“There are rich call centers, with big budgets and huge recruitment teams. There are poor call centers with small budgets and just a few people. Then there is 50 feet of crap. And there is us.”
I conducted a Recruitment Analytics Training yesterday and shared one of my methodologies. Based on the movie (and book) Moneyball, I talked about how to be successful you need to find undervalued candidates who other call centers have passed on.
“If we try and play like Convergys in here (with our recruitment efforts), we will lose to Convergys out there (on the streets looking for talent)”.
So we need to boil down the recruitment process to the one thing most important for our business in every single employee.
Some of my points:
- We spend too much time looking for trainable skills like Good English, Good Communicators and Good Interview Takers.
- We need to stop hiring job hoppers and people looking to move up without having paid their dues.
- The one skill set we cannot teach, that we need to start making our top priority… is dependability.
- Will they show up on time every day for work is the single biggest need we have.
So that’s the one personality trait we are placing at the top of our recruitment process. We need to probe and dig and research, to find out will they be someone who will show up for their shift everyday.
That’s our “get’s on base” metric like in MoneyBall. We can’t help the customer if we are not at work ready to help the customer.
HR & Recruitment Analytics – The recruitment and retention of top talent is the biggest challenge facing just about every organization. DMAIPH is a leading expert in empowering HR & Recruitment teams with analytics techniques to optimize their talent acquisition and management processes. Contact DMAIPH now at analytics@dmaiph.com or connect with me directly to learn how to get more analytics in your HR & Recruitment process so you can rise to the top in the ever quickening demand for top talent.
Decision-Making, Analytics & Intelligence > Philippines 