We all agree that telework was not a pleasure for many during confinement. But we must not put a cross on it because of this difficult period. Many Canadians were looking for a job in telework before the crisis (at least partially…) and this will be even more the case after the crisis!

It’s up to you to adapt to this demand, and you’ll find some advantages as well. Why should you succumb to the benefits of telecommuting? Let’s see…

1) Because your employees are asking for it!

The main benefits of telecommuting for employees are well known:

• Less travel time and cost (and traffic stress bye-bye)
• Work-life balance (thus an increased opportunity to organize their time)
• Positive impacts on family life (eating together at lunchtime or going for a walk during breaks, for example)

“79% of Canadians who have been teleworked would be satisfied with their experience, according to a Léger survey conducted at the end of April.”

2) Because it increases their productivity

• 90% of employees think they are at least as productive as in the office
• 55% even think they are more productive in telecommuting.
• Surprisingly, the opinion of employers is the same: 65% of companies notice an improvement in productivity among their employees in telework.

Letting an employee work in telework as he wishes would be positive on his morale as well as on his sense of belonging to the company, hence an increase in his productivity, beneficial to you also employers.

3) Because it costs you less

First of all, telework obviously saves money on office rent.

But it can also reduce the number of employees. One can think of employees dealing with material resources, receptionist or cafeteria employees.

But not only: 36% of employees would agree to accept a lower income if they were allowed to work remotely, according to an Indeed study. 

4) Because it’s good for the environment

If you have an environmental awareness, the idea of telecommuting should also appeal to you because it is positive for the environment with the reduction of emissions related to journeys. 

5) Because it forces you to work and therefore to think differently

You want to modernize your business, find a better organization: telecommuting is not a hindrance, quite the contrary.

Telework can improve the organization of your business. Containment has shown that it has been necessary to adapt by finding new ways to communicate, hold meetings, or carry out one’s work more generally. And these adaptations could be real discoveries that will last even without telework, while it’s telework has allowed us to think about it… Telework actually allows you to have a different perspective on your business… What better way to get new ideas?

6) Because it makes recruitment easier

Telework also makes it easier to hire more diverse profiles, such as people with reduced mobility. But it also allows you to hire without geographical constraints. Hence a wider recruitment pool for you recruiters!

It also opens up international opportunities, which is very culturally interesting and can therefore help to bring new projects to fruition. And also accelerate your internationalization!

7) Because technology can make it fun

To talk about the many people reluctant to digital (the famous technouilles)… They quickly changed their minds about our saviors in containment times, whether it was Teams, Zoom or Google Meet for example. Even though the first meetings were more painful than constructive, we quickly realized that a telework meeting is not that bad… or even that it has advantages:

• There is no excuse for transportation when you are late, so there are far fewer delays.
• We also go much more to the essentials to avoid that it lasts too long with unnecessary chatter …
• And above all: you can stay in your pajamas downstairs!

Different digital systems put in place to communicate and collaborate within companies will be retained as they are considered more efficient than old-fashioned communication.

8) Because until the end of the COVID crisis, this is the most safe

It’s August and we’re still not rid of the Covid… It is up to us to learn to live with and therefore to adapt our businesses in a sustainable way.

Telework is a way to dodge all the measures to be put in place in the office, be it the wearing of masks, regular disinfection, distance, limiting the number of people in the premises…

And it also prevents contamination/containment of all employees if an employee is tested positive.

And let’s not talk about misfortune, but it would be useful to have employees totally ready to telework in case of re-containment…

Telework has shown that it is a very resilient way of working in the event of a hard hit… And the same goes for problems other than the Covid.

In conclusion, perpetuating telework is now or never

Enjoyed and sought after by employees, telecommuting should no longer scare you about the productivity or involvement of your employees. It can bring something new to your business and even save you money… why not to invest in new projects?

And to end with the persistent health situation: telework is above all safe…

Unemployment figures continue to shake recruiters to the bone. If you want to gain significant competitive advantage, you need to use strategies superior and different from your competitors’.  

You have 80 CVs in front of you and only one suitable person to interview.  Time for a reality check.  The best candidates you want to have on your team are working for someone else. You may have to lure them away from their current employer with enticing benefits and perks.   Be innovative with your strategies to recruit since there is a smaller pool of candidates available.

In a nutshell, when your competitors zig, you zag.  

