Call centers are the backbones of most businesses nowadays. They not only help in increasing the sales of the business but also ensure the greater productivity and efficiency of the company. However, call centers need to hire efficient leaders who are able to handle every type of customers whether they want to know and learn about your client’s product or service or they are calling to get their queries resolved. That’s the reason, call centers must focus on hiring those candidates who are experienced, talented and highly skilled in their domain expertise. The employees must be trained via tutorials, and use of latest technologies. Another way is to find potential candidates from your own company who you think can lead the team effectively in your call center. In this post, we list four ways to find out the effective leaders for your call center without spending a fortune. Take a look.

1. Start Internally

Before hiring new candidates, leading BPO companies must look out for skilled and experienced leaders within their teams. Search for the excellent communication skills, fantastic convincing skills, qualities and the one who can build a solid foundation of a leader. Hiring new candidates can be expensive and time-consuming, therefore, it is essential to look for a person in your own company who you think deserves to be an effective leader. In addition, the person you select must know how to inspire and motivate other people

2. Recognize Leadership Identifiers

Another most important thing that you need to do once you have found a person or an employee who you think is efficient and perfect for the leadership position is that the person should be committed towards your company. While a person might display the qualities of a leader but he or she don’t have a potential to stay for long in your company. Therefore, it’s important to observe the candidates for excellent skills and their curiosity to become a leader out of those whom you have chosen as volunteers. Also, make sure that candidates are participating merely to get a promotion or they genuinely want to become a leader and handle the responsibilities appropriately.

3. Focus on the Future Generation

It is essential to think about the future generations who will become a part of your company is contrary to the one whom you choose to be a leader. It means you need to select a person for leadership roles who can in future understand the requirements of the new candidates and help them to grow in the industry. The leadership role is the most powerful role in the entire company so it must be chosen wisely and carefully. Apart from the skills to communicate and convince the customers, planning strategies, the leadership role demands simplicity as well as a professional attitude towards the work.

4. Know about Different Roles of Leadership

In BPO companies, a true leader is considered a person who is multifaceted, know how to handle multiple complex situations at a time, and is able to lead a huge team of professionals in order to accomplish company’s objectives. You need to choose a candidate who sets standard goals and knows how to reach success in a shorter time-period. Team coordination, planning training for the candidates, project management are essential qualities needed for leadership roles.

Wrapping Up

If you want to cut out the expenses that you might have to spend in order to select an appropriate candidate for the position of leadership in your company, you must watch out for the perks from your own bucket. By using such strategies, you can ease the process for other employees as the person who gets selected is already familiar with your company as well as with the employees. in addition, the person will be satisfied with the role as well as the promotion.

It has been revealed that the Home Office are now in talks with a large number of local authorities to accept would-be refugees under the national ‘dispersal’ scheme.

For those who aren’t familiar with the scheme, it was first created back in 1999 in the UK as a step to manage the increase in asylum seeker applications. Its first purpose was to relieve the economic costs for councils and to ease housing pressures in the South East of England as well as the country’s capital. This would be done by relocating migrants or ‘dispersing’ then to other parts of the UK to prevent a large settlement in specific areas.

The authorities that are involved in the scheme at the moment take migrants based on the calculation of one refugee for every 200 residents. In total in 2015, there were 29,000 applications for asylum within Britain, which was the highest number for over a decade. In comparison with 2014, this figure had increased by a total of 4,700 and furthermore, it is the largest number records have seen since 2005 when there were 30,314 applications.

With the continued issues in Calais with Asylum Seekers, these new plans to benefit the scheme have never been more needed than they are now. It has as a result caused the Immigration Minister, Robert Goodwill, to call on more local councils to accommodate for the spike in numbers of refugees as well as current immigrants with applications surging for British Naturalisation.

This change has ultimately, however, come into play after increased levels of pressure mounted on a policy review and despite the improved results from the London and South-East region, many asylum seekers aren’t receiving the best treatment. This is because a large amount of them are currently being sent to settle in the poorest areas of the country, where unemployment is at a high as well as deprivation, low paid jobs and even benefit dependent living.

Currently, the North-West of Britain has the largest share of asylum seekers with 7,916 compared with just 471 in the South-East of England. The council’s leaders who are responsible for these higher concentrated areas have now called for a fairer distribution system and these statistics have even influenced the chairman of the committee, Keith Raz, to highlight the contrast and unfairness in countrywide dispersal.

