I have been working in the BPO industry for more than 5yrs now; have done Team Handling, training, mentoring, sales, troubleshooting, client negotiations, rostering, in short every thing except billing….now want to move on…Getting another BPO job is not difficult for me, but there is no challenge in that. I finally decided to change my profession, but with a basic graduation degree in Commerce & no relevant experience in any other field it is difficult to get a package that I am currently standing on. As far as the skills are concerned I realized that I don’t possess any… apart from the ability to speak.
I can speak & just speak.
Then I sat down to think from the Recruiter or the Business point of view. They are right to some extent.. Giving a responsibility to some one who is not trained on the subject, asking a person to perform a function that he has no prior experience of……Does not makes any sense for the business, after all so much of money & responsibility is involved in any profile that you work in.
It kept me awake for nights till I found the answer.
In BPO’s we hire people from Commerce & Arts background and train them on Technical Support (Networking, ISP, Computers both hardware & software), some one from Science background is working on a Financial or Banking process, an under graduate working for a sales or collection process. Let it be Under Grads or P.G’s, every body is doing the same job & not only do they learn the process .. they excel it to the point where they can guide some one else sitting over the phone and guide how a particular action needs to be performed or answering there intricate banking queries or making a sales pitch or collecting money over the phone..
What makes them do it even if they don’t have a relevant experience or qualification to do it?
1> Hard Work
2> Money Involved
3> Ability to Learn
I would say every one works hard for the money that they get. People who don’t learn the process and are not performing get thrown out from a BPO as well. So what is it at the end of the day which is keeping these BPO’s alive and so many people and families earning there bread and butter.
IT IS THE TRAINING.
In a span of one to two months not only we train but we help them to excel on the product that they will be working on.
Now the question arises, that why does no other recruiter & no other Company feel that, if you hire the right person for the job & provide him the right kind of training then even he/she will be able to do the job for you. Just hire them & train them, I am sure every industry would have things like probation & confirmation. If you doubt there stability then make them sign a bond if required.
Some probable answers that come to my mind are:
1> Hiring the right person
2> The cost involved in training
3> Time??
Any organization that hires would need to train there staff and all trainings are time bound, now about hiring the right person…I guess that is why you are the recruiters..
Please give it a thought & feel free reply[/email]
From India, Mumbai
I can speak & just speak.
Then I sat down to think from the Recruiter or the Business point of view. They are right to some extent.. Giving a responsibility to some one who is not trained on the subject, asking a person to perform a function that he has no prior experience of……Does not makes any sense for the business, after all so much of money & responsibility is involved in any profile that you work in.
It kept me awake for nights till I found the answer.
In BPO’s we hire people from Commerce & Arts background and train them on Technical Support (Networking, ISP, Computers both hardware & software), some one from Science background is working on a Financial or Banking process, an under graduate working for a sales or collection process. Let it be Under Grads or P.G’s, every body is doing the same job & not only do they learn the process .. they excel it to the point where they can guide some one else sitting over the phone and guide how a particular action needs to be performed or answering there intricate banking queries or making a sales pitch or collecting money over the phone..
What makes them do it even if they don’t have a relevant experience or qualification to do it?
1> Hard Work
2> Money Involved
3> Ability to Learn
I would say every one works hard for the money that they get. People who don’t learn the process and are not performing get thrown out from a BPO as well. So what is it at the end of the day which is keeping these BPO’s alive and so many people and families earning there bread and butter.
IT IS THE TRAINING.
In a span of one to two months not only we train but we help them to excel on the product that they will be working on.
Now the question arises, that why does no other recruiter & no other Company feel that, if you hire the right person for the job & provide him the right kind of training then even he/she will be able to do the job for you. Just hire them & train them, I am sure every industry would have things like probation & confirmation. If you doubt there stability then make them sign a bond if required.
Some probable answers that come to my mind are:
1> Hiring the right person
2> The cost involved in training
3> Time??
Any organization that hires would need to train there staff and all trainings are time bound, now about hiring the right person…I guess that is why you are the recruiters..
Please give it a thought & feel free reply[/email]
From India, Mumbai
Hi Giridhar, thanks for your reply, I completely agree to your point and this is what I would like to highlight…reduce the OPEX.
Let me place an example for better understanding;
An organization hires a person X (say a B.E or MCA) with a package of 4.5Lpa to write software on a particular language (say C or Java). I am sure there is going to be training after hiring & the ROI will start only after 45 to 60 days. On the other hand if the organization is willing to hire a person Y (who is not a B.E or MCA) on a package of 3Lpa, train the person & get him to the production floor within 60 to 90 days, what do you think will generate more ROI? Since the company is investing money on training, you can always ask the hire to sign a bond, which will also take care of the stability part as well.
Now, as far as hiring the right person Y is concerned, may be, we can do it by a means of written test for an IT profile, extensive Personal interview for a Sales & Marketing domain and so on and so forth. This will also give the recruiter more options to choose from the talent pool.
The point that I am trying to make here is “If you are good enough for the job, prove it & take it”.
I know, I don’t have any data for the above example and this topic is always open for debate as this concept has never been tried before. I would really appreciate if you can add on to this thought and help me understand why Companies and recruiters fail to try innovative measures.
From India, Mumbai
Let me place an example for better understanding;
An organization hires a person X (say a B.E or MCA) with a package of 4.5Lpa to write software on a particular language (say C or Java). I am sure there is going to be training after hiring & the ROI will start only after 45 to 60 days. On the other hand if the organization is willing to hire a person Y (who is not a B.E or MCA) on a package of 3Lpa, train the person & get him to the production floor within 60 to 90 days, what do you think will generate more ROI? Since the company is investing money on training, you can always ask the hire to sign a bond, which will also take care of the stability part as well.
Now, as far as hiring the right person Y is concerned, may be, we can do it by a means of written test for an IT profile, extensive Personal interview for a Sales & Marketing domain and so on and so forth. This will also give the recruiter more options to choose from the talent pool.
The point that I am trying to make here is “If you are good enough for the job, prove it & take it”.
I know, I don’t have any data for the above example and this topic is always open for debate as this concept has never been tried before. I would really appreciate if you can add on to this thought and help me understand why Companies and recruiters fail to try innovative measures.
From India, Mumbai
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