You’ve had your call center openings posted for weeks. While a few resumes have trickled in, you’re not seeing the level of interest or quality you expected. It’s frustrating when you know the work is steady, the team is solid, and the opportunity is there. In a tight labor market, even one outdated hiring practice can cost you the attention of top-tier candidates. Attracting skilled call center professionals takes more than just a job title and a paycheck. Today’s candidates are looking for something more. Understanding what today’s job seekers value is the first step to improving results.
1. Low Starting Pay or Limited Benefits
People work to make money to pay their bills and support their families. They won’t apply for a job if it doesn’t pay enough. As people progress in their careers, they develop knowledge, skills, and experience. These things make them more professionally valuable. If the compensation you offer doesn’t match the skills and experience you seek, then you won’t get the number of applicants you are hoping for.
It isn’t all about salary, though. Today’s workers understand the value of a benefits package. If you can’t compete in the job market on salary alone, a comprehensive benefits package is a must. Top candidates may be willing to accept a lower salary if they can enjoy several desirable benefits.
2. Outdated or Unclear Job Descriptions
When was the last time you revised and updated your job descriptions? If it has been a while or you can’t remember, you are overdue. Updating your job description keeps it fresh. If you’ve had your listing posted for some time, a new description helps you gain attention from people who have already seen your posting. New descriptions also keep your postings relevant to your target applicant. You need to speak directly to them so you retain their attention and encourage them to apply.
3. Lengthy or Complicated Hiring Process
Today’s technology should make the application process easier, not harder, for applicants. If your application process is lengthy or complicated, your applicant drop-off rate will increase. There are a few common mistakes that call centers make:
- Requiring applicants to go to a second or third-party website
- Requiring a resume upload and manual information entry
- Require too many rounds of screening
4. Negative Online Reviews
Before top applicants apply for a potential position, they do their research. Part of this involves reviewing online reviews. In addition to customer reviews, they will also read comments from current and former employees. If your company has negative employee reviews, these will discourage top applicants from considering your open positions. Don’t make the mistake of trying to push down the negative reviews with positive ones. Instead, take the negative feedback and use it to make improvements that address the issues.
Attract Top Candidates
If your call center isn’t attracting the right candidates, the solution may not be posting more job ads. The most qualified call center professionals have options, and they won’t waste time on outdated, underwhelming job opportunities. By identifying and correcting what’s holding your job postings back, your call center can begin attracting the caliber of talent it truly needs.
Let BOS Staffing help you get there—contact us today.
