HR reporting and analytics for Telecalling Companies: what the dialler and the HR record say together
A telecalling owner has call data on the dialler and people data on a sheet. Putting the two side by side shows where callers leave and where money is lost.
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Share your requirementsWhy HR reporting and analytics matters in telecalling companies
Dialler reports tell you how many calls were made and how many connected. HR sheets tell you who joined and who left. Because the two are kept apart, the owner may not notice that callers on one campaign leave twice as fast, or that one supervisor's team has the most idle days.
Reporting does not have to be heavy. A monthly page with joiners, leavers, idle days, connects per caller and reasons for leaving by campaign and supervisor is enough to start. The aim is to ask better questions in the monthly review, such as which list is ruining morale or which team needs help.
How to set it up
1. List the few questions you want answered
For example: which campaign loses callers fastest, how many idle days follow a contract end, which supervisors lose the most callers.
2. Collect the data in one place
Put joiners, leavers, campaign, supervisor, idle days and connects per caller in one sheet, updated weekly by one person.
3. Build a one-page monthly view
Show each measure by campaign and by supervisor, with last month beside it. Keep to a single page.
4. Discuss it with campaign leads
Review the page together and ask what is behind each spike. Note the explanation next to the number.
5. Choose one change per month
Pick the clearest pattern and agree a small action, an owner and a date. Look at the same number next month.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask who updates the HR sheet and how often it is checked against the dialler.
- Find your three campaigns with the highest exits and note what they share.
- Count idle days after the last two contract ends.
- Check whether leaver reasons are recorded in words or left blank.
GullyHR can do this with you. Read how we approach HR reporting and analytics in general, or share your requirements and we will tell you where to start.
Questions owners ask
No. A well-kept spreadsheet is enough to start. What matters is the habit of updating it and the questions you ask of it each month.
Leavers by weeks of service, split by campaign, usually tells you most. It shows whether the problem is the work, the list or the start.
Compare results with list quality and supervisor, not only with the person. If a whole team struggles on one list, the list or the coaching is more likely at fault than the callers.