OUTSIDE THE BOX RECRUITMENT TACTICS

HERE’S ONE TO THINK ABOUT – A RECRUITMENT CARD

Apple came up with a dynamic idea.  Every employee carries a recruitment card to give out to people who they think could be a great job candidate. The card contains the message, “You’re amazing. We should talk.” while on the other side it has a short phrase about how the person’s customer service was exceptional and that they could definitely fit well with working for the Apple Store.  It’s easy, limited cost factor and employees get to play an active role in building a team with spirit.

RECRUITING MESSAGE IN A BOX

Ikea in Australia slipped job descriptions and career information inside every box of furniture sold. The cost factor was zilch.   The outcome can speak for itself. Ikea received 4285 applications and 280 new hires. Kudos to the person who came up with this piece of ingenuity. Simple yet effective.

ALWAYS BE RECRUITING

Hand your business card to an especially helpful customer service person at a store or restaurant, explaining why your organization is a workplace of choice, and inviting that person to call you to explore available opportunities.

CREATE A RECRUITMENT VIDEO

If you love surfing but can’t get on a board, what’s the next best thing to do? You might be less enthusiastic to read up about it but pick out a video and watch Laird Hamilton, the greatest surfer in the world, and you are lost in the excitement.

Time to showcase your company. Take out your smartphone or video recorder and take candidates on a walk through your organization.  Videos give job candidates a taste of what it’s like to work at your company, especially with regards to office culture and structure. Help them to want to work for you and you will attract the best talent out there.

“Be so good they can’t ignore you.”  – Steve Martin, comedian and actor

With the March unemployment rate sitting at 5.6 per cent (March 2019), it’s not surprising that the job market is competitive.  

Above all, candidates can be choosy often juggling multiple offers. It’s a nail-biter for recruiters. 

With a smaller pool of applicants, it may take an organization a longer time to find the right person who meets job requirements.

And then we have the smaller companies struggling because they have fewer incentives to offer because of limited funds not to mention the lack of a visible brand.

Recruiters dig deep to pull out ways to jump over the many hurdles.  So here are a few suggestions to throw into the pot.

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Stretching out the hiring process can be a losing game

Research conducted by the Addison Group, a leading professional job search firm in the United States, is a shocker:

“70% of job applicants will lose interest in the role they’ve applied for if they don’t hear back from their potential employer a week after their final interview. “

We tend to think that we have time to do this, that or the other thing.  But this is not the case during recruitment campaigns when unemployment is low. 

To clarify, good candidates will move on if it takes too long for a recruiter to decide and will head for the competition that’s waiting with open arms.

When you find a star, make sure they know you want them and move mountains to make it happen.

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Ace your job posting online

If you want a candidate to click on APPLY when you post online, you need a drawing card.  For example, there are recruiters using the whole deck of cards with their creative genius. 

When demand exceeds supply, the ride gets a bit rough. Before that all-important click happens, there are the basics to consider. So your job posting must catch the eye of the reader.

Here’s a great example of a tight and explicit snapshot of Company X.  It doesn’t take much to see that this company is playing with a full deck by laying out the positives in the job description:

• A Canadian-owned company that cares
• The biggest independent Internet Service Provider in Canada
• Competitive Salaries plus premiums
• Health benefits, FREE snacks & drinks and much more
• An equal opportunity employer committed to increase diversity
• One of the recipients of the Canadian Employer of Choice for 2014-2018

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Job description: a yawner?

If your company’s job descriptions are high-quality and personable, the candidates who reply to them will be too. As a result, give your job ads a makeover and see if you hear from the kind of talent you want to attract.  Consider these pointers.

• Be sure to use the most relevant keywords in the description so that search engines easily find the type of position you’re offering.  For example, if you’re looking for a Client Advisor with extensive experience then it would be best to put in the job title, Senior Client Advisor.

• Stand out from the crowd.  Well, this is a key issue. Look at similar job postings to see how you can catch the attention of the talent that’s out there. Or use C3Job to improve your recruiter brand.
  

• Share key information about your company’s culture, values and what the job really looks like.

• Put a little fun in your write up.  Be honest.   If it’s stiff and boring, the talented ones will rank you low on their scale. You want a potential newcomer to say, “Now that’s the place for me”.
  

• In conclusion, many job seekers are hunting on their mobile. Keep the job description short so it’s easy to read on a small screen.

“It’s hard to beat a person who never gives up.” – Babe Ruth

Why do some recruiters perform better than others in the search to recruit qualified Call Center candidates? And how HR Marketing can help you to attract qualified call center candidates and reach your recruitment needs.

Recruiters are having a tough time of it these days. Quebec’s labour shortage affects all business sectors. Call centers are no exception. 

