Nowadays, analytics are everywhere. Big data, AI (Artificial Intelligence), BI (Business Intelligence) and what not, there are so many technologies out there that are promising to change the way businesses are carried out these days. The same is true for the call center industry with so many promising analytics solutions available in the market that can be used for improving day-to-day call center operations. However, most companies which carry out their call center operations in-house remain unaware of such tools. This is the main reason why they struggle to manage their workforce and (the biggest disadvantage) are unable to learn how to improve their business operations from customer contacts.Continue reading
Call center industry blooms only with the qualitative service and the services can only be better when the BPOs hire exceptional and intellectual agents. To achieve this target it has been observed that most of the call centers hire professional or a third party that easies the process and outsource a candidate that can be perfectly measured with the client’s requirement. But there should be a great care taken by the individual human resource team in the contact centers and prepare themselves with the tactics of hiring the best in no time.
Here are some of the tips and suggestions that can help the BPOs to deliver call center services with the recruitment process:
A) Make sure that you explain the job descriptions to the consultancies and to the candidates before the interviews are conducted. This is important to judge the interest of the candidates in the exact profile you need agents. It also helps the candidates to prepare a little so that the process can be completed within a small period.
B) The human resource team should have the experience to read the psychology of the candidate. Assessment can be made successful if they are skilled with questioning techniques. As call center services is all about communication skills, make sure that the candidates is capable to speak in a fluent manner and handle the pressure of the industry.
C) If the candidates are experienced make sure you inspect all the documents and review the CV. Look at the experience in the relevant industry and how stable the candidate is. If the candidate has no stability then hiring the same candidate can be a serious loss of time and efforts.
D) Look at the potential of the candidate. A good candidate should be hired even if he/she needs to be paid a little more. As the attrition rate of the call centers is high, it is important that the candidates are kelp engaged by any means. A better candidate can deliver better call center services.
E) Try to appoint the candidate in his areas of interest. There would be some candidates that are dedicated to some special subject matters only. If you can judge the potential of that person may be you are justifying that and the performance level would touch the zenith of excellence.
It is simpler and easier to follow these steps to make a resource to an asset.