Candidate Experience Is an SLA. It's Time BPOs Started Treating It That Way.

Remote hiring opened doors for BPO operations. But it also opened doors for fraud.

Retention starts with recruiting: the wrong person hired to do a job is likely to leave fairly quickly, regardless of how hard you try to engage them. But how do you screen for that? How do you hire people likely to stay and avoid talent flight risk? Understanding flight risk patterns and implementing targeted interview questions can help you identify candidates who are more likely to remain committed to your organization.

Structured Interview Questions: Off-the-shelf questions are often built to apply to many different circumstances. This can make it more difficult for a candidate to answer the questions applying to very specific scenarios (e.g. sales). Custom questions are often made up on the spot or created by people who have no training or formal experience, which represents one of the common challenges in implementing sales assessment tests.

A great interview question can make all the difference when selecting the right person to hire, yet writing such a question can be a daunting process for anyone. Whether you're crafting interview questions about writing skills for content roles or developing behavioral questions for sales positions, after spending countless hours and writing over 300 questions, here are my top 5 tips to write great interview questions in less time.

Hiring is hard. Hiring people that will stay in a position for a long time is even harder. Understanding how to reduce employee turnover through strategic interview questions can provide clear answers to retention challenges.