Tuesday 30 October 2018

Luxury Customer Journey





Luxury Customer Journey

Luxury is neither a product or service it’s an attitude and state of mind.
What the term Luxury Customer Journey means?
In precise, it means the strategic road map to delight and engage the customer with the brand. The LCJ provides a clear understanding of the strategic road map luxury brands need to develop to engage their target in each market analysed, with a strong focus on their digital as well as offline transformation.

The Luxury Customer Journey (LCJ) provides an initial snapshot of the most important marketing KPI’s (top of mind, spontaneous and total awareness) before delving deeper into the more relevant content and touch points that build brand awareness and intention to buy, from traditional press and celebrity endorsement to digital word of mouth and bloggers. The study explores customer behavior and their expectations during their e-commerce and boutique experiences, in-store mobile usage, interaction with brands’ social media pages, as well as the meaningfulness of specific content provided by the brands. It also tests consumer appreciation of the newest experience innovations.

The study confirms, people aspire to luxury fashion brands because they provide the thrill associated with the sense of belonging to a selected tribe while providing the unique opportunity to show off personal connoisseur-ship. However, in the more mature markets during the recent economic slowdown, customers have become increasingly price and quality conscious. They are willing to pay more if they are provided with better, customized, meaningful experiences and services while they approach, select and purchase a luxury product. Even customers in emerging markets are increasingly gaining ground, moving quickly up the Luxury Pyramid, from affordable and accessible logged products to niche and exclusive goods.

In this evolving landscape, The Luxury Customer Journey aims to unveil and highlight the most significant differences in the behavior and expectations of the modern luxury consumer.

The path to purchase is almost never linear, involving interaction with different content and communication assets from owned (i.e. official websites), to paid (i.e. print advertising) and/or earned equity (i.e. word of mouth). Brand storytelling is extremely important for consumers while Millennial's pose a harder challenge for mature markets where brand heritage and roots have yet to become relevant for them. All Global luxury consumers are interested in content that provides them with practical and personal advice on new trends and seasonal must-have products related to their age, profile, and taste. Customized services and special treatment are also expected as well as exclusive offers following a subscription to a brand web site and/or loyalty program. Brands should shift their focus to their customers and on how to engage them. They need to know their data; they need to understand their customer; they need to be global yet increasingly local and personalized in their approach; they need to become much more digital but at the same time experiential.

Now do you think is it easy enough to provide a luxury customer experience?

Well, it requires work and attention to detail.

How can you go about offering a luxury customer experience?

First of all, bear in mind that, selling luxury products means selling a dream, which is certainly something that goes beyond mere functionality, rather it emphasizes status and other symbolic associations such as personal statement, identity, and ultimately creates a sense of belonging. So, how can luxury fashion brands deliver a “white-glove” customer experience and capitalize on the opportunities offered by online and offline channels without risking depreciating their brand equity and losing sales that are mainly happening in stores? The answer is designing a customer experience that is well integrated among all channels. In a market servicing ever-more discerning consumers, the luxury sector needs to constantly innovate in order to stay relevant. customers buy luxury goods because they’re attracted to the brand’s image, so those aspects have to come to life.
Customer experience @ store
Brandships are living marketing experiences – less about the financial transaction and more about the emotional transaction. Stores must engage customers and create desire. The purchase can happen at a later date, but the important thing is to create that interest and affinity. Luxury brands have excelled at creating special experiences for customers in-store to differentiate themselves from the ‘average’ retailer. This includes factors such as beautiful store design, great personal service and advice from store staff, and maybe a glass of wine on arrival. This quality of service, added to the quality of the products, provides potential customers with the best possible store experience.
3 keys to Luxury Customer Journey

Know Your Audience
This may sound like a no-brainer, but it is a practice ignored by brands all too often. Not all luxury buyers are driven by the same motives or respond the same way to marketing tactics, and failure to tailor your efforts to your specific audience’s needs could be costly.
Tell a Story
Today’s luxury buyers also favor substance over style, meaning they are more likely to connect with a brand that has the marketing savvy to tell a story and align with their personal values rather with a brand that relies on its product’s flashiness. Your customers are educated, so treat them that way by ramping up your content and avoiding gimmicks and commodity marketing language.
 Convenience is Key
Now that you have hooked your customer with your brand experience and story, give them the ability to interact with your brand in a way that is most convenient for their demanding lifestyle. Providing ample options to suit their unique needs during every stage of the buying cycle allows them to shop and make decisions in a manner of their choosing. Accomplish this by pushing the creative envelope and utilizing technology in a way that both accommodates your buyers’ unique needs and provides that Wow Factor.
Challenges facing for Luxury Brands

