What To Do If You Were Rejected From A Job Online

What To Do If You Were Rejected From A Job Online

Have you been rejected by a company that you applied to online recently? If so, I know how you’re feeling. Getting rejected stinks. You spend all this time applying for a job (sometimes it can take 45 minutes to fill out an application online only to get auto-rejected) and maybe even had an interview and still got rejected. It hurts and it’s frustrating.


And so I came up with an idea…

Companies That Reject You Should Give You The Tools & Resources To Get Hired Somewhere Else 

@j.t.odonnell Have you been REJECTED for a job online? DO THIS… #jobtok #careertok #jobs #careers ♬ original sound – J.T. O’Donnell

I think that the companies that make you spend all this time applying for jobs should do you a service—a good deed. They should give you the tools and resources to help you get hired someplace else, especially with this upcoming economic downturn. During this recession, massive amounts of people will get laid off and it’s going to be a little bit harder to get a job. So, I believe these companies that reject you should do something about it.

Why do I feel this way? Well, because of Work It Daily. We’ve built an online platform where people get great job search results, but they have to invest in themselves. But what if the companies that rejected you invested in you instead? What if they gave you access to our platform so we could help you improve your resume, your LinkedIn profile, your interviewing skills, your whole job search strategy to help you get hired and attract the right employers? What if they funded this idea because of the time and energy that cost you money to apply for their jobs only to get rejected?

If you agree with me, here’s what I was hoping you could do. On the TikTok video above, comment the names of the companies that you think should be funding this idea because I’m going to try to contact them so we can work together to help job seekers like you who are struggling to find a job right now.

I want to make this my mission. I want to get a bunch of those big companies to fund this idea so that I can help you. You don’t have a lot of discretionary funds around to invest in career coaching, so let’s get the companies to do it for you.

Need more help with your job search but can’t afford career coaching right now?

I’d love it if you signed up for Work It Daily’s Event Subscription! I look forward to answering all of your career questions in our next live event!

Executive Spotlight: Tips For Team Goal Setting & Business Planning

Executive Spotlight: Tips For Team Goal Setting & Business Planning

It’s that time of year again! Companies are setting goals and finalizing their business plans for the next 12 months. Business leaders might have high-level goals for their organization, but each team within the organization must have its own goals it wants to achieve to make the high-level goals a reality, and a detailed plan on how to accomplish them.


We recently asked our leading executives to share their best tips for team goal setting and business planning.

Here are their responses…

John Schembari, Senior Education Executive

Have the team review performance data. What does the data say? Why is this important? What should we do next? To help in this analysis, the team can review its organization’s mission, vision, and/or brand statement. Once the team has determined two to three main goals on which to focus within its strategic plan, consider department—or organizational—strengths, opportunities, weaknesses, and threats. What strengths does the team currently have to meet these goals? How might the team seize new opportunities to achieve success? How will the team compensate for its weaknesses and mitigate the potential impact of threats?

After, consider the milestones/benchmarks—data, artifacts/evidence, etc.—that will determine progress toward each goal, articulate what ultimate success for each goal will be, define who is responsible for each goal, and the time stamp when each goal will be met. Goals should be specific, measurable, achievable, relevant, and timely (SMART).

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Kathleen Duffy, Founder, CEO, And President Of Duffy Group

SWOT analysis concept

We began planning for 2023 in August. Our session was facilitated by an outside consultant who sent our 2022 plan to all participants and asked us to look at the SWOT. We met in person to update the SWOT; critical strategic issues were identified from the “W” section, and our strategic initiatives to support the critical issues were developed. A work plan was created for each strategic initiative with target dates for completion; we meet monthly to review the dashboard coloring our progress—red, yellow, or green. We also reviewed and updated our three-year metrics of success, such as company revenue, client retention, quality, and efficiency, to share a few metrics we collect.

Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company’s vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.

Ana Smith, Talent Architect & Global Learning Strategist

OKRs (objectives and key results) concept

A quite popular and effective goal-setting framework for teams is OKRs (objectives and key results). They are an effective method for not only planning but also for measuring success on a team level. One shortfall at a company level is when they try to apply OKRs at an individual level.

The complexity that comes from setting individual OKRs generally leads to goals that are either not indications of meaningful progress or easily gamed. Instead, individual contributors should be assessed based on the extent to which their work contributes to team goals that add real value to the company and its customers.

Objectives and key results, or OKRs, have become one of the most popular frameworks for teams looking to plan and measure the success of their work.

With this system, leaders at each and every level of the organization start by:

  • defining high-level, qualitative, inspirational goals, called “objectives”
  • defining who will be the consumer of their team’s work, and
  • determining what behavioral changes, they would expect to see in those consumers that could be used to quantify whether the team is achieving its high-level goals.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Woman creates a budget plan at work

I believe every employee should know three things about the company they work for:

  1. Mission
  2. Goals
  3. Competitors

While we work in teams, our goals and business planning should align with the company’s objectives. Everyone must be working toward the same outcome.

Team setting goals and objectives should be measurable. This is my favorite part. As a part of the accounting/finance world, I am heavily invested in the company’s annual budget. The budget can drive an opportunity to develop metrics.

Budget Comparisons:

Ø Prior year actuals to current year’s budget

Ø Current year’s budget to current year’s forecast

I like to calendarize the budget. This means that I spread the budget out over 12 months. So I don’t have to wait until the end of the year to realize a problem or opportunity. This kind of analysis will drive something to talk about every month.

By capturing trends in your analysis, you can visualize past performance versus how you are pacing in real time.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Mark Taylor, Product & Operations Executive

Team members set goals and create a business plan during a work meeting

It seems reasonable to assume that the tsunamis of work pushed our way in 2022 will not abate in 2023.

