| Research |
28.07.2009
After takeover of itCampus by Software AG UK team continues to expand
Since the recent takeover of itCampus by Software AG the UK team continues to expand. The latest phase of this plan has been to grow the headcount of the sales function.
Mark Brier
Mark has over 20 years experience in the contact centre industry having worked in the UK for a number of dialler manufactures including Noble/ Amcat, Touchstar and Davox.
He comments that:
"After meeting Rob Denbeigh and the UK staff, it was an easy decision to join itCampus. Good people and good technology have been put together, so this means that when I'm promoting itCampus, all the clients both new and existing can trust that we will give them our best and more. The proposition is really powerful and I'm really proud and excited to be representing a great solution, backed up by a first class team."
Rob Denbeigh (UK MD) comments:
“I am delighted that Mark has chosen to join us in our quest to become the UK’s leading supplier of outbound technology. We have set ourselves some very ambitious expansion plans and need to recruit the best people in the industry to realise them, Mark quite obviously fits the bill. Mark fully bought into our customer focused philosophy of maximising agent talk time, lowering the customers’ financial risk and giving customers the flexibility to choose between a SaaS or premises based solution.”
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01.07.2009
Research demonstrates value of having the right recruitment strategy
New research from the Professional Planning Forum on Absence, Attrition and Recruitment in contact centres show that those organisations that do focus on recruiting the right people reap the benefits through lower absence and attrition rates, improved knowledge retention and a better customer experience.
Absence is running at circa 7%, which is a clear sign that things are not right in our centres. Absence targets are also still not being met, with only 38% achieving their internal targets. However where improvements are being made, the research shows the following main reasons for absence improvements:
• Robust absence management policy (78%)
• Employees are treated consistently (51%)
• Work-life balance and flexibility (43%)
• Right people recruited for the job (42%)
• Staffing levels are better (29%)
Typical comments included:
“The introduction of flexible working has assisted in keeping levels low and also giving staff breaks and understanding the different needs of staff. You help them in return they help you.”
“The quality of team management matters. Good team managers have better attendance rates and in most industries I have worked in this conclusion has been true.”
Attrition is a more positive story with 68% achieving their internal targets and an average attrition rate industry wide of just 23%. The main reasons for attrition improvements include:
• Right people recruited for the job (60%)
• Skills development opportunities (44%)
• Work-life balance and flexibility (37%)
• Management/employee comms (34%)
• Management style/ethos (33%)
72% regard their attrition rates as either excellent or satisfactory, however this figure drops to 54% when looking at attrition within the first 12 months. Recruitment and induction were the key areas to focus on when looking to improve short term attrition rates. Typical comments included:
“We have a robust recruitment policy which attempts to ensure we have the right people and commitment coming through the door.”
“Be open and honest with new starters, don't try to sell the job through rose tinted spectacles as new starters will quickly become disillusioned and will lose trust in you.”
The choice of how we recruit certainly impacts absence and attrition levels, with those using recruitment agencies seeing higher levels than those who recruited directly.
Do you regard the following as a cause for concern or significant problem?
Absence Attrition Short term attrition
All 53% 24% 46%
Directly recruited (perm) 48% 28% 44%
Agency recruited (perm) 65% 35% 50%
Agency recruited (temp) 62% 38% 69%
The research clearly demonstrates the value of planning ahead and investing in both the method of recruitment and the ongoing development of all employees, even in recessionary times.
The Professional Planning produce regular research to benchmark best practice in contact centre planning. Further details can be found at www.planningforum.co.uk.
For further details contact:
Katherine Potter, Katherine.potter@planningforum.co.uk
Or Steve Woosey, steve.woosey@planningforum.co.uk
Tel. 0333 123 5960
The Professional Planning Forum (www.planningforum.co.uk) is the independent industry body for effective resourcing and planning in the contact centre industry, working across all industry sectors to provide specialist support for contact centre professionals. Championing the importance of these critical skills, the Planning Forum is widely recognized for its best practice research and case studies, as well as the results-focused nature of its professional development training and in-company workshops.
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