Not able to recreate customer store experience into online
However, luxury brands have faced challenges when attempting to recreate the in-store customer experience online, or to at least create an online experience which matches the brand image, and they have not always succeeded. Recreating the in-store luxury experience online may well be impossible to do. Retailers can show their products in the best possible light and create websites which are a pleasure to browse and buy from. After this point, it’s about providing the kind of service, including delivery and packaging, that customers would expect from a luxury retailer.
Product returns
Customers are likely to expect a higher standard of service if they have any problems post-purchase. Returns should be hassle-free.
Delivery and packaging
Customer expectations around delivery are higher than ever before. The delivery of the product should be designed in such a way to create an amazing experience to the customer. Packaging is a great way to deliver that ‘wow factor’ for customers. To an extent, the packaging needs to reinforce the promise of the brand. If people order an expensive handbag, standard brown packaging won’t do.
Great Copy writing
Product copy needs to work to convey the quality and luxury of the product. The tone of voice needs to match the product and price. For example, Rolex talks about the materials, the history and detail which goes into creating its watches.
Product imagery
 Images can be used to show products in the best possible light and should be high quality.
Product Exclusivity
Luxury brands seek exclusivity; they should not try to be everything to everyone. Product customization should be a part of luxury brands.
Latest Technology
Always updated with the latest technologies. Luxury brands have taken note of this shift well in time and are using technology in their favour to interact with today’s consumers at the same wavelength. Here are how luxury brands across the globe are playing the technology game right and things that brands across industries can learn from them
Teach, don’t train
Your sales associates are people who you have chosen because you feel they already have the intelligence and sophistication to appeal to your elite clientele.  Don’t simply provide them with a list of facts to memorize and procedures to follow.  Educate them about your brand, its history, and the science and psychology of good customer relationships.  Teach them to be active creators of your brand’s world, and encourage them to invite the customer into that world rather than fixating on making a sale.
Empower
To be successful globally, a brand has to make the best possible use of the local knowledge its sales associates bring to each store.  Hire people you trust and then trust them; let them work together with your expert management to find the best way to express your brand in their specific context.  A confident, assured sales associate inspires the trust and respect of customers, which in turn translates into trust in and respect for your brand.
Encourage personal relationships
The key to building consumer loyalty is post-purchase communication between the brand and the customer, but many customers feel uncomfortable giving their contact information away to a faceless corporation, even one they admire. However, a sales associate can assure them that the offers and promotions they receive will be curated by an actual person, who knows their interests and will listen attentively to their feedback.  A sales associate has the power to tailor your brand’s image to the customer’s exact measurements in a way nothing and no one else can.
Create a culture of improvement
There is no “end” to customer service, no point at which you can say there is nothing left to improve. Indeed, the best customer service is provided by those companies that never give up looking for the better way no matter how successful their previous methods have been. While quantitative metrics are important for monitoring performance, pressuring sales associates with negative feedback - especially in the form of scores - is embarrassing and dis empowering.  A sales associate cannot be a great representative of a brand with whom he or she has a hostile or anxious relationship. Rather, create a culture of constant progress, where sales associates know that identifying areas for improvement will be a regular part of everyone’s work.  Make evaluations into a tool you give your sales associates to help them grow.
Create an Effortless Experience
The key to customer loyalty is an effortless customer service experience and Don’t exceed their expectations too.  An effortless experience is the key to customer loyalty.

Always believe
We don’t pay for the product; we pay for the experience, the exclusivity and the aspiration associated with it
What Green Wind Solutions Can Offer?
If you are looking for a strategy or marketing plans for your business or brand – we can help you. If you need a specialized marketing consultant, strategy consultant, brand consultant or business consultant -this is the place. We offer full support in creating long-term strategies, marketing plans, brand management and other services designed for luxury and premium brands. We support small businesses as well as well-known global brands.





