE Undersecretary for Employment Danilo Cruz is the chairman of the Job and Livelihood Fair Committee of the Labor Day celebration.
Other government agencies supporting the big event are the National Bureau of Investigation, Social Security System, Bureau of Internal Revenue, National Statistics Office, Pag-IBIG, and PhilHealth.
Baldoz said the DOLE will screen participating employers in the Jobs and Livelihood Fairs and require them to post their job vacancies in the Phil-Jobnet, the government’s official job matching facility.
“The period for the registration of employers who will participate in the event will be from 10-25 April. We will also hold an employers’ forum on the last day of registration,” Baldoz said.
As to the livelihood component of the event, the labor and employment chief announced that there will be a livelihood counseling; product display and sales; franchising exhibits; video presentation of successful entrepreneurial, skills training, and job generation stories; and livelihood skills demonstration. The DOLE agencies taking the lead in the livelihood component of the event are the BWSC, Overseas Workers Welfare Administration.
In the regions, Baldoz said there will be 33 similar job and livelihood fairs in different venues in cities and provinces across the country.
“We will soon announce the number of employers and job vacancies, and other features in the regional May 1 events,” she said.

DOLE activates hotlines for queries on subcontracting

To complement the Department of Labor and Employment’s vigorous efforts in raising public awareness and understanding of Department Order No. 18-A, the order clarifying policies on the contracting and subcontracting provisions of the Labor Code and providing clear-cut rules and standards on subcontracting, labor and employment Secretary Rosalinda Dimapilis-Baldoz yesterday announced that the DOLE’s Bureau of Labor Relations has established dedicated phone lines to answer queries and entertain feedback about D.O. 18-A.
“I am pleased to announce that workers, employers, and the general public may now call telephone nos. (632) 527-357-85; 527-2551; and 527-2535 if they have any question or wish to be clarified about the provisions of D.O. 18-A, or wish to report their experiences on how we at the DOLE are implementing the order. They may also e-mail us at od_blrdole@yahoo.com.ph,” Baldoz said.
The labor and employment chief also announced that around the country, DOLE regional offices are ready to entertain and answer inquiries through telephone and email.
The DOLE regional offices’ access hotlines and e-mail addresses are as follows: DOLE-National Capital Region, 400-62-42 or 400-39-18; dolencr_planning@yahoo.com or dolence2008@yahoo.com; DOLE-Cordillera Administrative Region, (074) 442-2447; 442-0824; e-mail dolecar88@pldtdsl.net or dole-car@pldtdsl.net; DOLE-Region 1, (072) 700-2520; dolero1@digitelone.com; DOLE-Region 2, (078) 844-1364, 844-1383, 844-5516; ad_services_ro2@yahoo.com; DOLE-Region 3, (045) 455-1613; dolero3@gmail.com; DOLE-Region 4-A, (049) 545-7360; dole4imsd@yahoo.com; DOLE-Region 4-B, (043) 288-1485; doleregion4b@pacific.net.ph; DOLE-Region 5, (052) 820-4806; (052) 480-5831; dolero5@yahoo.com; DOLE-Region 6, (033) 320-8026; (033) 509-0400; doleregion6@yahoo.com.ph; DOLE-Region 7, (032) 253-0638; dolero7@cvis.net.ph; DOLE-Region 8, (053) 325 6292; dolero8@mail.evis.net.ph; DOLE-Region 9, (062) 991-2673; 993-1754; DOLE I-Text: 0917-7244338; dole_region_9@yahoo.com, dole9zam@pldtdsl.net; DOLE-Region 10, (088) 857-2218; dole10@websprinter.net; DOLE-Region 11, (082) 227-8772; 226-2481; 227-3157; dole11davao@yahoo.com; DOLE-Region 12, (083) 228-4920; dolexii@cotabato.mozcom.com; and, DOLE-CARAGA, (085) 342-9503; 342-9606; dolexiii@sky.net.
“The establishment of these telephone and e-mail access will ensure that workers and employers, as well as the general public, get the correct and relevant information about D.O. 18-A,” Baldoz said.
She added that the DOLE Call Center under the Labor Communications Office is already receiving queries about the order and will continue to do so to complement the BLR and regional hotlines. The DOLE call center is accessible at 908-2917 from fixed-line phones for free; or text (SMS) 2910.
On 14 November 2011, Baldoz issued D. O. 18-A, otherwise known as the Rules Implementing Articles 106 to 109 of the Labor Code, as Amended, in line with the 22-point labor and employment agenda of President Benigno S. Aquino III and specifically to strengthen the welfare and protection of workers.
Since the order took effect on 05 December, DOLE regional offices have been doing round-table tripartite discussions and dialogue and conducting advocacy campaigns on the salient provisions of D.O. 18-A. This year, Baldoz has ordered a vigorous implementation of the order, initially by cleansing the DOLE’s database of subcontractors as called for in the regional action plans on D.O. 18-A.
Rebecca Chato, former director of the BLR and now undersecretary for labor relations, said that more than 200, 000 workers and 2,624 subcontractors are covered by the ongoing enforcement of the D.O. 18-A reform. The DOLE’s Statistical Performance Reporting System showed that in 2011, job service contractors/subcontractors accounted for a total 245, 271 workers placed in jobs in the country’s 16 regions.
BLR officer-in-charge Atty. Romeo M. Montefalco, Jr. had reported that three BLR personnel manning the hotlines are ready to answer callers’ questions and feedback on D.O. 18-A “anytime, even on lunch break, during any regular workday from Mondays to Fridays.”
“We are also coordinating with the DOLE’s regional offices on the regional hotlines they have activated to respond to and assist clients pertinent to the order,” he said.