Setting goals and planning will be ineffective—the equivalent of holding one’s hand up against incoming tidal waves.

If planning is an attempt to manage overwhelm, a more effective practice is self-prioritization. Consider it the ongoing art of identifying and understanding those tasks that need to be done right now—and ensuring you stay half a step ahead.

Similarly, if goal setting is the company making sure they get value from you, delivering your tasks on a timely, accurate and complete basis—and presenting the results in an easily digestible form—will address this need.

Come the end of 2023, if you’ve identified and delivered strongly on those tasks that the business deemed important, you’ll be considered effective…

…and live to do it all again in 2024.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He’s managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

Sarita Kincaid, Tech Media & Influencer Relations Executive

Team talks about goal setting and business planning during a work meeting

The most important rule of thumb when creating goals is to always align with the top business goals in your organization. These CEO-level goals are usually around revenue and market share growth but may also be, to a lesser extent, about brand, customer experience, or thought leadership.

Analyst and media relations professionals should always, especially in challenging economic times, ensure that their planning process starts with business goals to ensure that the value they bring contributes directly to C-level priorities. If top-level business goals aren’t being cascaded through the organization, interview relevant C-level executives to find out what they are being tasked to achieve.

Other than starting with organizational business goals as the guiding light of the planning process, I advise analyst relations professionals, in particular, against setting “counting” goals. These are metrics around the amount of outreach. Conducting 100 briefings a year isn’t significant if it doesn’t result in an increase in analyst perception, likelihood to recommend your company/product, or improved positioning in landscape vendor reports.

More on best practices for building an effective analyst relations plan.

Sarita Kincaid is a tech media executive with a demonstrated ability to build and grow award-winning programs. She brings a data-driven approach to influencer relations with a focus on developing strong brand advocates and aligning them with sales programs.

Lisa Perry, Global Marketing Executive

Goal setting and business planning concept

With the new year approaching, it’s time to set your business goals for 2023. Here are five things you can do to get ahead of the new year.

1. Analyze Past Performance – Before developing your business goals, it’s crucial to analyze past performance to determine the health of your business. The results can help provide a snapshot of what’s going on with your business. The time spent analyzing, strategizing, collaborating, and building consensus is a valuable part of the process.

2. Set Goals – Eighty-three percent of the population does not have goals. Fourteen percent have a plan in mind, but goals are unwritten, and 3% have goals written down. The 14% who have goals are 10 times more successful than those without goals. The 3% with written goals are three times more successful than the 14% with unwritten goals. Source. I recommend using the SMART or OKR framework. A SMART goal is specific, measurable, attainable, realistic, and timely. OKR stands for “objectives and key results.”

3. Align With Company Objectives – Ensure your goals align with the company’s overall objectives.

4. Prioritize – Now that you have developed your goals, it’s time to prioritize them based on their urgency, value, and importance. Allocate your resources, time, and effort where they’re needed the most.

5. Track & Measure Results – Evaluate your progress towards your goals by tracking and measuring your results on a weekly or monthly review. Look at the progress you’ve made, what challenges you’ve encountered, and what you need to change or do next. Most importantly, celebrate the wins!

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What are your best tips for team goal setting and business planning? Join the conversation inside Work It Daily’s Executive Program.

13 Holiday Networking Tips You Need To Know

13 Holiday Networking Tips You Need To Know

It’s that time of year again when job seekers think they should stop looking for a job throughout the holiday season. No one will be hiring anyway, so you may as well take the rest of the year off, right? Not true, according to HR and job search experts.


Although some companies may have no budget left for hiring, others still have openings they need to fill by the end of the fiscal year. That means it’s unwise to assume a company won’t be bringing on new candidates unless they announce a hiring freeze.

The savvy job hunter maintains job search momentum throughout the holiday season and finds fresh ways to leverage networking to open doors with hiring employers. After all, there are increased opportunities to network offline throughout this period, and each event you attend offers the gift of connecting with people you haven’t met or haven’t seen in a while.

Also, since the COVID-19 pandemic, virtual networking has become an essential part of your career, allowing you to continue to grow your professional network from the comfort of your own home. Over the holidays, attending a few virtual networking events will be easy, since you should already be familiar with them from your experience working from home or attending some in the past.

As you launch your own holiday networking campaign, make sure you avoid these “naughty” tactics and follow the “nice” holiday networking tips instead.

“Naughty” Holiday Networking Strategies To Avoid

Two professionals network at a holiday office party

1. Focusing only on your search needs. Leverage a give-to-get strategy instead by cultivating your relationship with the people you encounter in your holiday merrymaking. Ask them astute questions about their workplace needs, and look for ways you can help.

2. Asking for jobs, information, or leads without offering to give one or more of the same first. Above all else, the holiday season is a time to connect in meaningful ways with people you already know and those you don’t. You can’t do this if your sole focus is on you.

3. Pushing your job search agenda on influential contacts. If you focus on proving your usefulness first, you won’t have to push your agenda at all.

4. Sending out networking requests disguised as holiday greetings. Remember: you don’t have to ask for something each time you connect with your network. Focus on giving something every time instead.

5. Expecting quick responses from anyone about anything. The closer we get to Christmas and New Year’s, the more delay you can expect in any job-search-related communication. Accept this and move on.

Focus your holiday energies on leveraging these “nice” door-opening strategies even Santa would love…

“Nice” Holiday Networking Strategies To Try

Group of professionals at a holiday networking event

1. Attending a wide variety of holiday events and being prepared to make connections. Whether you’re going to parties or open houses, joining a friend for a company event, or enjoying dinner with one or more friends, use every outing to gather insight and information. Replace your usual holiday networking outings with virtual networking events if you have safety concerns (or just like the convenience of it).