Many recruiters are still trying to work out an appropriate strategy for their call centers and finding fresh talent has become scarce. Some decide that a recruitment strategy is a time-waster while others are adapting and creating innovative campaigns

Have you ever put yourself in the shoes of a candidate these days? With a simple click on the Internet, the individual has access to a slew of job offers. It’s like buying a new phone, a new car, new clothing or shopping for a new relationship. You will define what is most attractive for you, shop then choose your best option? You will compare the comments and then search for the nearest store? What’s the price? And if you don’t find what you’re looking for easily in the first store, you go to the next one.

We are in a market where we cannot let the call center candidates go to the next one. Qualified candidates are more difficult to find.      Therefore, we must  1) attract the attention of the candidates, 2) entice them 3) convince them and finally 4) retain them.

But one wonders how we can attract, entice, convince them or even how to retain them?

1. ATTRACTING CANDIDATES

When you fish, you need bait because you know fish want to eat. Same rule applies when you are recruiting.! Do you know what your current employees prefer in your business? Take advantage of your real strengths to recruit call center candidates. If you don’t know what’s most important to your employees, it would be a good time to do an internal survey.

Need advice on how to improve your job offers?

2. ENTICING THE CANDIDATES

When you go on a first date, will you start talking about your negative traits? Your date will run for the hills. In the same way, you wonder if the other person has what you are looking for. In today’s market, you need to focus on the basics while keeping your corporate values in mind.  

To entice candidates, you must create interest in your business

Showcase your business highlighting the perks you can offer. The small details that we sometimes disregard may be the clincher:

• Do you have free coffee for all employees?
• Is there a discount on a gym membership?
• Does your company organize events to build camaraderie among your employees?
• What do you have that the competition lacks?

Want more ideas how to entice and recruit call center candidates? C3Job allows you to highlight your strengths through a recruiter interview allowing the candidate to visualize himself or herself in your company!

3. CONVINCING CANDIDATES

A satisfied employee can convince a possible candidate in the same way that a current disgruntled employee can influence the decision of a potential candidate.  A business with a friendly and dynamic atmosphere is essential.

Do you have an employee who is leaving your company? There is an invaluable lesson here.  Find out why, analyze the reason and formulate a solution to the problem. We all know that today a brand image can influence candidates.

In addition, ask a candidate why he or she has refused your job proposal.  And why was another company chosen over yours? The more you know, the more you will be well armed for your recruiting campaign.

4. RETAIN NEW EMPLOYEES

Once the ball is in your court, it’s up to you to make the right next play to hold onto your new employees.

A good orientation and training plan for new call center candidates is paramount.  Employees must feel committed and supported so make sure your vision and goals are clear.

RECRUITING TODAY IS A minute to minute BATTLE !

Are you sure you are up-to-date and adapted to the new market? A company with a high turnover rate is ultimately undergoing additional training costs and a loss of time and money for the company.

To attract the best talent, write your job offers with your candidate in mind.  When there is a choice between several jobs, make sure your company stands out so that he or she chooses you!

At C3Job, we can help you improve your job offers and recruit call center candidates in your Customer Contact Center!

Here’s an example of write up on your Customer Contact Center would look like

Our interview with Marc, Director of Talents and Cultures, at you company will give you all the reasons why you should apply with us.

Interview with Marc Tremblay

Recruiter at your company for three years

Member of the CHRP

Passionate cyclist

Find all your company’s job offers

Hi Marc . Can you quickly introduce us to your company and your career path?

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If I were a candidate, what would be a few good reasons why I should apply to your company?

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What advice would you give to a candidate who would like to apply to your company?

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What is the selection process? and orientation?

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Thank you, Marc. What do you like most about your company?

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Are you interested in applying for with your company? 

All offers are on C3Job

Are you recruiting for your Customer Contact Center?  Take a minute to listen to our brief video explaining how we can help you meet your recruitment needs. 

To meet your recruiting needs, contact us!

Also discover all the good reasons to choose C3Job

When you are looking for candidates for your Customer Contact Center and Call Center, discover the best reasons to choose C3Job for your recruitment needs!

1) C3Job is specialized

Since its creation in 2003 (yes, we’re already celebrating more than 15 years in operation), C3Job has dedicated itself to Customer Contact Centers aiming to promote careers in this field.

At C3Job, we sincerely believe in the opportunities offered by jobs in call Center or in customer Service. Whether it is for a career or a temporary job, these are jobs that allow you to learn a lot and that can be the gateway to many interesting companies.

