In order to provide first-class customer support, our client was prepared to invest significantly in their national call center operations, but needed to determine where and how to make the investment; they wanted to identify existing locations or potential new cities that would offer the best opportunity for cost-effective expansion, while still attracting an expanding pool of talented, highly-skilled employees at competitive wages. In addition, although they needed to hire hundreds of interim employees to support high-demand open enrollment periods, they were also interested in developing a large pool of full-time talent to support their consistent growth. They were not only interested in our staffing services, but they wanted us to ensure long-term retention of employees.
Leveraging our strong geographic footprint, we provided market data, wage information and examples of effective delivery of call center talent in multiple markets. Our client had earned a world-class reputation as one of the best places to work and we advised our client to treat our temporary contractors as well as their full-time employees and to invest in further training at the beginning of assignments. We suggested a performance management program where we received and shared weekly feedback with call center managers. As an incentive to sustain outstanding customer service and be fully committed to a 13-week assignment, we recommended that the client offer the potential for full-time employment at the beginning of every class, converting only the most effective contractors to full-time employees.