2. Preparing a two-sided business card for on-the-spot networking. Present your personal branding statement on side one, and showcase your experience, credentials, and impacts briefly on side two. If a two-sided card is too small, try a fold-over card that allows you to print text inside and out. If this is still too small, why not try a postcard instead?

3. Building a holiday list. Like Santa, you need to know what everyone on your target list is seeking. Ask the contacts and job seekers you meet how you can help them, and keep a record of their responses for immediate follow-up. Look for ways to refer job seekers to recruiters and companies, and suggest recruiters and companies to job seekers.

4. Proactively referring potential candidates to recruiters, companies, and hiring managers. Be the star in your network by preparing a brief intro about job seekers you know and feel comfortable recommending, then offer their contact information (with permission, of course) to recruiters and companies that match the job seekers’ search targets.

5. Following up promptly. Don’t let those holiday connections go to waste! Make sure you follow up with new members of your network soon after meeting them, to let them know how nice it was connecting with them, and to keep the communication lines open.

6. Using the period between Christmas and New Year’s to re-contact all previous interviewers. Let your past interviewers know that you’re still available. I’ve known more than one candidate who reopened an opportunity by proactively reaching out during an otherwise slow period.

7. Sending out New Year’s greetings to influential contacts in your network. Include a short, brand-driven message about your value proposition, assuming that you have previously sent a holiday message with zero branding included. This strategy allows you to refresh the memories of your influential contacts with your candidacy as they put the holidays behind them and return to work in the new year.

Remember persistence and assertiveness are always in season. When paired with smart search strategies, your holiday networking can yield a bounty of new gifts in the new year.

Need Some Help With Your Networking Strategy?

via GIPHY

Networking is something most professionals struggle with. But the truth is, your network is your net worth.

If you don’t have a strong network, your career will suffer. It will also make your job search more difficult than it needs to be.

Need help building your professional network? We can help!

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.


How To Successfully Change Careers After A Layoff

How To Successfully Change Careers After A Layoff

For most workers, being laid off or furloughed is a scary thought, and, unfortunately, this scary thought became a reality for many professionals who had their jobs impacted by COVID-19 and the recession that followed. However, for some, losing their job is the push they need to make a career change.


It’s not as crazy as it sounds!

Some people need a change but are too afraid to make one, and losing their job is the perfect opportunity to do so. In addition, many workers who lost their jobs due to the COVID-19 crisis may find it difficult to get back into the industries they were working in.

Making a career change isn’t easy, but with an organized approach, it can be done successfully. It won’t happen overnight, but with patience and commitment, you can ultimately end up in a better place.

Here’s what you need to know about the career change process as you embark on the job hunt after a layoff…

Commit To A Career Change Plan

Before committing to a career change, make sure you’re ready to close the door on your current career.

A career change should not be an impulse decision or strictly driven by the trauma of a layoff. So, it’s important to take some time to really think things over.

But if your decision comes from a prolonged period of career unhappiness, then the time may be right.

Identify the new industry that you’re looking to get into and then create an interview bucket list of 10-12 companies where you would like to work. Take a self-inventory of yourself and identify the transferable skills you possess that would also apply well to this new industry. Identify where you need to upskill.

What skills are you missing for this new position? Come up with a plan for gaining these skills. Attend training courses, workshops, classes, or certification opportunities.

Changing Careers Is About Who You Know

Man talks to a colleague about making a career change

Now that you’ve drafted a career change plan, the real challenge begins: building your network.

When applying to a new industry, it’s not enough to just apply online and pray that you’ll get an interview. You have to put the work in.

Go to the company’s website or LinkedIn account to identify the human resources manager and the company’s key players. Try to make an actual connection. Tap into your current network to see if you already know someone working at the company or have a friend who knows a current employee.

Use any connection you make to learn more about the company and to tell your career story—where you’ve been, and why you are choosing to change careers. Any connection that you make is a foot in the door.

This is a much more efficient way to conduct a job search, rather than just applying for every online job posting (spraying and praying). Most resumes don’t even make it past the applicant tracking system (ATS).

In addition to trying to secure an interview, putting in this work will also help you build networking skills and expand your professional network. No matter where you are in your career, it always pays to network. This would also be a good time to update your LinkedIn profile, too.

Ease Your Way To Your Dream Job

Young professional moves into her new office after getting a new job

What if you could get a job at the company you want to work for, just not in the position that you wanted?

That would actually be a career victory. When it comes to career changes, very rarely can you just switch lanes and land your dream job. Sometimes you need to ease your way in.

If you’re struggling to get the position you want within a certain company, research other positions at that company to see if there are any positions that better fit your current skill sets. If there is, apply for that position. That way you at least get a job at the company.

From there, you can figure out a way to gain the skills that you need, so that you can one day move into your dream position.

Beware! Career Changes Come With Salary Implications

Confused businessman ponders whether or not he should take a cut in salary

This may be hard to believe, but when it comes to a career change, sometimes salary is the last thing that you think about.

That’s because the career change process is so involved. It takes a lot of effort to come up with a plan and eventually secure an interview. Salary considerations are something that gets placed on the temporary back burner.

But if you’ve reached the point in the process where it’s time to discuss salary, you’ve done something right and don’t want things to unravel.

Depending on the type of industry you’re going into, you’ll be looking at either a salary increase, decrease, or match. It’s essential that you do your research about the position and the average salary for such a position in your geographical area. Websites such as Salary.com and Glassdoor can be good resources for this information.

