Meaning, 4 out of 60 companies have a page or
a social media account dedicated to Human Resources.
A mystery candidate profile was created and completed the application process from the beginning (searching for career opportunities) until the end (submitting the application).
We conducted a survey to 380 employees and potential candidates of the Call Centers Industry in order to capture the true elements of Employer Branding that have an impact on a Candidate’s decision towards their next Employer.
31.12% of the candidates work remotely while 29.59% work on-site. 43.88% of the candidates are willing to work fully remotely (5/5 days per week), while 11.73% are not willing to work remotely at all.
31.95% of the participants stated that it is important for them to know that the workforce of the company includes people from the LGBTQ+ community and 46.06% of them stated the importance of including people with disabilities.
The majority of the potential candidates stated that it is unlikely that they apply for a company that has a bad reputation about their products (46.67%) as well as about the way they treat their employees (63.45%).
We conducted a survey to 380 employees and potential candidates of the Call Centers Industry in order to capture the true elements of Employer Branding that have an impact on a Candidate’s decision towards their next Employer.
31.12% of the candidates work remotely while 29.59% work on-site. 43.88% of the candidates are willing to work fully remotely (5/5 days per week), while 11.73% are not willing to work remotely at all.
31.95% of the participants stated that it is important for them to know that the workforce of the company includes people from the LGBTQ+ community and 46.06% of them stated the importance of including people with disabilities.
The majority of the potential candidates stated that it is unlikely that they apply for a company that has a bad reputation about their products (46.67%) as well as about the way they treat their employees (63.45%).
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