Fresh Graduates – How to Survive your First Day at Work!

I know everyone would agree that the first experiences of life are of great importance, be it your first crush, first love, first impression or in the case of fresh graduates their first job! Like anyone else, anything that strikes you for the first time has a special place at heart. Your first day of work at your first job out of college can be an extremely stressful situation so you would need to make sure to be prepared and ready to make it extra special!

 

Before anything else, newly graduates need to know that having a career today is the most important thing one pays attention to. Having a life without aim is definitely meaningless. In order to be confident and to kick start and be successful in the career opportunities you would have, you should be prepared to be smart and of course hardworking.

For your first stepping stone to be success, you will have to be strong and you need to overcome all the hurdles coming your way. These first day’s work tips can be followed to overcome your job related blues. To help reduce your stress – and impress your supervisor and co-workers – there are some things you can do to prepare:

1. Be Grateful and Thank Everyone Who Helped You

The very first thing on your list should be to call or write to all of your teachers mentors, friends and contacts who helped you with your job search, if you haven’t done so already. Be grateful for all the people who have given you inspiration, those who encouraged you to always do your best after college, and those who send their best wishes to you after your graduation and prayed for your success. Thank the people who you used as your character references, Thank them for their part in your good news, and let them know where you’ll be working.

2. Take a test drive.

The last thing you want to do is be late for the first day of work. You need to be able to be familiar with the different routes going to your work. It is best to take a test drive during rush hour to see how long it will take you to arrive on time at your work place.

3. Dress Appropriately

Please make sure you know the company dress code and that you are dressed accordingly and impressively at work. Try your best to make a good impression on how you dress up. You don’t have to buy expensive clothes or wear flashing jewelries or accessories though, just make sure you would look presentable, clean and professional.

4. Understand the company and industry.

Making a more extensive research about your company and your job and really understanding what the company has been doing and plans on doing can really help you select the best footing for your first few weeks. Try to read the company’s annual report and look at recent press-releases. Finally, see if you can find an overview of the market, who the ‘players’ are, and major change themes. It does not hurt to be knowledgeable about company where you will be building your career with.

5. Confirm to whom and where you are reporting.

Most companies today conducts a New Hire Orientation Program while sometimes you go directly to your group. Don’t wander around and end up late because you went to the wrong place.

6. Know the Company Better

Call upon an alumni contact, family friend or someone from your social network that works or have worked for the company you are joining. Spend some time asking questions about policies and procedures, the dress code, the people, the culture and anything you may be nervous or unclear about.

7. Evaluate yourself.

Being a New graduate it is best to perform a self-assessment before you start your job and then review it periodically to make sure you are viewed the way they want to be. Here are some questions that you can ask yourself:

 

• What kind of an employee do I want to be? How will I do that and how am I doing?
• Who do I need to please and what will it take to make a good first impression?
• How will I develop my internal network of supporters?
• Who seems to be the most difficult to get along with, and how will I manage that?

 

8. Get enough sleep.

There will be lots of excitement and anticipation not to mention celebration that comes with your first job after college, but you may come off as a little wired – and perhaps strung out – if you haven’t had enough sleep. So , always make sure you would have enough rest/sleep before starting your first day in your new company. This would help you stay alert and focus.

