RECRUITERS

•Perform the phone interviews following the R&S script when contacting the applicants. •Plan the portion of the phone interview lasting about 15 minutes leaving about 5 minutes for unprepared questions and discussion. •Coordinate with other key stakeholders to make sure a company-wide consensus is communicated about the interview sequence and prospective hiring date. •Learning as much about the candidate as possible prior to the phone interview, and manage the questions so as to learn key details about a candidate’s work history. •Build rapport, prepare interview questions, listen carefully,take notes, clarify doubts and “sell” Teleperformance. •Greet the caller and probe him/her on the minimum requirements for applying in Teleperformance and validate interest and availability from the candidate to work in Teleperformance. •Evaluate the required competencies based on the candidate’s answers to behavioral/situation questions. •Before scheduling the candidate to continue with the rest of the process, verify the applicant’s commitment to the job, based on availability and interest showed during the call. •After phone interview completion, immediately update the recruiting database with information on whether the contact is a viable candidate or not. If applicant doesn’t meet minimum requirements, explain reasons for not being able to apply. If applicant does meet minimum requirements, schedule for a face to face interview. •Ensure all Teleperformance policies and procedures are adhered to including but not limited to, Security, HR, Operations, etc, and any known infractions of any of these corporate policies and procedures are communicated to the proper Teleperformance Management immediately. •Other duties as assigned.

via JOBS-EG http://ift.tt/1RM1ivQ

شارك هذه الصفحة وتابعنا على صفحاتنا الرسمية

شارك الموضوع →

تويت

تابعنا →

إنشر الموضوع →