Over at Call Center Cafe, they recently posted an article entitled, “Why Are We So Terribly, Horribly Awful at Hiring People” details the gap in the standard interview practice that leads to incomplete assessments of candidates prior to hiring.  The article points out,

By reading resumes for skills, education, and experience companies begin to get a good handle on the cognitive status of the candidate. Through face-to-face meetings, good interviewers can get an appreciation of the personality, values, and motives of the candidate. Careful reference checks fill in many remaining gaps in these areas. But the cognitive piece has been largely ignored…

Our process seeks to fill in the gaps that simply reviewing a resume and conducting a interview can leave.  CallMe! has developed a proprietary online screening and interview system that tests the skill set, personality traits and cognitive ability of our applicant pool specifically geared towards work in the call center environment.  Our process includes three steps:

1) Assessment of current staff – we examine our client’s call center employees and assess their skill set, personality type and cognitive abilities creating a “baseline” for guidance.

2) Assessment of applicant pool – testing the applicant pool in the same way we assess our client’s current staff, both via online screening and a telephone interview.

3) Comparison – applying the assessment result of the applicant to the known baseline for our client’s call center workforce.

This process produces a better result for both the call center and the employee as it increases the likelihood of a good fit and success…to everyone’s benefit.

Click here for more on our process, or contact us.