Where can you hire good telemarketers?

Employers have more media options than ever before to publicize their Call Center jobs: Online Job Boards/Craigslist/Social Media/Video Recruiting, etc. These new media tend to generate a near instant ‘tsunami’ of resumes & Job Candidates - and the majority of Candidate responses occur within the 1st 48 Hours after a Job is posted.

Employers need a fast & highly-predictive process in order to weed out the Job Candidates who will burn out fast because they aren't qualified – or suited for the work - and to identify the people with the Skills, Personality/Job-Fit, Motivation, and Work Ethic to be Top Inside Sales/Telephone Sales Call Center Agents.

While most everyone can use a telephone - not everyone is cut out to work in a Call Center environment. Someone may have “The Right Stuff” to deliver great Customer Service & Support – it doesn’t necessarily follow that the same individual is also a good fit for the more demanding & sales-oriented requirements of Inside Sales or Telemarketing.

Hiring the wrong Inside Sales/Telephone Sales Agent to begin with is the Root Cause of most Call Center Performance Issues. It’s also a significant drain on your Budget & Bottom Line, on Customer Satisfaction Ratings, and on Sales Results. Every failed hire represents wasted dollars down the drain. Not to mention the Lowered Productivity, Poor Morale & Higher Absences associated with a Poor Job Fit.

Typically there are 3 grades of Agents found in an Inside Sales/Telephone Sales Call Center: (Above Average), (Average), and (Below Average).

(Above Average) Agents seem to have “The Right Stuff” that pushes them to succeed & a natural compatibility with the duties of the position. They work hard - exceed expectations - do more than asked - achieve high-quality consistent results - can always be counted upon - need little direction & work extremely well with everyone.

(Average) Agents perform their duties adequately enough “to get by” - but no better. They are the partially competent. Generally they’re strong from a Skills standpoint but missing a key ingredient or two from a Job Fit and Sales Closing standpoint.

(Below Average) Agents are the people who just don’t fit somehow. Sometimes they’re good people in the wrong jobs. They need extra coaching & supervision just to achieve average results. Often they cause unnecessary conflict. (Below Average) Agents have the Highest Levels of Absenteeism, Lowest Levels of Productivity & Sales, Poorest Performance & Customer Satisfaction Ratings, and generally have a Negative Impact on Team Morale. They represent the real problems in a Call Center workforce. While (Average) & (Below Average) Agents may seem fully qualified at the Interview Stage – they’re a Poor Job Fit – the cost of hiring them is enormous – with little value add to an organization.

Top performing Inside Sales/Telephone Sales Call Centers drive their Revenue & Performance through superior hiring tactics. We help employers gain better insight & more accurate predictions as to which applicants from a pool of Candidates would perform up to, or beyond their established standards. You can find out about a Free Trial of SPAS Call Center Agent Pre-Employment Screening Software at http://www.telesoftsystems.ca/64201.html