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Turnover rate5/30/2023 ![]() ![]() Since the number one reason employees quit a call center is that they feel they aren’t right for the job, it’s easy to see where hiring the right candidates can help slow turnover rates. If you ask the right questions and use technology to your advantage, you’re probably going to have better luck. Hiring call center employees who are ideal candidates for the job can be tough if you aren’t utilizing the correct tools. How Can Recruiting Practices Reduce Attrition? That’s a big difference in attrition for a small difference in pay. For example, call center employees earn at least $30,000 per year to start a turnover rate of only 10% in the first six months of employment, whereas those who make about $25,000 turn over at a rate of over 25% in the first six months. Some of these call center staffing challenges are easy to fix. ![]() These jobs are typically entry-level positions with lower salaries, and call center employees can deal with a lot of stressful conversations each day to burnout. For instance, recruits may not fully understand what they’re signing up for with a call center job. ![]() There are plenty of reasons that call center attrition tends to be higher than in some other industries. We’ve got some helpful tips on how to decrease your attrition using exceptional recruiting and training practices. If high turnover is plaguing your call center, then you’re in the right place. Unfortunately, a lot of the turnover in call centers is external. Hopefully, some of this turnover is due to the upward mobility of employees in other words, people are getting promoted. The average turnover rate for a call center is 30-40%, but some centers see numbers as high as 100% in a single year. Call centers have notoriously high turnover. ![]()
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