The following recommendations will help you effectively solve the issue of hiring employees to work remotely with clients.
Develop a profile of the ideal candidate
To do this, you need to make a list of philippines whatsapp key skills and qualities of the applicant who is suitable for your company. Also think about the antitype or portrait of the candidate who does not meet the requirements. This approach will save money and time.
Create interview case studies
You won't forget anything if you create a list of questions and cases for video interviews. This will help you assess the candidate's strengths and weaknesses, their experience, and their level of expectations. The data you receive is necessary for the initial selection. With those candidates who have passed it, you can move on to the second stage. Cases, testing, working through objections, or presenting a product or service will do.
The nuances of hiring managers for remote work
Non-essential points:
availability of specialized education in this area of business;
the field of activity in which the applicant worked previously;
having many years of experience.
It is important to make sure that the candidate is ready for active cooperation. You can offer the candidate for the position of customer service specialist to make trial cold calls remotely using your company's script. If he or she approaches the task with enthusiasm, then you will be convinced that you have made the right choice. Otherwise, it is worth considering what prospects this candidate has.
Conduct psychological tests
The Thomas-Klimann test questionnaire demonstrates fairly high reliability rates. It allows one to assess a person's behavior style in controversial situations and personal predisposition to conflicts. This is important if the candidate has to interact with a large number of people via different communication formats. The same person can effectively call 50 potential clients with some offer, but not bring them to a deal in a personal meeting.
These recommendations should be taken as a basis for selection, which should be approached with sufficient flexibility. The main thing is not to make mistakes by seeing objective arguments against the candidate during the initial interview. At the same time, it is important not to nitpick over trifles.