The Harver Group Management

Cirrus, the ABUemployment agency for jobs within the contact center industry, has launched a pilotof the Talent Pitch, the online application tool for contact centers. The goalof the pilot is to examine whether the efficiency of the recruitment processcan be improved, while the minimum quality stays the same. I also wish tofurther respond to the Pitch with the Cirrus Talent current trends anddevelopments in the field ofonline communication and apply for jobs.

Some of the candidateswho are looking for a job through the Talent at Cirrus onlinePitch. It is expectedthat this longer range can be created and a wider audience is addressed,including those who are not physically able to come along and remotely toapply. Candidates through the outbound or inbound variant of the TalentPitch,depending on the function where they apply.

The (pre) selection isbased on 3 customer conversations that the candidate goes through to differentskills including multitasking, language skills, typing skills but also the useof communication styles to measure. The candidate then create anintelligenceand personality test. The Talent Pitch results in a matchingscore. The matching scoreis not directly to adopt or reject reason. At the timethe candidate completes theTalent will Pitch the recruiter in person to his/herapplication and results look.

The results of theTalent Pitch give a picture of the chances of success of the candidatein thefunction of call center employee. The videos in the Talent Pitch give direct apicture about working in a call center. So chooses to apply the applicantconsciouslyand he/she knows what is expected. This increases the chances of asuccessful match.In addition, the tool like a piece of confirmation of asuspect. On the basis of the CVcan someone very suitable substantiate thispresumption can skew the Talent Pitchallowing more certainty emerges. Alsothere are applicants who have not yet call center experience. They can be verysuitable but you don't read this off of the CV. theTalent Pitch provides anobjective look at the selection process and make therecruitment process moreefficient and so can it reduce unwanted turnover. This lastcan be measuredafter 6 or 12 months.

Erwin Pakar, Director ofCirrus tells: "the whole way ofrecruitment has changedsignificantly in recent years and we use for some timeonline techniques, videos, assessments and knowledge testing via the internet.We want to develop this furtherand now helps us investigate the Talent orPitch. The Talent for our clients and our candidates must Pitch advantage andthat should the pilot go tell. However, we find that the results report of acandidate can be extended with more explanation of thescores, so this also easyto understand for our customers. "

This comprehensiveresults report is currently being developed. Recruiters andcompanies thatindirectly with the Talent Pitch work, for example through theemploymentagency, can use this new report assessing the application of thecandidate welland correctly interpret the scores.