9. Eat breakfast.

Your first week is likely to be long and dull – filling out HR paperwork, listening to training modules, shadowing and attending meetings. Make sure you fuel up in the morning so you can make it through the day. Plus, you won’t know what the ‘norm’ is as far as when your co-workers usually go to lunch or if they eat quickly at their desk, so you may be stuck waiting a while.

10. Stash a few snacks in a purse, briefcase, or shoulder bag.

Often you will be expected to meet with several people on your first day. Occasionally, your need to eat lunch will be overlooked. Be prepared for this by packing a few easy-to-eat and nutritious snacks

11. Always be Positive.

Be upbeat and enthusiastic even if this is not your dream job because even a menial job can be a stepping stone to your dream job. Always make sure you feel and look right for the job and it is best to always have a ready smile to everyone.

12. Get ready for paperwork.

Bring things like your social security card, and other important job-related information with you. You’ll probably be filling out tons of paperwork, and it’s always great to be prepared. If they haven’t checked your references, bring complete reference information including the name, title, phone number, address, e-mail address, and fax number of your contacts. Additionally, it’s a good idea to bring a copy of your résumé in case it’s needed on file.

13. Arrive early.

If your shift starts at 8 a.m., it is best to arrive 15 minutes earlier. Chances are you’ll be shuffled around a little and you want to make sure that you create strong work habits. Plus, it always looks good to be a little early.

I hope the above tips would help you jump start your career and make your first day at work be a blast!

14. Seek Spiritual Guidance

Whatever your religion, denomination or spiritual group you belong to, or whatever faith you may have it is best to always pray, seek guidance and offer your work – and your success to your GOD! Remember, everything is possible if you have FAITH.

Related Reads:  Mid-life Career Shift to BPO Overtime Pay Blues Moving Up Work at Home: Make It Work for You

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Mr. Darwin B. Rivers is a Human Resource professional/executive with more than 12 years of progressive leadership and management experience both in Operations and Human Capital Management in the BPO/Call Center industry with leading global multinational companies. He has also done consultancy engagements with numerous small & medium size companies in various industries. Mr. Rivers is also an active member in different HR organizations and socio-civic networks. Currently, aside from his full time work as HR Head of his current company, Darwin is the featured HR resource person in www.agentsentral.com an on-line social network for people working in the BPO/Call Center industry. He also maintains his own professional blogs focused in Human Capital Management and Wealth Management two of his core advocacies.

 

Source: http://agentsentral.com/index.php/advice/career/504-fresh-graduates-how-to-survive-your-first-day-at-work.html

 

Tips for New Graduates thinking to join the BPO/Call Center Industry

Despite the high unemployment rate in our country today, new college graduates can still find opportunities in the BPO/Call Center industry job market – with all the exciting benefits and perks like sign-on bonuses and competitive (Read: BIG) salaries!

A lot of opportunities do exist, but today’s college graduates have to be ready to modify their plans to accommodate the drastic changes to the job market like a longer hiring process and greater competition.”

The fact now is that getting a post-college job in this economy requires a new way of thinking about the job search and looking for work. Here’s how you can do it.

 Think Broadly

Don’t limit your job search too narrowly, if you’re a graduate of Health Sciences and is interested in health administration, but cannot find work in the health industry, think of all the jobs related or even vaguely related to that field and check the different medical/health related campaigns in different BPO companies. It is best to do a brainstorming session and use the Internet for more ideas and possible leads. This little activity will double, triple, quadruple your job prospects and you enjoying your BPO/Call Center life — and may even change the way you were thinking about your future career.”

Consider Working Outside your Local

If you can’t find the BPO/Call Center job you want here in Manila, consider working in other provinces. The Philippines is home to many BPO/Call Center regional locations like Cavite, Laguna, Pampanga, Baguio, Cebu, and even Davao. These are identified “Next Wave” cities of high potential growth and already has a number of the local and multinational BPO’s already established there. You willingness to be relocated and explore career opportunities outside your comfort zone would show a breadth of knowledge, willingness to learn, adaptability and desire for personal growth. Working outside your home town seems to attract the personality that not only wants to know more about the world, but to experience it.

In today’s world of increasingly globalized activities, being cognizant of other cultural/regional differences and being able to operate efficiently in them is the key.

