Employees find all sorts of silly reasons to claim hiring decisions are unfair when it comes to internal job postings. And when you work in a call centre, competition is fierce for any job that will get people off the phones.
If you think to yourself, ‘Who would want a boring admin job that doesn’t pay great?’ you’ve clearly never been forced to work a call centre before. Any job that gets you away from crazy clients and over-analyzed phone stats is a godsend. I would have taken a pay cut to get off the phones when I first started.
Internal job postings still involve the old resume and interview shtick, but hiring managers and HR also have access to more information to help with a decision. We could look at call stats and scores to determine how good a phone rep was at their job, plus we got to take into account team manager and floor supervisor feedback.
At every call centre I’ve worked, it’s the manager feedback that was actually an employee’s ticket off the phones. I didn’t realize how important this feedback was until I was on the other side of the equation.
During my first interview for a team manager job, I got asked plenty of situational questions, those pesky “what would you do if…” questions. I find those harder to answer than “give me an example when you…” because you aren’t talking about a real situation. The question that threw me the most was, “What would you say if employees were complaining that promotions always come from X side of the call centre floor?”
The first that went through my head, which I also blurted out unfiltered, was “Do people really complain about such stupid things?”
Who would have thought geography had anything to do with hiring decisions? And who would even notice? (No, management had not decided to only hire people from the west side of the call centre as some sort of ploy to mess with everyone’s heads.)
The interviewer assured me it had been a real concern expressed. I kept thinking everyone was nuts until I was on the other side and saw just how much team manager input influenced hiring decisions.
It turns out the complaining employees were right, but it wasn’t geography itself that resulted in the hiring decisions. In this call centre everyone was assigned to a team with around 15 other employees and one team manager was in charge of that group. Every phone rep was assigned a workstation in the call centre near their manager’s cubicle. And some managers pushed harder for promotions for their employees.
The pushers would lobby for their employees during every hiring decision, whereas others would only occasionally push and some never bothered. The pushers almost always won. And by chance a couple of the pushers had teams clustered together, so promotions did mostly come from one section of the floor.
For once the crazy employees were sort of right. It happens sometimes.
I guess the moral here is be nice to your boss. You’ll never know how much they can help or hinder your progress at work. And pray you don’t have a lazy manager who will never bother to fight for you.