Friday 26 October 2018


TELEPHONIC INTERVIEW GUIDE



In a world where jobs are no longer restricted by political and geographical boundaries, several companies today are conducting phone interviews to short-list candidates before calling them in for a face-to-face interaction. 

A phone interview has several advantages both for the employer and candidate. It is typically shorter than a face-to-face interview, allowing the interviewer to save on time. 

Is Telephonic Interview Needed?

Yes, Telephone interviews are a great way to screen applicants before a face-face interview. 
They may not be everyone's cup of tea, but telephone interviews have a lot of advantages. They are fast, easy to arrange and arm you with just the right level of information to begin whittling down your applicants.

Guidelines

  • An appointment to be set up with candidate, providing at least one week’s notice.
  • Make sure the contact number at which you reached the candidate is the number to be called for the interview. Also, coordinate the interview with the availability of Interview panels.
  • Schedule the interview calls for no more than 30 minutes.
  • Determine if all interview panels will participate in the interviews or if only one or interview panel will be asking questions.
  • Introduce all the interview panels present in the interview
  • Review the candidate’s application materials including any references prior to interview.
  • Prepare questions. All candidates should be asked the same questions. Determine the order of questions to be asked.
  • Reserve a conference room and test equipment (speaker phone). Make sure there are no conflicts with the room or interruptions. Keep your phones on silent mode.
  • Keep in mind that the lack of non-verbal communication is a limiting factor for both the interview panels and the candidate.
  • Call candidate at the scheduled time.
  • Introduce panel to candidate and briefly explain the interview process.
  • Plan adequately and ask the right questions in the limited time allotted.
  • Be sensitive to diversity. Try every reasonable attempt to screen for inclusion rather than exclusion?
  • Fill in the evaluation form only after the interview is over and not during the call.
  • If a candidate is not shortlisted, they need to be sent a regret letter. Candidates genuinely appreciate an indication of the reason they were not shortlisted from the pool.
  • Recommended Interview Structure for a 30-minute call



Time
Purpose of Question
Sample Question
3- 5 minutes
Verify information from resume
Why did you make that move? 2. How long did you hold a particular position?
10 -15 minutes
Determine qualifications,
interest in job and fit
What attracted you about this position? 2. Tell us about
a time when…
3-5 minutes
Answering questions from
candidate
What questions do you have for us?
3- 5 minutes
Next steps
We will be interviewing more candidates. You will be
hearing from us within seven business days.



















Sample phone screening interview questions

       Why did you apply for this position? Was there something specifically in the job ad that drew your attention?
       What motivated you to choose this career path?
       Are you currently working? If so, what period of notice do you need to give to your employer before resigning?
       The working schedule for this position is [X number of days – X working hours]. How flexible/willing are you to follow this schedule?
       Do you have experience using [X] software in any of your previous jobs?
       What are your salary expectations?
       Are you authorized to work in [X] area?

For the candidate, who has the advantage of remaining unseen, a phone interview allows the use of cue cards and cheat sheets, as well as access to the Internet.  

Here are 10 phone interview tips to help candidates to ace your phone interview: 
  1. Choose a good spot: Companies generally tell you in advance when they will be calling. Choose a room where you can speak without disruption. Shut out other noises like TV and radio, take the kids away and lock the room from inside. Ask your family members not to disturb you when the interview is in progress. Get a good phone -- preferably a landline. You don’t want calls to drop at this time.


  2. Keep documents handy: Get a hard copy of your resume and cover letter and keep it ready. Keep pen and paper handy to take down notes. You could even keep your laptop on in case you want to refer to the Internet. But take care to be discreet -- don’t hammer away loudly at the keys of your computer.


  3. Use a cheat sheet: One of the great advantages of a phone interview is invisibility. Prepare for expected questions in advance and jot down points on a piece of paper. Write clearly and legibly since you will be referring to it under pressure. Practice the answers to expected questions beforehand and prepare for any derivative question that may arise as well.


  4. Be in a positive frame of mind: This may seem odd, but smile! Though the interviewer cannot see you, it is not difficult to sense your mood over the phone. If you feel happy, bright and enthusiastic, this will reflect in your voice. Some experts also suggest dressing for the interview. If you think this will put you in the right frame of mind for the interview, go right ahead and slip into formal clothes.


  5. Do your homework: You’ve already visited the company portal while writing your cover letter, so you have a sense of what the organization is about. This may be a good time to go back to the portal and brush up on that knowledge. If you know the name of your interviewer, you could also search him/her on the Internet to learn more about him/her.


