You are endlessly approving job fairs and campus drives, constantly in an argument with the board members why it's you are not able to hire enough people on time for a new project or line of business. But it’s an open secret that your are limited in your ability to reach out to candidates - the board members know it too.
There are umpteen advisors out there who’ll tell you how to improve hiring, they are also likely going to list a number of things for you to implement in the recruitment process like:
However all of these are expensive and is going to affect your bottom line further. Also you’ll have to change your current hiring strategies - call your recruiters for a meeting and ask them to do a research on how you could implement all this. Too much hassle?
You could do it in under three steps without affecting the cost structure in your hiring process.
Wouldn’t it be better to tap into a fresh pool of candidates without setting up job fairs?
High employee turnover doesn’t have to be the norm for call centers. Moreover, fostering a healthy, happy, and productive company culture will most definitely help with increasing your call center’s employee retention.