Having this information could be helpful in salary negotiations or, at the very least, mentally prepare you, particularly if you’re facing a salary decrease.

It’s also important not to lie when asked about your current salary in order to get a higher salary. It never pays to be dishonest.

Being laid off and then deciding to change careers is a lot to take on. If you’re organized and committed, you can do it, but you don’t have to do it alone!

Need more help making a career change after a layoff?

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.

A Time When You Used Logic To Solve A Problem (Examples)

A Time When You Used Logic To Solve A Problem (Examples)

Sharing a time when you used logic and good judgment to solve a problem seems easy, but many job-seekers get stumped when asked this during an interview. This helpful guide covers why interviewers love asking this question, and how you can answer it effectively. Table of contents Why Interviewers Want to Hear an Example of […]

The post A Time When You Used Logic To Solve A Problem (Examples) appeared first on Career Sherpa.

How To Become a Salesforce Partner?

How To Become a Salesforce Partner?

Salesforce is the world’s leading CRM platform. Over 150,000 businesses around the world use Salesforce to manage their customer relationships. If you want to offer Salesforce solutions to your clients, you need to become a Salesforce partner. There are many benefits to becoming a Salesforce partner, including access to exclusive resources and training, discounts on […]

The post How To Become a Salesforce Partner? appeared first on Jobacle.com.

Personal Development For Lifelong Learning

Personal Development For Lifelong Learning

One portion of an employee’s personal development is work-related, but there is more. When you think of an employee’s personal development do you think of the skills for them to keep current, get a promotion, or transfer to another department? Improving core skills such as analytical abilities, critical thinking, and/or decision making? Skills to take on a leadership role and manage staff? Obtaining higher credentials?


Assuming so, organizational leaders should:

1. Make sure you understand what employees do and how it aligns with the company’s goals
2. Let employees do the job you hired them to do (leveraging their strengths and interests); nobody likes to be micromanaged
3. Challenge employees with stretch goals
4. Encourage employees to learn new things and give them the tools they need to learn:

  • Read books, magazines, trade journals, newsletters, blogs
  • Watch online videos, listen to podcasts
  • Take courses (in-person, online) and attend webinars, workshops, conferences
    • Company-provided training – Microsoft Office, application-specific courses
    • Hard skills such as an SQL class, foreign language
    • Effective communication skills – writing classes or speaking training (e.g., Toastmasters)
    • Other soft skills – time management, problem solving
    • Learning platforms – LinkedIn Learning, MasterClass
  • Leadership-related training
    • Supervisor skills, management trainee program
    • Some will want to manage people, but others won’t and that’s ok
  • Professional license, certification (e.g., PMP, CISSP), college degree
    • Don’t forget to support CPE (continuing professional education) requirements
  • Groups – professional associations, networking groups, etc.
  • Other – internships, volunteer opportunities

These are great work-related considerations, but there is more. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees’ personal development (and the key word is personal) to be the best version of themself? Have you asked them what is important to them? If it’s important to them, it should be important to you too.

Developing A Growth Mindset

Personal development is lifelong learning and it’s never too late to start. Encourage employees to develop a growth mindset and continue learning while working for the company. This includes opportunities to:

1. Enhance their quality of life such as health/fitness, self-care, self-confidence

2. Self-improvement to fully develop their character, capabilities, and potential

  • Develop a reading habit
  • Personal finances, personal creativity, or other personal-related learnings
  • “Work-related” skills listed above even if they aren’t relevant to their current role
  • Some organizations (such as Amazon, Chipotle, and Starbucks) have free or practically free college programs for front-line employees, which removes financial barriers

3. Realize their dream – maybe to become an entrepreneur and start their own business

How To Create A Custom Personal Development Plan For Employees

Online learning, education concept

Has your organization recognized that they need to think differently about developing employees? They should work together with the employee to create a custom personal development plan (PDP) based on what the employee is interested in (including both work and personal aspects). Four basic steps are:

1. Perform a self-assessment

2. Establish and prioritize goals (both short and long term) breaking up the goals into manageable tasks

3. Create a step-by-step plan identifying required resources, timelines, etc.

  • Identify objectives to reach the goals as well as strategies to achieve the tasks
  • Identify any weaknesses, development needs, barriers

4. Measure progress

  • Reward and celebrate accomplishments
  • Be prepared for setbacks – adjust and course correct

As a leader, be available when employees want to talk with you as well as periodically check in with them to ensure they have a good work-life balance. Both of these could be good coaching/mentoring opportunities.

When there is a comprehensive personal development plan, the employee is more likely to be and stay excited about what’s next (and stay with the organization longer). For more information about personal development, follow me on LinkedIn!

4 Easy Steps To Speed Up Your Job Search

4 Easy Steps To Speed Up Your Job Search

I got an email yesterday from a client wanting to know if I had any job search tips. Unfortunately, he had been recently laid off and found himself on the job market. Talking to him got me thinking…What really makes a job search successful?


The bad news is that there isn’t a magic formula. The good news is that there are a number of very simple things you can do to improve your marketability.

Here are four easy steps to follow if you want to speed up your job search:

1. Update Your Resume As Soon As Possible

This might sound simple, but it is by far the most important (and first) step in a job search. You need to have your resume ready to roll at a moment’s notice.

The way I see it, there are two kinds of job seekers. There is the job seeker that draws confidence from being prepared and then there is the kind of job seeker that gets blindsided by the unexpected. I know which kind I’d rather be.

The best time to focus on your resume is when you don’t need it.

