Request a Quote

TOLL FREE: 1-855-662-7263

Ethan Davis

Ethan Davis

As the Chief Human Resources Officer (CHRO) for MCI and its eight North American, Philippines, and South Africa subsidiaries, Ethan Davis leads a team of over 40 HR professionals who support more than 8,000 workers worldwide. With over 20 years of experience in the BPO, customer experience, and IT sectors, he oversees the human resources strategy, global talent acquisition, employee relations, HR technology and analytics, and workforce planning for MCI and its diverse portfolio of brands. Davis is passionate about driving HR transformation and growth, leveraging his expertise in process improvement, marketing communications, IT, and customer experience. He holds an MBA from The University of Iowa and several certificates and professional certifications in human resources, project management, and Lean Six Sigma.

Author's Posts

Redefining the BPO Landscape in the Philippines

Ethan Davis

In recent decades, the Business Process Outsourcing (BPO) landscape in the Philippines, particularly in call centers, has undergone a remarkable transformation. This sector has not only eclipsed traditional industries in terms of employment but has also become a cornerstone of the country’s economic development. This blog post aims to explore the nuances of call center recruitment in the Philippines, focusing on the dynamic trends, challenges, and opportunities that define this vibrant sector. Targeted at professionals and leaders in the call center field, this article provides strategic insights for navigating the intricate world of BPO recruitment in the Philippines.

The seismic shifts brought about by the BPO industry have redefined employment trends and skill requirements, presenting both challenges and opportunities in recruitment. This discussion offers an in-depth look into how these changes are shaping the future of call center operations and workforce development in the Philippines, providing a roadmap for those looking to excel in this evolving industry.

Dissecting Employment Trends in Philippine Call Centers

A primary challenge in the Philippine call center industry is maintaining high English proficiency among employees. OnBrand24 addresses this by implementing advanced English proficiency testing platforms, ensuring that hires possess the necessary language skills for superior customer interactions. These platforms assess candidates' language capabilities in practical scenarios, selecting only those with proficient English skills, thereby ensuring quality hires and enhanced customer experiences.

Moreover, the rising compensation costs in the industry pose a significant challenge, potentially impacting outsourcing decisions. OnBrand24 navigates this by balancing competitive wages with operational efficiency, ensuring the Philippines remains an attractive outsourcing destination.

Read More
Topics: Philippines Call Center Recruiting, Philippines Call Centers

Exploring the Nuances of Call Center and Contact Center Services

Ethan Davis

In the dynamic realm of customer service, the distinction between 'call centers' and 'contact centers' is more than just semantic. It represents a fundamental shift in how businesses approach customer interactions, a shift that OnBrand24 has mastered with its innovative multichannel and omnichannel contact center services.

The Traditional Call Center Approach

Call centers have long been the backbone of customer service, primarily focusing on voice communication. They represent the conventional method where customer service representatives manage a high volume of both inbound and outbound calls. This model is particularly effective for businesses where customer interactions are predominantly telephonic. In a call center environment, the key lies in managing these voice-centric services efficiently, focusing on customer support, sales, telemarketing, and handling inquiries with measured performance metrics like call handling time and resolution rate.

Read More
Topics: Call Center Services, Contact Center Services

Call Center Recruiting in 2023

Ethan Davis

The call center sector is a critical linchpin in customer service, bridging businesses and consumers but despite its essential role, the industry confronts substantial issues in maintaining a skilled workforce, a situation heightened by high employee turnover and exacerbated in the wake of the COVID-19 pandemic's disruption to traditional hiring practices.

  1. Exploring the Changing Landscape of Recruitment: In today's fast-paced environment, the phrase "time is money" holds weight in the hiring sector.  The pressing need for rapid hiring should not overshadow the critical aspect of recruiting diverse, skilled individuals.  The goal must be beyond speed, building a robust and varied team that can withstand unexpected obstacles and market changes.  As the call center market is expected to approach $481 billion by 2024, refreshing and fine-tuning hiring plans is paramount for contact centers.  This adjustment includes meeting necessary skills and exploring new, innovative platforms rich with potential candidates.

  2. Embracing Technological Innovations in Hiring: The era of sifting through mountains of paper resumes is fading, especially in sectors accustomed to mass hiring.  Modern hiring approaches are firmly rooted in technological advancements.  These innovations, from AI-led evaluations to automated onboarding and detailed data analysis, have entirely reshaped the hiring landscape, presenting challenges in a crowded labor market.  This shift places potential employees in a beneficial position, leading recruiters to devise and offer competitive packages to lure and retain elite talent.

  3. Utilizing Data for Informed Decisions: The success of a recruitment strategy lies in its effectiveness and the caliber of its recruits.  Utilizing advanced tools like recruiting yield ratios enables recruiters to gauge the success of their hiring methods meticulously.  Such detailed analytics provide in-depth insights, allowing hiring teams to allocate resources wisely and capitalize on the most beneficial platforms and strategies.

  4. Moving Away from Traditional Hiring Models: The outdated one-size-fits-all recruitment model is giving way to more customized approaches.  The global shift towards remote work, accelerated by technology and recent health crises, breaks down geographical barriers, offering recruiters access to a worldwide talent pool.

  5. Establishing an Appealing Corporate Image: Call centers must establish a unique, attractive corporate identity in a fiercely competitive arena.  This identity goes beyond just competitive salaries.  It includes creating an environment where employees feel valued and integral to the company's mission and straightforward career and personal growth opportunities.

  6. Highlighting Essential Future-Ready Skills: Even as technology continuously reshapes industry, human skills like empathy, reliability, and problem-solving remain irreplaceable.  Emphasizing these skills in the hiring process can significantly enhance the customer service experience, setting a new industry standard.

  7. The Growing Role of Automation in Recruitment: Current automation tools are designed to expedite the recruitment process and improve the overall experience for prospective candidates.  They manage repetitive tasks and utilize advanced strategies to connect with suitable candidates.  Automation is fast becoming a fundamental element of contemporary recruitment.

In this rapidly changing world, flexibility is the essence.  Call centers must remain adaptable, staying abreast of technological, market, and employee trends.  By effectively utilizing technology data analytics and focusing on employee welfare and development, they can successfully overcome recruitment challenges and mold a workforce ready for today and the future.

Read More
Topics: Call Center Outsourcing, Call Center Recruiting