" TALENT IS OFTEN FOUND IN UNEXPECTED PLACES . PEOPLE THAT COME FROM A VARIETY OF BACKGROUNDS AND LIFE EXPERIENCES CREATE TEAMS THAT HAVE GREAT DEPTH AND RICHNESS ."
If we always fish in the same pond , we ’ ll likely always find the same fish . To get positions filled we may need to fish in other ponds too . People who are retired , in transitional housing , separated from the military , differently abled , and so many other non-traditional candidates can be excellent candidates .
Broader thinking and sourcing present novel opportunities to satisfy both the business talent sourcing issue and the community need to give people who need work a hand up in finding jobs .
1 . Can the work be done remotely ? a . If “ yes ,” move to question 2 .
b . If “ no ,” be prepared to explain the “ why ” to the employees so they understand the necessity for the limitation .
2 . Do the employees want to work remotely ?
a . For some , it is the gift of time and money saved from commuting , etc .
b . For others , remote work may fuel feelings of isolation , or they may not have space at home to support a secure office .
Remember , a lot of great work was done in the run up to Y2K in 2000 by building contingency plans before there is an emergency . The review process will uncover other opportunities for safety , business continuity , and other improvements .
THERE HAS BEEN A MOVEMENT TOWARDS GREATER DIVERSITY AND INCLUSION , SUCH AS ON AGE , DISABILITY , AND PREVIOUS INCARCERA- TION IN THE WORKPLACE : WHICH , IT IS ARGUED , MAKES SENSE GIVEN HIGH ATTRITION RATES AND THE TIGHT LABOR MARKET . WHAT ARE YOUR THOUGHTS ?
A : Talent is often found in unexpected places . People that come from a variety of backgrounds and life experiences create teams that have great depth and richness .
" THE COVID-19 PANDEMIC KICKED OPEN THE DOOR ON THE REMOTE WORK CONVERSATION WHEN BUSINESSES WERE FORCED TO SEND WORKERS HOME . THAT CONVERSATION IS EMERGING AGAIN ..."
I look for three things when searching for talent :
1 . Demonstrated experience and / or the capability to learn the work .
2 . A cultural , character , and ethical fit with team and company culture .
3 . Curiosity and open-mindedness to solve problems , continuously learn , and improve .
" TALENT IS OFTEN FOUND IN UNEXPECTED PLACES . PEOPLE THAT COME FROM A VARIETY OF BACKGROUNDS AND LIFE EXPERIENCES CREATE TEAMS THAT HAVE GREAT DEPTH AND RICHNESS ."
ARE THERE ANY OPPORTUNITIES , NEW METH- ODS , OR TOOLS TO ENABLE CONTACT CENTERS TO BOLSTER THEIR WFM ? LIKE ARTIFICIAL IN- TELLIGENCE ( AI ), CLOUD / HOSTED PLATFORMS ?
A : There are several good WFM applications , and it is easy to get swept away with all the glitz and glamour in a sales presentation .
There needs to be a focus set before the sales meeting on getting what is needed to get the work done , avoiding non-value add complexity , and including the stakeholders in the process . Stakeholders include the IT people who need to support it , WFM team that will use it , and other end users .
8 CONTACT CENTER PIPELINE