2. Figure Out Who Your Resume Is For

Man on laptop speeds up his job search by optimizing his resume

Is your resume for you or is it for prospective employers? The resume might have your info, experience, and accomplishments on it, but, ultimately, the documents that make it past the ATS not only have the right amount of keywords peppered throughout but also show, very clearly, what the applicant can do for the potential employer.

When writing your resume, always keep potential employers at the forefront of your mind. Make sure you quantify your experience, skills, and accomplishments. Give them a preview of the kind of positive impact you could have on their organization if they were to hire you.

3. Realize It’s Not About You

Woman on her laptop uses strategies to speed up her job search

Really. It’s not. The most successful job seekers understand that it’s about what you do for others, not about what they can do for you.

This is a fundamental idea that for some I hope turns the act of “networking” completely upside down. In every interaction, the most important thing is to demonstrate, “How can I help YOU?” It’s the folks who unselfishly look out for those around them who make opportunities happen. Here are a few ideas to get you started:

What connections can you help make? Ask open-ended questions. You may even choose to treat the conversation like an informational interview. What professional needs does the other party have and how can you fill them?

4. Determine Your Target

Man makes a phone call while looking for a job

This is such a simple concept, but it’s probably the biggest obstacle I see with many of my clients. You need to have a target. It is as easy as that. How can you expect to reach the goal of employment without aiming for a bullseye?

The first step is to clearly identify the job/profession/industry you are targeting. You may even have a company that you’ve always wanted to work at. (It’s always a good idea to have an interview bucket list—a list of companies you’re passionate about that you’d love to work for someday.)

Make sure that your goal aligns with your experience. Then (and only then) are you free to begin outlining a plan to achieve your goal.

Here’s an example:

I have an open door policy with my resume clients and I keep tabs on them throughout their job searches. Out of all the resumes and resume clients I’ve ever had, only one resume didn’t work. One. When I wrote the initial resume, my client was targeting retail sales positions. Then she called one day a couple of months into her job search wondering why she wasn’t getting any responses. I asked her to send me an example of the jobs she was applying for and guess what? All the online job applications she had filled out were for human resources positions. No wonder her resume didn’t work!
After rewriting her resume, she found work relatively quickly and it just goes to show how important it is to aim before you pull the trigger.

Know your audience, be proactive, and remember that it’s not about you. If you apply these things to your job search, you’ll be employed in no time!

Need more help with your job search?

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.

Why Contact Centers Are A Good Way To Start Your Career

Why Contact Centers Are A Good Way To Start Your Career

“Do you really want to work in a contact center?”

Let’s be honest: five-year-olds don’t dream about working in a contact center when they grow up. Proud parents never boast about their children working in contact centers. Teachers at private schools never recommend students to work in contact centers.


People see contact centers as cubicle farms with hundreds of people on the phones selling non-existent products and services.

I’m going to tell you something different.

Contact centers are a great way for a person to start their career.

The Size Of The Industry

Call center employees help a customer

About 2.79 million Americans and U.S. residents, slightly more than 2% of the working population, work in contact centers.

The real figure may be higher. Many companies may call their contact centers “service centers,” “customer service centers,” or “help desks.”

A contact center agent’s average tenure is three years. All 2.79 million agents change their jobs every three years. The industry will have 930,000 vacancies every year, which equates to approximately 77,000 vacancies a month.

If you’re leaving university with a student loan to pay off, there’s no shortage of vacancies.

Getting In On The Ground Floor

Portrait of a call center employee

​It’s tough for newcomers to the workforce. Everyone wants previous experience. Contact centers are less likely to demand that. Joining a contact center attached to a specific industry can get you a grounding in that industry.

The companies serving consumers run contact centers. They include banks, debt collection agencies, the government (both local and national), insurance, healthcare, information technology, telecommunications, travel and tourism, and utilities. If you want to get experience in one of these industries, there’s a contact center for you to get your foot in the door.

As well as industry experience, you will also develop your people skills. That’s more than you’ll get from an MBA course. As a contact center agent, you’ll deal with up to 100 people per day. You’ll learn how to build rapport with complete strangers, explain things to emotional people, and stay calm under pressure or in the face of insults. Some people call these “soft skills.” These “soft skills” make people want to do business with you, hire you, or maybe even marry you!

Contact centers are a tech-heavy environment. You will learn to work with various programs and applications from day one. This will improve your technical skills and, more importantly, develop your ability to learn how to use technology. Technology changes all the time, but it will always be with us.

Contact centers give you the opportunity to work on yourself. Contact center work can be monotonous and repetitive. So is unemployment. This is your opportunity to develop your resilience and determination. Most contact centers provide you with regular coaching to improve your performance. Responding positively to coaching is a key element of being employable in today’s workforce. Contact center agents learn how to work in teams where success is not one person getting good exam results, but a customer having their requests fulfilled as quickly and effectively as possible.

You can learn all this in your first job!

Going Up!

Man working at a call center

What can contact centers offer people who stay longer than three years?

In the U.S., the average contact center employs 54 agents. That means one manager for every 54 agents, and on average, there is one supervisor for every 8.6 agents.

The contact centers industry is unusually “democratic.” Over the past 12 years, I have worked with more than 200 contact centers on three continents. In most cases, the managers started their careers as agents.

The industry also needs data analysts, IT specialists, developers, trainers, and coaches. Many of them started their careers as agents.

A Growth Industry

Call center employees

​Two factors have had a major impact:

The pandemic forced many companies to abandon face-to-face operations, relying on their contact centers to communicate with customers. Customers got used to doing business online. Now, many customers don’t want to go back to physically visiting a branch. Companies also welcome the change. Offices and shops are expensive to run in relation to the number of customers they serve. Companies are looking to expand their contact center operations as part of their strategy to go digital.

