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Hitting the bull’s eye with your recruitment strategy requires consistently adjusting your aim until you find the sweet spot. It’s a process that takes time and it’s always a good time to start.

No matter how successful your business is, you’re going to have staff turnover. So you’re going to need a winning recruitment strategy.

You can’t control the fact that employees will leave, but you can control your recruitment strategy. There are bound to be candidates out there who simply don’t fit the bill but look good on paper. A winning recruitment strategy means hiring people who are the perfect fit for your organisation and are less likely to leave.

Just like a sunflower, employees need to be watered and nurtured to grow. The potential for them to grow rapidly and impressively is there, if only they are consistently watered and nurtured.  The potential for such rapid growth starts with their roots. If the correct foundation is not built for the employees, you cannot expect them to reach their full potential. In fact, wellness is so important that if it is ignored, you may find that just like a sunflower follows the sun, your employees will turn to other companies for brighter employment conditions.

The concept of the global village asserts that due to the development of mass media, telecommunications, global travel, and the internet, we are now able to view the globe as a single community. Instead of distance being a great barrier, it is now simply a geographic detail.

From KPI’s to digital transformation, from shifts to company culture, contact centre recruitment is specialised and nuanced. It is counter-productive to solicit labour law advice from an environmental lawyer in the same way that it is counterproductive to task contact centre managers or general recruitment agencies with the specialised recruitment of contact centre agents. The optimal solution is to assign the task to the most specialised party.