  6. Treat the interview like a face-to-face interaction: It is easy to fall into the trap of not taking a phone interview as seriously as a face-to-face interview. But remember, this is a process of elimination as well. It will be unfortunate if you were eliminated at this stage because you did not take the interview seriously enough. Prepare for a phone interview as you would for a face-to-face interaction.


  7. Ask intelligent questions: After he/she is done with the interview, your interviewer will typically ask if you have any questions. This is a chance for you to showcase your intelligence. You could ask questions on the role you are being interviewed for, company branding or its strategy to beat market slump. Asking questions that tell the employer you are serious about this role.


  8. Don't bring up salary: It is too early at this stage to bring up salary and perks. The company is still assessing your suitability for the job. Salary discussions generally take place in the final stages of the hiring process. So, hold your horses till then!


  9. Ask if the interviewer has other questions: Asking the interviewer if he/she has any other questions is a good way to round up the discussion. This will give him/her a chance go back to the list of questions and see if something has been left out. If there are no more questions, ask what the next step will be in the hiring process.


  10. Say thank you: Don’t forget to say thank you, even if the interview has gone badly. Some experts even recommend sending a short thank you note to the interviewer a day after the interview.
THANK YOU

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Thursday 25 October 2018


EMPLOYEE BACKGROUND VERIFICATION GUIDE


MAKE THE RIGHT HIRING DECISION WITH EFFECTIVE BACKGROUND VERIFICATION


Your Human Capital is Your Biggest Asset. Ensure Investing in the Best!


Background Checking

Background checks are important to know about new people we often meet in our personal, private or business life. After all, we often don’t know them fully yet have to forge some kind of partnership or relationship with them. Such associations may be good and enriching in some cases but not necessarily rewarding at all times. That’s why, you need to be sure of these people, their past history and everything that matters to you. 

Why Employee Background Verification?

The hiring of new employees can be sort of like walking a tightrope. It is important to find the right candidate with the qualifications and integrity to do the job, but in today’s hiring climate it’s impossible to accept clients at face value. To be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance.

What do background checks show ?

When most people think of a background check, they think of a simple criminal history check. A background check is much more than that. It’s the process by which you find your best candidate by looking at criminal records but also education and employment history, civil records, references, and more. Each is a critical piece of the puzzle. A background check helps your company stay safe through a criminal history check. It helps ensure applicants can do what they claim they can through employment and education verification. It verifies applicants are who they claim to be and aren’t wanted internationally. Background screenings, background checks, pre-employment screenings—call them what you will, they are always there to help protect your company, your employees, and your clients.

However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. The purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal.

Documents to be submitted by the Candidate

q Proof of Age
o    Class X Marks Card
o    Birth Certificate
o    Passport

q Proof of Identity
o   Passport or
o   Driving License or
o   PAN Card or
o   Voters’ ID Card


q Address Proof
o   Passport or
o   Driving license or
o   Voters’ ID Card or
o   Utilities Bill (gas / electricity / water / fixed line broadband bill / fixed line telephone only – not mobile), or
o   Bank / Credit Card Statement or
o   Bank Loan document (personal / housing / education / consumer durables only) or
o   Insurance Policy or Correspondence or
o   Tenancy Agreement / Hostel Receipt or
o   Society Maintenance Bill / Confirmation Letter or
o   Vehicle Registration Document or
o   Ration / Family Card or
o   Valid Proof of Address Card issued by the Govt of India.


q Employment Related Documents

o   Latest Salary Revision Letter or Offer Letter if there is no salary revision after joining
o   Experience / Service Certificate
o   Offer / Appointment letter
o   Relieving Letter or Acceptance of Resignation Letter
o   Confirmation of Employment Letter
o   Evidence of redundancy / retrenchment
o   For gaps in employment due to medical reasons: letter from recognized medical practitioner / hospital


q Educational Documents

o   Final Degree Certificate
o   Education Mark sheet / Highest Education Certificate/ Passing Provisional Certificate
   
q Medical Documents

o   For differently able candidates Medical Certificate from government medical practitioner
o   Recent Full body check up report 

Criteria's

1.     Proof of Age

2. Address Verification
  Permanent Address

3. Education Verification
  Class X
  Class XII
  Bachelor’s, and Master’s and Doctorate levels

4. Reference Verification
  Nature and duration of Association
  Candidate’s Skills
  Candidate’s Attitude
  Candidate’s Performance, Result Orientation
  Candidate’s Strengths and Weaknesses
  Candidate’s Behavior and Character
  Any issues encountered

5. Employment Verification
  Duration of Employment
  Designation
  Salary
  Reporting Manager Details
  Performance and Professionalism
  Reasons for Leaving
  Eligibility for Rehiring
  Any issues encountered

6. Police Records

How should an employee prepare for a background check?

