In the beginning, it was a great and valuable experience. In the end, not so much...
Pros
*If you have a great manager and/or leader on your team who knows how to put full trust into their team, has a connection with everyone to where everyone's on the same page, and also trusts their team to where each person can get the job done and do it properly, then there shouldn't be anything to worry about, including micromanage. During the first half of my employment there, my manager was fantastic and I appreciated their help and guidance with ensuring both my success as an RA and my team's success throughout most of the 2022 year before parting ways. The processes we had in place were successful and was what allowed us to meet our goals when hiring for classes, before they parted ways. *When I started with the company, I began during our slow season (Before ramp kicked off), and thankfully had plenty of time to learn the existing hiring system at the time and gain as much of an understanding of the processes and procedures for moving candidates through the hiring journey that would later help and benefit me. Given my overall experience, I'm thankful that I was able to learn about the in's and out's when it comes to the recruiting world to help me in my current position with another company.
Cons
For all the times you've wanted my feedback on my employee experience and countless "how did we do" email notices, Alorica, here you go... *For anyone in this department either as a recruiter, a recruiting assistant (RA), or above, if you choose to part ways with the company for any reason (i.e. New employment, family passing, and/or mental health reasons/burnout), there's a very strong chance you'll be deemed as not eligible for rehire despite the fact that you may not have had any wrongdoings on your record (i.e. Attendance, performance, failed classes, etc.). If you're someone like myself where you put your all into the company and want to get the job done and do it right every day, have never been written up/given any warnings, and even parted ways with a two week notice hoping to leave on good terms, including doing anything possible to help the team with your parting, you'll still be put on that ineligible list. So much for going above and beyond as much as possible and even initially hearing from leadership that I'd always be welcome back if I wanted to return later on at any time, only to then later find out within a couple of months the actual truth after I've left from some people on the ground floor that were with the company before they've parted ways, too. *During the year I was with Alorica, there were managers who truly cared about the organization, but were ultimately never rewarded for it, no matter their tenure, and same goes for any current managers in the same boat. There are also managers at the same time who are likely still with Alorica and have shown poor performance/finished classes in the red (And even consistently at times - You know who you are) who we then learned during town hall meetings at the end of the year were promoted to higher positions that left most of us scratching our heads in confusion. Especially, when during these meetings, we can all see said leader's team in the red consistently during the year. For anyone looking to move up in this department, just don't hire at the max number you need for each class or stay in the red, and your opportunities to move up are there! Definitely sends a message to all other teams on their valuable work ethic moving forward... *While working on site, before its closure and our transition to WAH, there was no area for the recruiting team to have its own space separate from agents or other departments before the site closed down. To be in that small area and have agents within ear-shot and separated by a few simple and measly room dividers/floor screens, while taking calls and them being able to hear sensitive information (i.e. Client/LOB info, starting pay, etc.) is something that should've been fixed well before I started. For any other sites that are still open and have employees working on site where this is an occurring issue, as well, your site directors need to have an area designated just for the recruiters - Separate from everyone else. Otherwise, don't be surprised when you have agents or other onsite employees (i.e. Trainers, supervisors, etc.) suddenly go to their assigned leaders that they heard through the recruiters nearby about higher paying positions and want to leave/transfer from their current campaign/position, when Recruiting never spoke to any agents about other positions, whether onsite or WAH. There's a reason why the trainings that discuss this information at Alorica need to be upheld and followed through by each department and each employee, otherwise, don't bother including it at all in the courses/modules. *Lastly, whomever made and approved the final decision to implement the new hiring system (ORC) not long after ramp season begun for many of us in the last half of 2022, don't take this personally, but that decision was one of the worst that could've happened for TA. If that kind of major decision in the future is going to happen, whether it's new hiring systems and/or major changes, make sure you have the official implementation date during a slow time for most teams worldwide, that way, there's enough time for people to get used to the system, resolve as many kinks and bugs while it's slow. That way when we need to start hiring for back-to-back classes, we have a better handling on helping candidates to be hired. While it's important to focus on the candidate's hiring journey, you also need to take into consideration how your recruiting teams are doing with the changes - Not everyone is fully on board nor understands the majority of the changes, which will affect not just their teams, but ultimately the company and your clients/business partners.
