BSS recruitment– a great undiscovered potential

Adding date: 15.12.2017 | Poland

The advanced business services sector is becoming more and more important in the Polish job market. Dynamic development of the sector is directly associated with a high demand for employees. The intensity of the development has already proven to be a challenge for employers. The latest report by Randstad “Advanced Business Services Sector as a Workplace,” describes what encourages or discourages people with the necessary competencies from starting a career in the BSS sector.

Looking at the workplace only from the perspective of its potential employees seems to be insufficient. The report compares the perceptions of candidates with the actual experiences of the employees of the advanced business services sector. It turns out that 78% of the people employed in shared services centers would recommend working in that sector to their relatives. Thinking about their professional future, 81% of them plan to stay in the BSS sector. At the same time, the sector remains unrecognized among the people who could be employed in it. Only 1/3 of the potential candidates are willing to pursue a professional career in the sector. It proves that distinguishing and paying more attention to the stage of entering the sector is crucial.

HOW TO IDENTIFY WITH A SECTOR YOU DON’T KNOW?

The business model and especially the nature of working in the advanced business services sector still appear not fully comprehensible for outsiders.

While attempting to visualize a typical advanced business services sector employee, stereotypical thinking comes into play. A person employed at a SSC/ BPO is usually a representative of the younger generation who has just begun their professional career. Such an image does not necessarily reflect reality. It is true that BBS sector employers offer extended onboarding programs and courses. Therefore, young specialists quickly become familiar with their professional duties. Additionally, the sector is open to employees with extensive experience in such fields as accountancy, IT, order management, HR, data analysis or customer service. 

Moreover, people who are fluent in more than one foreign language are not aware of the opportunities for professional development in the BSS sector; in fact they possess one of the key competencies required from candidates for positions at shared services centers. Proper communication and a carefully planned employment strategy could help companies open up to a significant number of people who have not yet been aware of the opportunities around them.

CURRENTLY (UN)FULFILLED EMPLOYEES’ NEEDS

For potential employees of the advanced business services sector, the following aspects are important: a salary adequate to commitment, real promotion opportunities, the feeling of job security and a friendly workplace. At the same time, not all of those four employment aspects are offered to their satisfaction by their current employers (representing other sectors than the BSS).

Potential employees of the BSS sector often struggle with the feeling that the employment aspects that are important to them have not been fulfilled. However, it turns out that they can satisfy their needs within the aspects that are currently not at the desired level by taking up employment at a shared services centers. A good example is the perceived salary satisfaction level. 29% of the respondents admitted that they are satisfied with their salary. At the same time, 96% of them reported this as the highest priority factor taken into account when deciding whether to accept a position. It reflects a substantial disproportion in the experiences of the candidates and the BSS sector employees. Whereas the salary satisfaction among the candidates was at the level of about 29%, in the second group is was as high as 85%. It is a strong argument proving that BSS companies are attractive workplaces.


The “Advanced Business Services Sector as a Workplace” study was carried out by the ARC Rynek i Opinia research agency upon the order of Randstad at the end of 2016. Extended focus group interviews (miniFGI, N = 4) were carried out and the data obtained was verified using quantitative study analyses (CAWI with BSS employees, N = 150 and CATI with candidates, N = 100). More information about the report: www.randstad.link/bss

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