call center,bpo,customer care

We Get the Best Onboard

Fusion BPO Services believes in recruiting the best talent available. Our call centers are centers of excellence. The quality of work that we do, coupled with the demands of a global clientele, attaches a sense of responsibility when it comes to hiring employees. We have to adhere to some strict policies of hiring so that we get recruits who can fit in with our corporate culture. We would like to work with exciting professionals, but at the same time, we would like them to mold themselves according to the needs of our organization. We appreciate team players and employees who can handle their tasks without being guided or monitored at every step.

The recruitment procedure at Fusion BPO Services happens in three tiers. The first tier is the general interview. In this round, we basically screen the applied candidates on the basis of some technical questions about call center services. Our BPO managers and supervisors are part of this screening process, along the Human Resources manager. Various other questions, like salary, notice period of the current company, etc. are discussed at this stage. Only after a complete evaluation of the candidate are they promoted for the second tier of tests. The second tier also involves some hands-on application of skills. Our telemarketing managers check how comfortable the candidates are in dealing with the state-of-the equipment at our call centers. If we are hiring candidates with no prior experience in telemarketing services, we check for aptitude to learn the craft. The third tier is the induction where we make the candidate a part of our organization by explaining them our rules and assigning them their jobs.

Fusion BPO Services has various agencies to source available talent. We make use of the following channels to get new employees:

• Buddy Referral Program: We have a Buddy Referral Program for employees to suggest the names of their friends and professional contacts for the vacant posts. We pay the referring employee monetary rewards if the referred candidate completes 3 months of work with us. This helps us assemble a team that knows each other and can bond efficiently.
• Job Fairs
• Newspaper and Internet ads
• Campus Interviews
• Application through our websites

These are the steps we follow in the process of hiring and induction of new employees:

• Human Resources: The HR department screens the candidates, with the involvement of BPO managers and supervisors. Checks are run on references and past work experiences.
• Group Discussions: Telemarketing is all about communication. This step sorts out the good communicators from the bad ones. We have voice experts and language trainers sitting on the group discussions.
• Operational Efficiency: We take the candidate through some operations test to check if he/she is able to take the work pressure. Our call center company is globally reputed and we are always working on more projects than we have time for. It's a high pressure work environment. The operational efficiency will determine if the candidate is ideal for our needs or not.
• Induction: This stage is the ultimate stage of the process. Once the candidate is part of our organization, we inform the candidate about the laws and practices that we follow. We are strict with the tenets that run our company. We make no exceptions.