DOMINICAN CALL CENTER JOBS
& Employment Solutions
It is Our Job to Help You
About
Dominican Call Center Jobs
Why choose our services
To every Call Center Job search, may it be for direct marketing, surveys, customer service or telemarketing; we bring the best recruitment resources and a personal commitment to excellence from each member of our executive recruitment team. we have partnered with Global Employability UK to serve Clients around the world who trust and rely on our services for talent search and recruitment.
The first call center/contact center management recruiting firm in the Dominican Republic and the finest We provide the best candidates for the following positions;
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Call Center Representative
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Account Manager
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Customer Service Manager
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Call Center Operations
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Team Manager
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Telemarketer
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Training Manager
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Telesales Specialist
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Customer Care Supervisor
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Call Center Agent
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And much more..
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We can connect you to premier inbound and outbound call center candidates for your contract, contract-to-hire and direct staffing needs. We understand the needs of today’s dynamic workforce, and provide assistance to a diverse range of clients, from Fortune 500 companies worldwide to Large, Medium and small-sized businesses in the Dominican Republic.
Our process
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we Assess the qualities that your top agents possess. Develop an ideal agent profile that encompasses the skills, attributes and behaviors that are required of a successful call center agent. We Provide your HR Manager with the candidate profile.
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Make sure that the recruitment staff completely understands your call center working environment and agent performance expectations.
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Use a competency-based assessment tool as part of the hiring process to evaluate agent candidates. This tool is able to assess skills as well as personality traits that are a critical to being a successful, happy and satisfied agent.
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Perform the initial screening job interview over the phone in the channel for which the agent would be hired. Similarly,before initial phone screening we also conduct the initial screening via email.
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Use behavior-based interview questions. Ask candidates to provide specific examples of a time in their previous job(s) where they demonstrated ability and skill in handling situations that they are likely to e
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We Survey new hires after every step of the process, i.e., recruitment, new hire orientation, training, and three months after training to discover new ways to improve the hiring and training process.
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We Conduct exit interviews to understand why agents leave. Track agent attrition to identify trends and opportunities to improve your processes.
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Once candidates are 100% screened and preselected we then send you their CV´s and our report sheet. with a 95% probabilty that this will be a new hire!
Our obligation
Our obligations in a general sense will always be on the Employers´s quality satffing needs. our obligation is to see through the employer´s eyes. Employers have to be constantly aware of the types of information they are restricted from using in the selection process. However, because doing a web search on a candidate reveals many types of information, including information deemed ‘Protected Class’ (race, gender, etc.), it can be potentially dangerous to manually assess candidates’ social media properties. Aside from being restricted, the process is time consuming and cumbersome to use when comparing across candidates. We take full control of candidates work oriented behavior by Researching their Digital or social media lifestyles and behavior to be aware of any alerts that usually are not taken into consideration and the usually result in time and money wasting and innefective hiring decisions.