Legislation in many Western countries makes changing bank accounts, insurance, telecommunications, or utilities providers easier. Customer service is now the competitive battleground of the 21st century. Contact centers are expected to hold that ground and win.

A Changing World

Call center employees help customers over the phone

The shift to cloud technology is revolutionizing the industry, making access to transformational technologies less expensive and more available.

Companies are increasingly turning to artificial intelligence (AI) powered chatbots to handle simple interactions. This increases capacity without increasing headcount and frees up humans to handle more challenging interactions.

As automated systems handle simple tasks, human agents will handle more complex requests or help out customers who having trouble dealing with the bots. Human agents will need to be better trained both in terms of product and service knowledge and also in terms of emotional intelligence and communication skills.

Supervisors are likely to become more human-centered as automation will handle the numerical tasks. Supervisors will concentrate on coaching and motivating human agents or assisting in solving the most complicated customer issues and requests.

The wrap-up

The contact center industry has much to offer anyone looking for a job, regardless of experience. If you’d like to talk to an industry veteran, please reach out to me on LinkedIn.

Further reading…

Here are some more articles about the contact center industry:

Creating Quality Standards For Contact Centers

Using Quality Management To Improve KPIs

How To Reduce Average Handling Time (AHT) In Contact Centers

The Data Science ROI Of Moving To The Data Lakehouse

The Data Science ROI Of Moving To The Data Lakehouse

Many CDOs/CDAOs (and even CMOs) have raised some interesting questions about these three data management and data science titans: Snowflake, Databricks, and DataRobot. Some of the questions include:

  • Can Snowflake replace the CDP?
  • Do I need Databricks if I have ML Ops capabilities or other capabilities that are similar?
  • What is the difference between DataRobot and Databricks?
  • How do we prevent the siloing of marketing data and smooth access by other domains?

    Later in this post, I’ll be discussing these questions with Ed Lucio, a New Zealand data science expert for Spark (telecom provider) and former lead data scientist for ASB Bank. We’ll be giving our POV on these questions as well as highlighting a few data analytics use cases that can be driven by these tools once they are in place. I would love to hear from you regarding other use cases and your experiences with data lakehouses.

    Before diving into my conversation with Ed, a quick overview of environments and tools…

    Types Of Storage Environments

    Data cloud, data storage concept

    We, as an industry, have gone from the data warehouse to data lakes, and now to data lakehouses. Here’s a brief summary of each.

    The data warehouse: Closed format, good for reporting. Very rigid data models that require moving data, and ETL processes. Most cannot handle unstructured data. Most of these are on-prem and expensive and resource-intensive to run.

    The data lake:

    Pros

    • Handles ALL data, supporting data science and machine learning needs. Can handle data with structure variability.

    Cons

    • Handles ALL data, supporting data science and machine learning needs
    • Difficult to:
      • Append data
      • Modify existing data
      • Stream data
    • Costly to keep history
    • Metadata too large
    • File-oriented architecture impacting performance
    • Poor data quality
    • Data duplication – hard to implement BI tasks, leading to two data copies: one in the lake, and another in a warehouse, often creating sync issues.
    • Requires heavy data ops infrastructure

    Data lakehouse: Merges the benefits of its predecessors. It has a transactional layer on top of the data lake that allows you to do both BI and data science in one platform. The data lakehouse cleans up all of the issues of the data lake, supporting structured, unstructured, semi-structured, and streaming data.

    Current Data Environments and Tools

    The following tools summary is from my deploying the tools as a CDO/CDAO and executive general manager, not as an architecture or engineer. This is a synopsis of the top-line features of each but if you want to add to your experience with the features please reply to the post and add to the synopsis.

    What is Snowflake?

    Snowflake is a highly flexible cloud-based big data warehouse that has some unique and specialized data security capabilities allowing businesses to transition their data to the cloud as well as to partner and share data. Snowflake has made much progress in building partnerships and APIs and integrations. One interesting possibility that marketers may want to consider is that snowflake can be leveraged as the CDP directly and activate campaign data through a number of their partners. See their website for more details.

    Snowflake is a data lakehouse that like its competitors is indifferent to structure variability and can support structured, semi-structured, and unstructured data. Its uniqueness for me is a few folds:

    • Ability to create highly secure data zones (a key strength) – You can set security at the field and user level. Strong partners like Alation and High Touch (a reverse ETL tool or ELT).
    • Ability to migrate structured and SQL-based databases to the cloud.
    • Ability to build unstructured data in the cloud for new data science applications.
    • Ability to use Snowflake in a variety of contexts as a CDP or a marketing subject area. If Snowflake becomes your CDP, you save the expense and other issues of having multiple marketing subject areas.

    Many organizations today are using data clouds to create a single source of truth. Snowflake can ingest data from any source, or format, using any method (batched, streaming, etc.), from anywhere. In addition, Snowflake can provide data in real time. Overall, it is good practice to have the marketing and analytics environments reside in one place such as Snowflake. Many times, as you generate insights you want to operationalize those insights into campaigns hence having them in one CDP environment improves efficiency. High-touch marketers, supported by their data analytics colleagues and Snowflake, can activate their data and conduct segmentation and analysis all in one place. Snowflake data clouds enable many other use cases:

    • One version of the truth.
    • Identity resolution can live in the Snowflake data cloud. Native integrations include Acxiom, LiveRamp, Experian, and Neustar.
    • You don’t have to move your data, so you increase consumer privacy with Snowflake. There are advanced security and PII protection features.
    • Clean room concept: No need to match PII to other data providers and move data. Snowflake has a media data cloud, so working with media publishers who are on Snowflake (such as Disney ad sales and other advertising platforms) simplifies targeting. As a marketer, you can work with publishers who built their business models on Snowflake without exposing PII, etc. Given the transformation that is happening due to the death of the third-party cookie, this functionality/capability could be quite impactful.

