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Tangible commercial benefits from training , for major insurance company based in Central Manchester. Read More....>> |
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The County Council had adopted a strategy to move towards a Contact Centre operation for all communications (telephone, correspondence and e-mail) with the general public. Read More....>> |
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The council had recently set up a contact centre to handle all enquiries from members of the public. These were principally telephone enquiries although e-mails and paper correspondence were also catered for. Read More....>> |
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The Call Centre required a significant increase in staff due to higher turnover than usual, a recent resource review and the need to staff up for the peak season. It was essential that attrition was reduced, because of the length and complexity of the training period. Read More....>> |
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There was a need to recruit 85 new agents in the second quarter of the year to meet demand. In addition to requiring volume resource. Read More....>> |
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Teleworker project to recruit 30 agents from existing contact centre based staff plus two team managers who would lead them. Read More....>> |
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To recruit 350 new agents in the last quarter of the year to meet this demand and a further peak in calls anticipated due to Christmas sales. Read More....>> |
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The client needed to recruit a team of team of 10 operators for their network control centre, who would be responsible for taking calls from the public, emergency services and local authorities. Read More....>> |
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The client wished to expand their direct selling operation, which sold to consumers over the telephone. However, they were concerned that their recent attraction strategy and recruitment process had not delivered the results they were looking for. Read More....>> |
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SCCS was approached by the outsourcer as they had a client with a particular recruitment need. They were seeking several experienced B2B telephone sales people. Read More....>> |