Do Your Research

Your best chance at standing out among a pile of resumes is to show that you “get it” and you “got it”! Most employers are most concerned with recent graduates understanding in how their area of study fits into the larger picture of BPO business. Can they comprehend the importance of the work they do as it relates to the mission, objectives and goals of the company? Are they eager, not for pay, but to contribute, and to learn? Are they compatible with the company’s current team culture and do they understand that after finishing their taken course in college and deciding to pursue a possible job in the BPO industry was just their first step in a career-long education?”

It is a MUST that every new graduate should be doing a little homework about the company is a start. Then figure out how your skills will benefit the bottom line and put that in your cover letter.

Be Productive

If you can’t get full time work in a Call Center company that you like, try checking for other opportunities like part-time or project-based (contractual) employment for the meantime.
It’s important that as a fresh graduate, particularly at the beginning of your career to use time productively. Employers don’t like the image of a fresh college graduate hanging out at home or doing odd jobs; it suggests a lack of engagement.

Instead strive to appear to be progressing and challenging yourself at all times, even if it’s not a conventional position or status of employment.

Get Help

Although your College’s placement office is a great place to start for leads, but don’t overlook off-campus resources like job fairs, career caravan, your local employment offices and on-line job portals to find the best Call Center/BPO company for you.

Stay Positive

Don’t forget to remain positive as always. Remember that the only thing that’s different for graduates coming into the job market this year is that the economy is in a more challenging shape than in years past but know that the BPO/Call Center industry in the Philippines is still a “Sun-shine Industry” and is poised to hire hundreds and thousands of employees for 2012 due to expected expansions.

If as a fresh graduate you limit the amount of news you watch or read, minimize the many social and unproductive activities (gimmicks, partying etc.) that you do and try to focus your energy into solid job-hunting, resume-writing and interviewing skills, then you would stand as good a chance of landing a great job in a big and high-paying BPO/Call Center company as any class of new graduates.

-    Darwin Rivers

Related Reads:
Mid-life Career Shift to BPO
Overtime Pay Blues
Moving Up
Work at Home: Make It Work for You

—————-

Mr. Darwin B. Rivers is a Human Resource professional/executive with more than 12 years of progressive leadership and management experience both in Operations and Human Capital Management in the BPO/Call Center industry with leading global multinational companies. He has also done consultancy engagements with numerous small & medium size companies in various industries. Mr. Rivers is also an active member in different HR organizations and socio-civic networks. Currently, aside from his full time work as HR Head of his current company, Darwin is the featured HR resource person in www.agentsentral.com an on-line social network for people working in the BPO/Call Center industry. He also maintains his own professional blogs focused in Human Capital Management and Wealth Management two of his core advocacies.

 

Source: http://www.agentsentral.com/index.php/advice/career/486-tips-for-new-graduates-thinking-to-join-the-bpocall-center-industry.html

 

How to Negotiate your Starting Salary

Can you negotiate your salary? Career guru Darwin Rivers replies to a query by AJ.

QUESTION FROM AJ:

Sir Darwin I am actively seeking a change of employment nowadays and I have already been into several job offers. My problem is that most of the time, my salary expectations are not being met by my prospective employers. Can you give me some useful tips on how to properly negotiate a starting salary?

ANSWER FROM DARWIN:

Hi AJ! Thank you for sending me your question. I have been asked a couple of times by most people on what is the best way to negotiate a salary. I have known a lot of highly competent and highly skilled professionals who are making “just half” of what other professionals in the same line of work and industry are making. If you ask me what are the reasons behind such differences I can mention some factors but one sure thing that I know is that – THEY KNOW THE SECRETS OF SALARY NEGOTIATION.

Let me share to you some tips:

Make a Game Plan

1- Do your research

Before going to any interview or job offer where you will be negotiating for your salary, it is best to do your homework. Try to learn as much as you can about 3 important factors:

1. Research on the salary range of the position you’re applying for in the industry

2. Benchmark on the salary range being paid for the level/position from similar/competitor companies and

3. Make sure you would have an idea on the pay scale of the company that wants to hire you.

As part of your research, you need to have a clear idea of what your minimum salary expectations are. Do the math in advance and decide what your deal-breaker point is. There’s no point wasting your time — and the company’s — interviewing for a low-paying job in a company or industry that may not be able to offer the wages you need.