Using C3Job as a specialized site for your customer Contact Center is your best option to reach your recruitment needs!

2) C3Job has the human touch

As a job site, the strength of C3Job lies with its team of fantastic individuals readily available to give you a hand. From posting your job offer to following up with candidates, our team will take care of everything for you unlike some job boards that make you do all the work.

No doubt, the recruitment landscape is a totally different beast to what it was say ten years ago. Recruiting is much more of a challenge today. Not to worry. We can offer helpful tips to improve your job ads ensuring greater success.

In short, we will be there with you from start to finish to guarantee a satisfactory outcome for your recuitment for your Customer Contact Center.

3) C3Job has qualified candidates

We asked our customers why they chose C3Job for their recruitment needs.  Here’s one answer:

“With C3Job, I get CVs from candidates who have either experience in this line of work or who are interested in the field. With the general employment sites, I get a lot of applications that have nothing to do with my offer and I have to spend my time sorting…”

We have the best resources for your job openings – our candidates.  We send to them each day notification of new job offers available in Customer Contact Centers.  Let’s include yours as well!

4) C3Job is the market leader

It has already been more than 15 years since we started to promote offers for Customer Contact Centers! This gave us time to grow brand awareness with the candidates and the recruiters. Take a look at the list of companies that publish on our site to give you an idea!

5) C3Job is easy, fast and economical

You’re looking for candidates for your call centers but you want it to be easy, fast and economical.  C3Job understood especially the importance to act quickly so that you have access to the top talent out there.  Essentially, we want you to have the best possible experience by choosing C3Job for your recruitment needs.

Easy

We take care of everything for you even formatting the text or any configuration required! Send us what you have prepared and we will take it from there. Stop for a minute and Watch our video to get a better understanding of what we do.

Fast

Your offer can be online right away. You will start to receive applications from qualified candidates immediately.

Economic

Our pricing is competitive  whether it is for one job posting or for a package adapted to your needs! Find out more here

Are you looking for candidates for your Customer Contact Center but have difficulty to reach your goals? Candidates are scarce in the current market.  In the face of critical talent shortages, your job offer must be prepared in such a way that it will attract the highest quality candidates! If you want to reach your recruitment objectives, you have to improve your Customer Contact Center job postings!

For your Customer contact Center needs, contact C3Job. We can help you!

1) Job Posting ≠ Job Description

A job posting is different from a job description!

Candidates must want to apply for your job offer and so you need to be clear about your expectations.  In a job market where the number of candidates in Call Centers and Customer Contact Centers is low, you should sell the job by highlighting its benefits!

2) Highlight the advantages of the position

Start your offer with the benefits of the job for the candidate. Today, job offers are read quickly like everything else on the Internet. You have only a few seconds to catch their interest.  Start with the strengths of your offer and no doubt there are many!  For example, choose the most important items from the list below (in the order that suits you):

• The salary
• Schedules (full-time, part-time…)
• Job location (Down town, close to a metro…)
• Other benefits (group insurance, pension…)
• Anything that can pique their interest (free coffee, possibility of teleworking…)
• Your corporate culture (teamwork, career development, internal training…)

3) Choose wisely the job title

Give careful attention to the title and the content of your offer. keep in mind that the title of the job posting does not necessarily have to match the title of the job description. Avoid “Call Center Agent”. Be innovative.  You want to stand out from your competitors.  Look at the examples on our site at   job titles on C3Job for ideas. You can also include some of the benefits listed in the previous paragraph and drop them in the title to improve your Customer Contact Center job postings!

4) Check the requirements of the position

No one fits a job description perfectly, and there is no such thing as the perfect candidate.  Do not discourage applicants who might suit the job by listing requirements you really don’t need. In addition, many candidates for Customer Contact Centers have not been educated in Canada.  Go ahead and indicate “or equivalent” in the offer showing that you accept foreign degrees at a similar level.

In today’s market, recruiters must tailor job offerings and keep an open mind when candidates show up with an atypical job history. It is not uncommon for some individuals to excel in a position even if their CV does not appear suitable at first glance.

5) Time to be visually creative with your job postings

Do you have a pleasant office environment, a comfortable spot to relax, an appealing cafeteria that makes you stand out?  Take a leap and snap a picture then  include it in your job offers.

If the candidate can visualize your company, you are well on your way towards securing job applications! It can ease the recruiting process.

C3Job can help you to improve your customer contact center job postings and stand out as an employer. Contact us now!