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Article : How to Write an Award Winning Entry – Individual Awards

Every year we at receive hundreds of entries for individual awards which cover everything from front line professionals to leadership. What is important is that you should stand out from the crowd. It’s like writing a CV/resume except you have to convince judges you are the best and worthy of getting to the regional finals. Below we share some good and bad examples. In order to protect the identity of entrants, we have modified some of the responses.

To assist you here are some things you should know about the application and judging process.

Background Questions

There are several questions which aid judges in getting a ‘feel’ for your company and business. These are referred to us as ‘background’ questions and judges purely use these in this manner. You are not judged on these, however, the more information you can provide where we ask for detail, the better if it helps understand the background.

Judged Questions

For individual awards, these are questions where we ask you to share information about your roles, responsibility, achievements and aspirations. These are where you really need to shine.

How Judges Score Each Entry?

Firstly, it is important that judges do not know who you are or the name of the company you work for – this avoids potential bias. Second, the judges who score entrants from your region are in a completely different part of the world and it is unlikely the judge will have had any contact with your organization at any time. Third, judges are randomly assigned entrants and several judges score the same entrant and averages taken to finalise the scores.

A judge will rate your entry based on this system. There is a N/A should an answer not be relevant for any reason. As you will notice, judges are looking for entries that exceed expectations and entrants who consistently are rated this way by judges are the ones who typically get chosen to participate in the regional awards conference.

To assist us, Judges also add comments from time to time using the link Judge: please add any comments that would be relevant

Now Onto Some Good & Bad Examples

1. Entry for Best Sales Professional

Question: What achievements have you accomplished in the last year for your center in terms of sales?

Good answer:

For the financial year of 2019, I accomplished 130% of my sales target (Target 960: Actual Sales 1250)

Very Good Answer

At our center, our sales results are measured by three criteria, the first being the approval to funded ratio, the second, year to date funding, in dollars, and third sales consistency. In order to receive a bonus, we must hit our monthly approval to funded target of 43%. In 2019, I exceeded my monthly sales targets hitting an average approval to funding ratio of 55% which culminated in a total mortgage book value of $78 million. I also funded the highest number of deals, 381 vs 314 for the next runner up who is also a very strong sales agent. Every month, I have been consistent in exceeding my targets and in April 2020 I had my best month where my approval to funding ratio was 60.53%!


2. Entry for Best Leader

Question: Tell us about a specific time when you were in a leadership role and were faced with resistance.

Poor Answer

I was never faced with resistance. However, some might disagree with my approach to certain call center developments and plans. Setting priorities might be a place where I faced several challenges.

Good Answer

I don´t remember a special situation in which I have been faced with resistance. I am lucky that I have a team behind me that accepts and supports my decisions. Resistance could only appear in times of changes, for example with the implementation of new procedures, targets or approaches. It is very important to explain the reasons for the change to the team in advance and to discuss open questions together with them. If they are well informed and understand a decision, they are more likely to support it and to deliver constant high performances. One of the most challenging tasks here is to always keep the right balance between fulfilling the requirements of the partner and the needs of the employees.

Very Good Answer

I introduced the concept of Speech Recognition to the company. The initial response was lukewarm with many Executives very weary having had very bad personal experiences with Telcos and Taxi companies. I set up a ‘Lobbying Committee’ of 4 Contact Centre Support staff team members. We placed the name of each Executive on a whiteboard and laid out their background and reasons for their opposition. We then brainstormed how we could address their arguments. Each Executive was assigned a Contact Centre person who would best ‘connect’ with them. We also sent all the Executive a copy of a segment of Seinfeld episode that clearly explains that Speech Rec is so much better than a traditional IVR. Just to get their attention!

It took us 10 months but we finally reached a compromise of launching a Speech Recognition initiative but only as a first ‘auto-attendant’ stage. We then launched a stage 2 and have just received approval for a ‘Speech ID’ and ‘Speech Verify’ solutions (please refer to question 29 for more details). The key about ‘resistance’ is to engage, listen and to use ‘counter-point’ their every point with their own arguments. Compromising generously and launching ‘pilots’ instead of a full-scale implementation are two approaches I often take.


So, Key to Your Success!

As you will see the differences are stark between poor entries and exceptional ones. Just like applying for a new role or promotion, you need to ‘sell yourself’ to the judges. If you were interviewing someone and their response to a key question was short you compared to another applicant who gave a full response with great examples to illustrate their success and motivation, who would you hire?

So, when you submit your responses make sure you include great information, relevant information that will set you apart, otherwise you will fail to impress in this, one of the greatest award programs in the World.

If you have supporting documents attach them where relevant but remember to strike out any company names or personal names in documents.


Only where we specifically ask, use your name and company name – all other answers make sure you delete or remove your company and personal name and replace with ‘company’ or similar so it still makes sense.

Today's Tip of the Day - Simplicity, Simplicity, Simplicity!

Read today's tip or listen to it on podcast.

Published: Tuesday, December 1, 2020

Printer Friendly Version Printer friendly version

2022 Buyers Guide Recruitment Products/Services


Automated Language Testing
Emmersion offers automated assessments to quickly and accurately test speaking, writing, and grammar fluency in 9 languages and counting. We help contact centers improve CSAT scores by screening for top talent and retaining top performers.


HireTrax, MainTrax's standalone pre-hire virtual interviewing solution, automatically analyzes the behavioral characteristics found in each candidate's VOICE to help you select reps better suited for the specific job at hand. After all, agents speak with your customers for hours each day so it's vital they possess the behavioral characteristics and personality traits necessary to be successful. By picking those with tendencies of empathy and positive behavioral traits, you'll have a higher caliber of candidates who will perform better on the job and stay.

Orion Learning Services Inc.

Assessments for Recruitment, Talent Management, Succession Planning
Looking for assessment tools to help you recruit faster, better and more accurately?

Orion Learning offers a full suite of assessment tools designed to target and report on candidate potential. Our tools are used for recruitment, talent management, succession planning and coaching/mentoring. All of the tools are delivered online and the reports are available online and will provide you with an amazing view of the candidate/individual's potential, interview questions, coaching/mentoring steps and much more.

If you're looking to find the candidate/individual with the highest potential, call Orion today!


VADS Recruitment Services
VADS Indonesia provides a recruitment process with strict selection with various requirements according to client needs. VADS Indonesia also has a database of trained candidates so that it can meet the agent needs quickly and in large numbers.

SalesMatch Ltd

Contact Centre Behavioural Assessments
SalesMatch is an intelligent web based sales and contact centre behavioural assessment platform. It is based on the well known, tried and tested DISC psychometric theory, used by thousands of organisations round the world.

- Reduces Agent Attrition - By selecting the right agent for the role
- Increases Performance - By matching the character profile to the task
- Reduces Time Off - A well matched profile to the role reduced work
- Reduces Recruitment Costs - By early identification of the right candidates

Putting the right person in the job role has become the key focus in the drive...
(read more)

TactiCall Recruitment Services

TactiCall Recruitment Services
Permanent Placement
Temporary / Labour Hire / Contingent and Contract Hire
Recruitment Consulting Services
Assessment Centre Design and Facilitation

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