Call centre recruitment — Your operators are critical to your system, but they’re not just cogs

To understand who’s cut out for a call centre, you really need to have spent years in the industry. We have. 12 years, to be precise.

And we have the retention rates to prove it — for the likes of MLC, St George Bank and Ricoh. These companies operate huge call centres, and accept nothing but the best.

Our secret? Well, it’s no secret really. We simply work hard and focus on the recruitment methods that work. Like networking. In fact, we operate 3 Candidate Resourcing Centres across Australia. From these local operations, we’re able to very effectively network with local call centre candidates. (There’s a lot of talk, these days, about the power of the internet and virtual commuting, and so on. But when it’s all said and done, just as there’s no substitute for true networking, there’s also no substitute for a local presence.)

And when we say “networking”, we really mean networking. We call every one of our candidates once a month, or so, and have a good chat. They know us by our first names, and we know them by theirs. We catch up. We don’t go see ‘Sex and the City’ together, but we do get along nicely. So when they’re in the market for a new job, we’re the first name that comes to mind. And even if they don’t happen to let us know — which they usually do — we’re in such regular proactive contact, and we have such good network contacts, that we always find out almost immediately anyway.

Plus — and this is vital for call centre recruitment — we run very visible marketing campaigns in universities, on the web and in the traditional media. So if we don’t have someone in our existing network who fits the bill, it won’t be long until we do.

If you’d like to find out more about how Superior Recruitment is different and — more importantly — how that difference will help you find a call centre operator who was made for the job, give us a call on 1300 445 920.