    What is Databricks?

    Databricks is a large company that was founded by some of the original creators of Apache Spark. A key strength of Databricks is that it’s an open unified lakehouse platform with tooling that helps clients collaborate, store, clean, and monetize data. Data science teams report the collaboration features were incredible. See the interview below with Ed Lucio.

    It supports data science and ML, BI, real-time, and streaming activities:

    • It’s software as a service with cloud-based data engineering at its core.
    • The lakehouse paradigm allows for every type of data.
    • No or low-performance issues.
    • Databricks uses a Delta Lake storage layer to improve data reliability, using ACID transactions, scalable metadata, and table-level and row-level access control (RLAC).
    • Able to specify the data schema
    • Delta Lake allows you to do SQL Analytics, an easy-to-use interface for analysts.
    • Can easily connect to PowerBI or Tableau.
    • Supports workflow collaboration via Microsoft Teams connectivity.
    • Azure Databricks is another version for the Azure Cloud.
    • Databricks allows access to open-source tools, such as ML Flow, TensorFlow, and more.

    Based on managing data scientists and large analytics teams, I would say that Databricks is preferred over other tools due to its interface and collaboration capabilities. But as always it depends on your business objectives in terms of which tool you select.

    What is DataRobot?

    DataRobot is a data science tool that can also be considered an autoML approach: it automates data science activities and thus furthers the democratization of machine learning and AI. The automation of the modeling process is excellent. This tool is different from Databricks which deals with data collection and other tasks. It helps fill the gap in skill sets given the shortage of data scientists. DataRobot:

    • Builds machine learning models rapidly.
    • Has very robust ML Ops to deploy models quickly into production. ML Ops brings the monitoring of models into one central dashboard.
    • Creates a repository of models and methods.
    • Allows you to compare models by methods and assess the performance of models.
    • Easily exports scoring code to connect the model to the data via an API.
    • Offers a historical view of model performance, including how the model was trained. (Models can easily be retrained.)
    • Includes a machine learning resource to manage model compliance.
    • Has automated feature engineering; it stores the data and the catalog.

    Using Databricks and DataRobot together helps with both data engineering AND data science.

    Now that we have a level set on the tools and vendors in the space, let’s turn to our interview with Ed Lucio.

    Interview With Ed Lucio

    People shake hands before an interview

    Tony Branda:

    Many firms struggle to deploy machine learning and data operations tools in the cloud and to get the data needed for data science into the cloud. Why is that? How have you seen firms resolve these challenges?

    Ed if you could unpack this one in detail? Thanks, Tony.

    Ed Lucio:

    From my experience, the challenge to migrate data infrastructures and deploy cloud-based advanced analytics models is a more common issue in traditional/larger organizations which have at least one of the following: built significant processes on top of legacy systems, is in vendor/tooling lock-in, in a ‘comfortable’ position where cloud-based advanced analytics adoption is not the immediate need, and the information security team is not yet well adept on how this modern technology is aligned to their data security requirements.

    However, in progressive and/or smaller organizations where there is an alignment from senior leaders down to the front line (coupled with the immediate need to innovate), cloud-based migration for infrastructures and deployment of models is almost natural. It is scalable, more cost-effective, and flexible enough to adjust to dynamic business environments.

    I have seen some large organizations resolve these obstacles through strong senior leadership support where the organization starts building cloud-based models and deploys smaller use cases with less critical components for the business. The objective is just to prove the value of the cloud first, then once a pattern has been established, the company can scale up to accommodate bigger processes.

    Tony Branda:

    Why is Databricks so popular as one tool category (Data Ops/ML Ops), and what does their lakehouse concept give us that we could not get from Azure, AWS, or other tools?

    How does Databricks help data scientists?

    Ed Lucio:

    What I personally like about Databricks is the unified environment that helps promote collaboration across teams and reduces overhead when navigating through the “data discovery to production” phases of an advanced analytics solution. Whether you belong to the Data Science, Data Engineering, or Insights Analytics team, the tool provides a familiar interface where teams can collaborate and solve business problems together. Databricks provide a smooth flow from managing data assets, performing data exploration, dashboarding, and visualization, to machine model prototyping and experiment logging, and code and model version control. When the models are deemed to be ready by the team, deploying these through a job scheduler and/or an API endpoint is just a couple of clicks away and flexible enough for the business needs whether it is needed for either batch or real-time scoring. Lastly, it is built on open-source technology which means that when you need help, the internet community would almost always have an answer (if not, your teammates or the Databricks Solutions Architect would be there to assist). Other sets of cloud tools would be able to provide similar functionalities, but I haven’t seen one as seamless as Databricks.

    Tony Branda:

    On Snowflake, AutoML tools, and others, how do you view these tools, and what is your view on best practices?

    Ed Lucio:

    Advanced analytics discovery is a journey where you have a business problem, a set of data and hypotheses, and a toolkit of mathematical algorithms to play with. For me, there is no “unicorn” tool (yet) in the market able to serve all the data science use-case needs for the business. Each tool has its own strengths, and it would need some tinkering on how every component would fit the puzzle in achieving the end business objective. For instance, Snowflake has nice features for managing the data asset in an organization, while the AutoML tooling (DataRobot/H2O) is good for automated machine learning model building and deployment.