2- Don’t tip your hand

As an HR person I wouldn’t normally advice this, but one of the best strategies applicants do is to leave the salary expectation question blank on application forms, and don’t mention a specific salary level in your cover letters. You want to get past the paper screening into the “to be considered” file without anyone thinking your anticipated salary is too high. You also don’t want to short change yourself into accepting an offer of Php 1,500.000 per year if the decision-makers had budgeted up to Php 3,000,000 to fill the said manpower requirement.

3- Know your worth

You need to consider whether you are in a position of power during salary negotiations. If you’re in high demand and very much marketable elsewhere, you then have a very good leverage. Draw attention to it, but be careful not to emphasize it too much. Avoid acting overly confident or cocky. It’s OK to mention that you have interviews at other companies, but don’t try to force a favorable decision.

4- Let the company bring up the salary negotiation issue

As a sign of professionalism and showing that your focus in getting the job other than looking at how much the company can offer, do avoid being the first to propose a salary figure. Tell them you’re interested in a mutually rewarding career with the company and you’re sure you can agree on an acceptable compensation package. If you’re backed into a corner, introduce your salary range, and try to again relate your career achievements, tenure from previous employments, skills, experience etc. on why you feel you’re worth every peso of your asking salary. Make sure though that you make it clear that your salary expectations is negotiable and can be “up for discussion.” Also mention that you would be looking at the total compensation and benefits package that they can offer.

Don’t ramble on or appear wanting. Say what you have to and then be quiet and listen.

Prepare to negotiate

5- Emphasize the benefits of your skills

When you talk about your last job, describe your accomplishments. Quantify your successes in terms of cost savings, increased productivity and overall contribution to the company. This will help the interviewers recognize the benefits of having you join their team, and will help boost the salary offer. If you earned performance bonuses or incentive awards, mention those so that you’ll be viewed as an achiever, well worth your asking salary.

6- Don’t blink

Listen to how the offer is presented. When the interviewer or prospective new boss states a salary figure, nod your head to signify you’re considering it, but keep quiet. If they’re low-balling you, the figure could make a quick jump in those few moments of consideration.

7- Be reasonable

From your research, you know the offer is low. What do you counter at? If you choose 10%, you may have to accept a saw-off at 5%. Don’t be confrontational. It’s a calculated risk to walk away from a job offer. They might call you back with a revised starting salary or they might just close your file and hire someone else if they feel you’ve been greedy, arrogant or overly demanding.

8- Be flexible

If you want this job, consider agreeing to start at the salary level they’re offering, so long as they offer additional bonuses for specific accomplishments. You may also consider asking for an increase upon regularization. Be prepared to define them. Money is important, but you must consider the complete compensation and benefits package. Negotiate other perks and benefits and get them in writing. Ask about the frequency of potential salary increases. As with any negotiation, your goal is to create a win-win situation.
Always believe in yourself

Oftentimes the only way you can get a higher starting salary or a generous benefit package is by being actively sought or “head-hunted” for your position. Other times, you may have to demonstrate that you have the exact skills and experience the company needs and, if you play your cards right, showing that you can be the “right fit” person for the job then you may land on the job you want with a salary and benefit package that would be more than you expected.

In all cases, being well prepared (emotionally and mentally), using a little psychology, and practicing your research, marketing and negotiation skills will help you maximize the salary offer. But most of all never forget to pray to God to lead you to the best opportunities that HE has prepared for you! Always remember, there would be no success and glory if you do not put GOD first in your career!

-    Darwin

 

Source: http://agentsentral.com/index.php/advice/career/443-8-tips-to-negotiate-your-salary.html

 

Career Opportunities – Airline Industry (International Posting – HK Based)

Attention Employees of Airline Companies! A HK based International Airline is seeking to hire the ff. URGENT post:

Program Director
Project Director – ERP
Change Manager
Program Manager
Program Managers
Test Manager
Manager Infrastructure portfolio
Manager Enterprise Architecture
Data Centre solution architect
Security solution architect
Portfolio Lead Storage & Backup
Portfolio Lead sys Mngmt
Infrastructure – business analyst
Enterprise Architects
Service Operation Manager
Application Support Manager
Application Support Lead
Infrastructure support lead – network integration
Infrastructure support lead – Oracle Database
Infrastructure support lead – Middleware
Test Environment Architect
Problem Management Lead
Problem Management Analyst
Operation Management Analyst
Release Management Leads
Release Analyst
PMO Head

The Client offers ABOVE INDUSTRY Compensation & Benefits and opportunities for career growth!All qualified/hired candidates will be based in HONGKONG!

Please send your updated CV to: hrdguru.careers@gmail.com