Written by: Team PredictiveHire
Contact Centre recruitment & retention – this will blow your mind!
Imagine being able to dial-up (or down) any chosen metric such as NPS, retention, absenteeism, staff turnover or any performance data point simply through smarter, predictive, data-driven hiring.
Predictive Talent Analytics turns the imaginary into reality, presenting a variety of businesses, including contact centres, with the opportunity to improve hiring outcomes and raise the performance bar. With only a minor tweak to existing business processes, predictive talent analytics addresses challenge faced by many contact centres.
Recruitment typically involves face-to-face or telephone interviews and psychometric or situational awareness tests. However, there’s an opportunity to make better hires and to achieve better outcomes through the use of Predictive Talent Analytics.
Many organisations are already using analytics to help with their talent processes. Crucially, these are descriptive analytical tools. They’re reporting the past and present. They aren’t looking forward to tomorrow and that’s key. If the business is moving forward your talent tools should also be pointing in the same direction.
Consider a call-waiting display board showing missed and waiting calls. This is reporting.
Alternatively, consider a board that does the same but also accurately predicts significant increases in call volumes, providing you with enough time to increase staffing levels appropriately. That’s predictive.
Descriptive analytical tools showing the path to achievement taken by good performers within the business can add value. But does that mean that every candidate within a bracketed level of academic achievement, from a particular socio-economic background, from a certain area of town or from a particular job board is right for your business? It’s unlikely! Psychometric tests add value but does that mean that everyone within a pre-set number of personality types will be a good fit for your business? That’s also unlikely.
The simple truth is that, even with psychometric testing and rigorous interviews, people are still cycling out of contact centres and the same business challenges remain.
With only a minor tweak to talent processes, predictive talent analytics presents an opportunity to harness existing data and drive the business forward by making hiring recommendations based on somebody’s future capability.
Telling you who is more likely to stay and produce better results for your business.
But wait, it gets better!
Pick the right predictive talent analytics tool and this can be done in an interesting, innovative and intriguing way taking approximately five minutes.
Once the tool’s algorithm knows what good looks like, crucially within your business (because every company is different!), your talent acquisition team can approach the wider talent market armed with a new tool that will drive up efficiency and performance.
Picking the right hires, first time.
Predictive talent analytics boosts business performance
- Volume & time – with the right choice of tool, your talent team can simultaneously engage hundreds or thousands of candidates and, within a few minutes, be shown which applicants should be at the top of the talent pile because the data is showing they’ll be a good hire.
- Retention – Each hiring intake is full of talent with the capability to perform for the business. An algorithm has effectively asked thousands of questions and subsequently identified the people who will be capable performers, specifically for your business.
- Goodbye generic – Your business is unique. If the algorithm provided by your predictive analytics provider is unique to your business, then every single candidate prediction is personalised. A contact centre has the potential to analyse thousands of candidates and pick the individuals who best fit the specific requirements of the business or team, driven by data.
Consider this. Candidate A has solid, recent, relevant experience and good academic grades, ticking all the right hiring boxes but post-hire subsequently cycles out of the business in a few months.
Candidate B is a recent school-leaver with poor grades, no work history but receives a high-performance prediction and, once trained, becomes an excellent employee for many years to come.
On paper candidate A is the better prospect but with the fullness of time, candidate B, identified using predictive talent analytics, is the better hire.
Instead of using generic personality bandings to make hiring decisions, use a different solution.
Use predictive talent analytics to rapidly identify people who will generate more sales or any other measured output. Find those who will be absent less or those who will help the business achieve a higher NPS. Bring applicants into the recruitment pipeline knowing the data is showing they will be a capable, or excellent, performer for your business.
Now that’s an opportunity worth grasping!
Steven John worked within contact centres whilst studying at university, was a recruiter for 13 years and is now Business Development Manager at Sapia, a leading workforce science business providing a data-driven prediction with every hire. This article was originally written for the UK Contact Centre Forum