    However, even before proceeding to create an ML model, an analyst would need to explore the dataset for quality checks, understand relationships, and test basic statistical hypotheses. The data science process is iterative, and organizations would need the tools to be linked together so that interim outputs are communicated to the stakeholders to pivot or confirm the initial hypothesis, and to share the outputs with the wider business to create value. Outputs from each step would typically need to be stitched together to get the most from the data. For example, a data asset could be fed into a machine learning model where the output would be used in a dashboarding tool for reporting. Then, the same ML model output could be further enhanced by business rules and another ML model to be fit for purpose on certain use cases.

    On top of these, there must be a proper change control environment governing the code and model versioning and transitioning of codes/models from development, pre-prod, and prod environments. After deploying the ML model, it needs to be monitored to ensure that model performance is within a tolerable range, and the underlying data has not drifted from the training set.

    Tony Branda:

    Are there any tips and tricks you’d recommend to leaders in data analytics (DA) or data science (DS) to help us evaluate these tools?

    Ed Lucio:

    Be objective when evaluating the data science tooling and work with the data science and engineering teams to gather requirements. Design the business architecture which supports the organization’s goals, then work backward together with the enterprise architect and platform team to see which tools would enable these objectives. If the information security team objects to any of the candidate toolings, have a solution-oriented mindset to find alternative configurations to make things work.

    Lastly, strong support from the senior leadership team and business stakeholders is essential. Having a strong focus on the potential business value, the need to enable the data science tools would always come in handy.

    Tony Branda:

    What is the difference between a data engineer and a data scientist, and an ML engineer (in some circles referred to as a data science data engineer)? Is it where they report or do they have substantial skill differences? Should they be on the same team? How do we define roles more clearly?

    Ed Lucio:

    I see the data engineers, ML engineers, and data scientists being part of a wider team working together to achieve a similar set of objectives: to solve business problems and deliver value using data. Without going into too much detail:

    • Data engineers build reliable data pipelines to be used by insight analysts and data scientists.
    • Data scientists experiment (i.e., apply the scientific process) and explore the data on hand to build models addressing business problems.
    • ML model engineers work collaboratively with the data scientists and data engineers to ensure that the developed model is consumable by the business within the acceptable range of standards (i.e., batch scoring vs real-time? Will the output be surfaced in a mobile app? What is the acceptable latency?).

    Each of these groups would have their own sets of specialized skills, but at the same time, should have a common level of understanding of how each of their roles work side-by-side.

    Many thanks to Ed Lucio, Senior Data Scientist at Spark in New Zealand, for his contributions to this article.

    In summary, this article has provided a primer on data lakehouses and three of what I consider to be the leading-edge tools in the cloud data lakehouse and machine learning space. I hope Ed Lucio’s POV on the tools and their importance to data science was helpful to those considering their use. At the end of the day, all of this—selection of environments and tools—depends on the business needs and goals: what are the problems that need solving, as well as the level of automation the business is driving towards.

      As always, I’d love to hear about your experiences. What has your experience been with data lakehouses, ML Ops, and data science tooling? I look forward to hearing from you regarding this post.

      3 Tips For Staying Positive During A Holiday Job Search

      3 Tips For Staying Positive During A Holiday Job Search

      Don’t let your employment status dictate how much you enjoy the holidays. This is a time for happiness, family and friends, and delicious food!


      I mean, c’mon. There’s no reason why your job search should interfere with Grandma’s famous pumpkin pie. But it can be hard to stay positive during the holidays when those aunts and uncles are nagging you about your job search and old friends are asking what you’re doing for work these days.

      It can be so tempting to completely remove yourself from holiday festivities so you don’t have to experience that agonizing awkwardness of answering the same dreaded questions over and over again. Don’t let your insecurities ruin the most wonderful time of the year. Here are our three tips for staying positive during your holiday job search:

      1. Don’t Allow Yourself To Feel Sorry For Yourself

      via GIPHY

      You don’t have time for that pity party nonsense! You’ve got to bake cookies, play with your dog, and sip hot cocoa with your family.

      Whenever you start feeling worn down from the stress or start feeling bad for yourself, do something productive. You could make yourself a structured job search plan that incorporates, or research companies you’re interested in. Or you could do something that’s not related to your job search at all.

      You can hit the gym, take a walk outside to get some fresh air and sunshine, or you can indulge in a good book for 30 minutes. Don’t feel guilty about doing these things—they’re necessary for your mental and physical health, which are two things you can’t neglect, especially during a job search.

      2. Focus On What You’re Excited About

      via GIPHY

      When someone asks you, “How’s the job search going?” don’t focus on the negative. Remember: you have the power to control the tone of this conversation. If you focus on your lack of success—how many interviews you haven’t gotten or how many companies didn’t call you back—you’re not only going to make the conversation awkward for both of you, but you’re going to feel awful about yourself.

      Instead, tell them about a few companies and opportunities you’re excited about. Focus on your little wins like having a great informational interview with someone from one of your target companies. Convey your enthusiasm for finding a new job opportunity. It’ll make you feel uplifted, and it gives you the opportunity to talk about your job search in a positive way.

      3. Laugh, Dance, And Be Merry

      via GIPHY

      What makes you laugh out loud, even when no one is in the room? What songs make you want to get up and dance, even when people are looking? Find those little things that make you happy and pepper them in throughout your day. There’s honestly nothing better than a good laugh.

      Distract yourself with positivity—and don’t feel bad about taking a “Happy Break” every once in a while. It will help keep you in balance during your holiday job search.

      Need more help with your job search?

      We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

      This article was originally published at an earlier date.