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Many recruitment metrics are based on tactical achievements such as time to hire and cost of hire.  These are of course important but should not be the only consideration in building an effective resourcing team let alone an effective business.
We all passionately believe that the human assets that a business have will grow in value over time whilst other assets will depreciate but how do we track this?
A good hire over time will increase their productivity, efficiency, and accountability so adding more and more business benefit
So we first have to define what we mean by a quality hire in our business and then look at ways to measure this over a period of time.
We are just starting this journey as a resourcing function and are keen to link in and learn from others with the same mindset.

I’ve been at O2 for 5 months now, starting my training in September. After a string of part-time University call centre jobs I knew what to expect when I arrived for my interview.There were some similarities -my nervousness, their questions on experience and expectations - but aside from that applying at O2 was a completely different.

 The interview gave you more opportunity to ask questions about the business and covered your likes, strengths and interests and I left feeling excited and enthusiastic about the possibility of working for O2. 

The best part of working here so far has definitely been the team I work with. I was lucky to go onto the floor with my training group, meaning that for the first few shaky calls we had the support of people we knew and trusted. We’ve grown to be really close and it’s nice that do we get the opportunity in team meeting to spend more time socialising.

 Having a team that gets on so well makes coming into work that much more enjoyable and means we always have someone to ask for support.  While I haven’t been in my role for very long I’ve already had more opportunity to get involved in projects and take on other responsibilities than I’ve had in previous any role. I like that O2 offers the chance to gain more skills in my current role but also that we’re really encouraged to get involved in the Big Project. It helps out in the local community where I live and the variety of things you have the chance take part in is why I enjoy coming into work. 

Thanks

Katy

The interview process was quite informative and straight forward, maybe its because I have previous call centre experience and found it quite simple.

To start off with I was given a phone interview after an initial email asking me to book an appointment which I did so. I was advised I was successfull immediately and was also given feedback on how I could have improved my answers (which helped me with the interview to come).

 I was then invited to attend a formal interview which was just that. I was quite nervous (as you are at an interview), but the staff made me feel very comfortable. The initial interview was quite simple as I was already used to acheving quality targets at work so knew exactly what was expected of the call from a quality point of view. The second part was the longer of the interview which did require some more in depth answers as it was a lot more competency based and experience based, but I was still at ease as my experience did give me alot of confidence to answer the questions.

Overall the interview did not seem too long and I also had a tour of the building which was impressive and seemed very relaxed for a call centre compared to where I work (what do you expect at a sales environment). Did get a good idea of what the job details where and what were expected of me as an agent and was very happy with taking the job if offered. I have just started my new position at O2 in Bury.

 Wasul Khan