When speaking to an immigration specialist, Sarah Rapson, the director general of UK Visas and Immigration, has also called for a review, adding ‘We would like more local authorities to participate because that would ease the system.’ This announcement brings encouraging news for migrants and the people of Britain who live in the affected areas. Following the Brexit panic and the continued asylum seeker issues, this call for change is a positive step towards helping the current troubling situation.

If you are on social media then chances are your employer has looked you up on more than one occasion. This may be to check up on your before hiring or simply as a way to monitor your professionalism whilst working for the company. But, can this level of exposure from your social media have an effect on your career?

The simple answer: yes, social media can have a negative impact on your career. Here are a few examples of why: 

Public Complaining

Complaining about your boss on Facebook is probably the worst thing that you could do on social media, which is often what catches a lot of people out. Yes, venting can be a great way to relieve stress, but is it really worth your job? Probably not.

Your posts may even be safe from your boss, but don’t discount your co-workers telling tales about you. If you have anyone on your social networks from work, then professionalism is a must at all times – better safe than sorry!

If you do have a grievance then think before you post. In the same time it takes you to post, you could either find yourself in unfavourable waters at work or you may find the irritation has passed. The latter is a much better option than the former. 

Unprofessional Language

This encompasses swearing, racial slurs and the like, but it also includes ‘text speak’. Employers may see you writing in a less than perfect manner online and equate it to a sloppiness that will translate into your working life. Correct spelling and grammar cost nothing, so use it to keep up a professional demeanour online and it may even get you a job one day!

In the same way, unprofessional comments or language can also be a huge negative for your career. Whether it is overly negative, racist or in poor taste your employer could see it as reflecting badly on their company. For many, they see their employee’s as an extension of their brand and misrepresenting it on your social media can lead to your termination.

A rule of thumb for social media is if you wouldn’t say it at work, then you should not post it online.

Plagiarism

This isn’t a case of posting a quote from your favourite author, always acceptable so long as you give credit, however, outright stealing someone else’s work can be. This can be copying a popular Facebook or Twitter text post, or it could even be a simple case of posting a photo or art piece without giving the artist due credit.

There are many people on social media who share content every day that is without credit to the original creator. For the most part, it goes unnoticed, but if you work in a creative industry or similar then doing so on your personal social media can come across as bad practice. If it were to translate into your professional work then it would cause issues for your employer.

Always giving credit for the thing you post or share should be a standard practice, as it shows a moral sensibility and good practice. Both of which are key factors any employer is looking for. Even on your social media.

Alcohol

Whether you are having a casual glass of wine or a few more, showcasing it on social media may not be the best idea. It depicts a sense of lack of professionalism and can even be deemed to be affecting your performance at work if you post this material too much. Illegal substances mentioned, depicted or even liked in any form can translate into an immediate termination.

It may not even be your employer who directly frowns on this behaviour, as a complaint from customers can lead to a suspension (or more typically from parents in schools, patients in hospitals, etc.). Leaving alcohol and other substances out of the picture when it comes to your social media is a good rule of thumb.

No Social Media

What, not having social media at all can have an impact on your career? Unfortunately, yes.

When hiring a candidate some employers like to scope out the candidate first and see if they are the right fit for the company. For some employers finding you don’t have social media – or at the very least have managed to hide it very well – can be negative towards your application. But, why?

Many employers, right or wrong, now use social media to check candidates are who they say they are before extending a job offer. This could be checking on their credentials (often via LinkedIn – endorsements from former colleagues help), personality fit, a professional image (i.e. no alcohol all over social media), and even to see their talents and creativity in some cases. Not having a gauge for these factors can make an employer uneasy to hire you.

If you don’t have or want social media then this can be a tricky issue to navigate. The simplest solution is to create a LinkedIn account and have this purposefully on your CV. If social media isn’t your thing, then simply think of this professional networking site as a way to simply host your CV online.

What To Do?

If you are suspended or even fired for social media activity, what can you do? In many cases, an employer’s perception of acceptable social media conduct will not be fully explicit in your employee handbook. ‘Acceptable social media activity’ is a very broad term after all and you may be punished for something you didn’t even realise was against policy.

If social media misconduct is not clearly outlined, with examples, in your employer’s discipline and grievance policy then you need advice on how to proceed. In this case, consulting dispute resolution lawyers is vital to protect your career. You can receive the right advice and even have a representative by your side during talks, which may give you an edge when disputing disciplinary action or even dismissal.

Ultimately, remember that social media is not hidden. If you have a grievance or issue then pulling your manager aside for a chat is much better conflict resolution, as it leaves the issue in private rather than public. Doing so is the only way to ensure your job is secure and your reputation is not damaged by bad social media conduct.