If you're job hunting, you need to be ready for a potential employer to thoroughly check your background. It's always a good idea to be aware of any red flags that might be on your record, so you can plan accordingly on how to handle them. The best way to prepare for an employment background check is to know in advance all the information an employer might discover about you. Knowing that many employers will likely look into your history before formally offering you a job, there are several steps you may want to take:

Research your own history, including employment dates, job titles and salaries, so that you are able to provide complete and accurate information to the employment screening company.
Clean up your social media profiles and check your privacy settings
 Keep good records of your academic history and past employment
Have a copy of your resume handy, along with the best phone number and email address for the company to contact you at if they have questions regarding the information that you’ve provided.
Get copies of your records. E.g: driving record from your state’s Motor Vehicle Department, credit score, criminal records if any
 Be honest: If you know of something that may come up in your background check that could be a concern, discuss it with your potential employer. If you are specifically asked about your past in an employment application, be honest.
Let your professional references know they may be contacted

Background Verification Forms

Company Details

Employment Verification Form

Date: __________________________________________Candidate Name: ____________________________________

Position: ________________________________________Reference Checked By: ______________________________

Name of Reference: _______________________________ Company: _________________________________________

Title: ____________________________________________ Phone: ___________________________________________


What was your relationship with the candidate?

______________________________________________________________________________________________________________________________________________________________________________________________________________________

Did you directly supervise her/him?

______________________________________________________________________________________________________________________________________________________________________________________________________________________

What was the candidates’ title?

__________________________________________________

Dates of employment?

__________________________________________________

What were the candidate’s major job duties?

__________________________________________________

How well did the candidate relate to others on the job?

__________________________________________________

What were some of the candidate’s strengths?

__________________________________________________

In what areas did the candidate need improvement?

__________________________________________________

How would you evaluate the candidate’s work habits such as attendance, punctuality, dependability, and observance of work rules?

_______________________________________________________________________________________________________

What was the candidate’s reason for leaving?

______________________________________________________________________________________________________

Would you rehire the candidate?

_______________________________________________________________________________________________________

Thanks & Regards
HRD


Company Details

In Person Background Verification Report

Reference check conducted by_________________________________Date Visited____________________________________

Address Visited: _________________________________________________________________________________________

Name of Candidate_________________________Position Applied____________________________ Phone________________




Observation Report

How long has the Referee known the
candidate for?



List information obtained about candidate's
strengths



List information obtained about candidate's
weaknesses




Final Recommendation:

 

         Go ahead with the Job Offer     Withhold the Offer


Make additional comments in the space provided citing any examples that will help us understand your recommendations

___________________________________________________________________________________________________________

__________________________________________________________________________________________

__________________________________________________________________________________________



Signature of the person conducting Reference Check__________________ Date_________________



Company Details


Explanation on Background Verification

Dear_____________,

Thank you for your interest with our Company. Your application for employment is currently in progress. We had a few clarifications with regards to the below points:

1._____________________________________________________________________________________________________

2._____________________________________________________________________________________________________

3._____________________________________________________________________________________________________

We request you to help us with the clarifications above. We would appreciate if you could get back to us within 10 working days, to help us complete the background verification process.

If any information given above is inaccurate or incomplete, request you to contact us immediately so that the corrected information can be reviewed prior to an employment decision being made.

Looking forward to your response.


Regards


Team HR



Background Verification Failed Notification


Dear___________

We appreciate your interest in our company and the time you spent in the interview process.

After careful consideration, we regret to inform you that we have decided not to progress your application further. This decision was influenced in whole or in part by the background verification report.

In case of any clarification with this regard, please feel free contact Mr_____________ on __________________


Regards



Team HR


THANK YOU




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