tag:blogger.com,1999:blog-2257117359936519008.post8056768243555569937..comments2024-02-02T14:00:54.067+08:00Comments on The Geeky Guide to Nearly Everything: [Call Centers] Rethinking Recruitment - A Strategy DiscussionRocky Sunicohttp://www.blogger.com/profile/10499013104520746618noreply@blogger.comBlogger4125tag:blogger.com,1999:blog-2257117359936519008.post-64101656633471093922011-08-07T06:19:25.560+08:002011-08-07T06:19:25.560+08:00Glad you appreciated the post Elmer! Stay tuned fo...Glad you appreciated the post Elmer! Stay tuned for the next installment!Rocky Sunicohttps://www.blogger.com/profile/10499013104520746618noreply@blogger.comtag:blogger.com,1999:blog-2257117359936519008.post-7329932817972070942011-08-05T00:14:45.277+08:002011-08-05T00:14:45.277+08:00Wow, an in-depth analysis of the call center's...Wow, an in-depth analysis of the call center's recruitment process. Cool. I want to add some input but I'm not really into recruitment. But based on experience, call center agents apply to another center call center because their friends told them that it has higher pay. That's basically it. Applicants would endure anything just to get that "rumored" higher salary package :)elmerlovesoreohttps://www.blogger.com/profile/08444099790697069896noreply@blogger.comtag:blogger.com,1999:blog-2257117359936519008.post-21228787033568165742011-08-04T03:19:22.916+08:002011-08-04T03:19:22.916+08:00Yeah, I'm thinking about discussing lead sourc...Yeah, I'm thinking about discussing lead sourcing strategies in my next recruitment-related post. The marketing gimmicks are cute, but I'm not sure what the ROI is like for these initiatives. In terms of the data that I've seen, best bang for the buck remains to be your internal referral programs and leveraging incentives there instead.Rocky Sunicohttps://www.blogger.com/profile/10499013104520746618noreply@blogger.comtag:blogger.com,1999:blog-2257117359936519008.post-3480667300438359822011-08-03T20:15:34.722+08:002011-08-03T20:15:34.722+08:00This is actually an interesting read, especially f...This is actually an interesting read, especially for one who's currently on the process of being interviewed by these HR personnel. :)<br />I have to agree that these recruiters should be calibrated with OPS and the account they are interviewing for, because most often than not they lack the proper profiling skills to put the right agents where they belong. I should know, I was put into a sales account before, even though I specifically made it clear to the interviewer that I don't do well in sales and is more of a tech troubleshooter.<br />I think calibration with operations processes will give these recruiters a better understanding of what they're really looking for in an applicant, instead of asking the age-old questions in the initial interview like "how can you explain the color red to a blind person?". These questions are getting old, and to be honest, they really don't apply much to the job. This can be beneficial to the agents too. If an agent feels he is well-fitted to his account, chances are he or she will perform and produce numbers. This can also help minimize the attrition rate-a problem with most call centers these days.<br />It's also interesting to note that many call centers right now are engaging into other marketing gimmicks to attract applicants. Referral promotions are no longer the hype. From free McDo breakfast meals, to winning a free cellphone or iPad, it's like going to a raffle instead of a corporate interview.aLpoTsK!ehttps://www.blogger.com/profile/01234674997042273069noreply@blogger.com